Tip # 707: Why Management Training Fails- And What To Do About It (#3)

On February 6, 2018, Posted by , In management and leadership, By ,,, , With Comments Off on Tip # 707: Why Management Training Fails- And What To Do About It (#3)

“We’ve got to put a lot of money into changing behavior.” Bill Gates

In the two previous Tips, we addressed the first two reasons why management training fails: it focuses on skill deficits instead of performance, and it occurs outside the manager’s organizational context and culture. In this Tip, we focus on the third and final reason for the failure of management training.

The third reason why management training fails is because it does not reinforce application of new knowledge or a change in behavior.

Once managers leave a training class, they are highly unlikely to apply what they have learned because they do not feel confident enough in their new skill. There is also nothing to ensure … Read the rest

Tip #394: How Supervisors Ensure that Employee Training is Successful

On October 3, 2011, Posted by , In management and leadership, By ,,,,, , With Comments Off on Tip #394: How Supervisors Ensure that Employee Training is Successful

“It’s all to do with the training: you can do a lot if you’re properly trained.”  Elizabeth II

Training is intended to support employee performance. Supervisors should take advantage of this important resource and actively participate throughout the entire training process. After all, supervisors are in the best position to: identify training needs; provide direction to the nature and scope of the training program; supply relevant content; advocate for, expect and reinforce new learning; and evaluate the ultimate effectiveness of a training program.

There are eight places in the training process where supervisors can have an enormous impact:

1.  Needs assessment:  A training program will only be effective if it is based on an accurate needs assessment. The supervisor is … Read the rest

Tip #381: Six Reasons Why Supervisors Need to be Involved in Training Design

On June 27, 2011, Posted by , In curriculum design, By ,,,,,, , With Comments Off on Tip #381: Six Reasons Why Supervisors Need to be Involved in Training Design

“One of the most important tasks of a manager is to eliminate his people’s excuses for failure.” Robert Townsend

Supervisors suffer loss of time and productivity when their employees are not properly trained. As a result, they have a vested interest in decisions about what training to give, when to give it, and who should receive it.

Supervisors need to be involved in training design because they are the only ones who can ensure that the training supports employee performance, the training content is accurate, the training schedule is convenient, the right employees attend the training, the employees come to the training primed to learn, and there is follow up reinforcement for what has been learned in the training.

1.The Read the rest

Tip #373: Three Management Issues That Cause Training To Fail

On May 2, 2011, Posted by , In management and leadership, By ,,, , With Comments Off on Tip #373: Three Management Issues That Cause Training To Fail

“We must expect to fail… but fail in a learning posture, determined not to repeat the mistakes, and to maximize the benefits from what is learned in the process.”Ted W. Engstrom

There are three management issues that cause training to fail: (1) training is used in lieu of effective performance management; (2) training is given to employees when the real problem is organizational policies, procedures or systems; and/or (3) managers do not reinforce the training: they see no value in the content, they do not know what their employees learned, and/or they do not know that they should reinforce the training.

1. Training is used in lieu of effective performance management.

Too often, a training program is scheduled with … Read the rest