TRAINING MANAGERS CAN MAXIMIZE YOUR COMPANY'S POTENTIAL
TRAINING MANAGERS CAN MAXIMIZE YOUR COMPANY'S POTENTIAL
There is no need to read several books on training because every training situation is different and every trainer has a different training style.
You need to develop your own personal training style based on your personality and the training circumstances.
My point is this, you won’t find this information in any book, you simply need to develop your own training style.
This article covers only the key points of training because every company is different and every manager learns differently; so, why waste a lot of time reading something that does not apply to you or your mangers.
When you read this article, you will be able to extract exactly what applies to your situation instead of applying training methods that will not work for you and your managers.
If you don’t know what your training style is, don’t give it a second thought; start training and you’ll develop your own training style after the very first training session.
_____________________________________________________________________________
WHY TRAINING IS SO IMPORTANT
Training is so important because it protects you and your company from costly mistakes.
TRAINING MAKES FOR HAPPIER EMPLOYEES:
Training provides employees with a certain confidence in the knowledge that they are well trained and know what they are doing. Well-trained employees are more productive employees and they enjoy their work more.
WELL TRAINED EMPLOYEES MAKE FOR HAPPIER CUSTOMERS:
Take care of your customers and they give you more business.
TRAINING WILL INCREASE PRODUCTIVITY:
In many companies, productivity can be increased by 30% to 50% with training.
Every training expense will be returned in productivity at least ten fold.
_____________________________________________________________
TRAINING WILL MAKE YOUR MANAGERS THE BEST THEY CAN POSSIBLY BE:
Train your managers and your company will maximize its potential. Most, if not all, problems in business originate from poorly trained managers. A company with well-trained managers will never flounder (guaranteed).
Only through training of you managers and employees can you hope to accomplish your company's goals and objectives.
It is through training that you are able to maximize your company's real potential.
Training should become part of your Corporate Culture.
_________________________________________________________________________
TRAINING SHOULD BE PART OF MANAGING AND MANAGING SHOULD BE PART OF TRAINING
I can't think of anything more beneficial to a company than training.
Since management is in charge or your employees and your employees are doing the work that makes you money; training your managers and your managers training your employees should be a priority. It should be a priority because it will guarantee your company's success.
WHAT MAKES TRAINING WORK
The key here is for management to convince the employees of what training will do for them, and not just what training will do for the company.
FOR A SUCCESSFUL COMPANY ALL MANAGERS MUST BE GOOD AT TRAINING SUBORDINATES
AFTER ALL IT IS MANAGEMENT THAT DETERMINES YOUR COMPANY'S SUCCESS:
That is why training can never wait until "the managers gets around to it" or "when time permits"
________________________________________________________________________
ALWAYS MAKE SURE TRAINING RECEIVES A HIGH PRIORITY IN YOUR COMPANY:
Top management must support the training effort or it will be a waste of time and money.
MAKE CERTAIN ALL EMPLOYEES ARE CONVINCED OF THE TRAINING BENEFITS (FOR THEM):
AS A MANAGER TRAINING SKILLS ARE AS IMPORTANT AS COMMUNICATION SKILLS
A manager's job is to supervise employees. An employee's job is to do the work.
An employee who is well trained and clearly understand his/her job will produce more and make the manager more effective (make the manager "look good").
Any manager who is also a good trainer never needs to fear his/her job.
Any manager who does not know how to train will jeopardize his/her job.
_____________________________________________________________________________
WHEN I AM TALKING ABOUT TRAINING, I AM NOT TALKING ABOUT TECHNICAL TRAINING I AM TALKING ABOUT TRAINING THAT WILL MAKE EMPLOYEES MORE EFFECTIVE.
You see when you manage employees your job is to:
Develop employees to become better at what they do. The reason for that is very simple. You give them a raise once or twice a year, so, where that money coming from? It is coming from increased productivity (if not from increased productivity it will come out of profit).
You develop employees through training.
OK, what kind of training will make employees more effective?
Any kind of training that will motivate employees. Motivated employees tend to be employees that are more effective.
Also, develop performance standards, do performance evaluations and reward good performances.
However, here is where the problem is. Most companies have all that except, they never properly train their managers and employees in how to set performance standards, do proper (impartial) evaluations and how to develop a great reward system (and don't make the mistake of thinking that money is the biggest motivator, it is not, except for sales).
______________________________________________________________________________
One more time, training not a luxury, it is a necessity.
WHEN A MANAGER TRAINS THE EMPLOYEE NEEDS TO LEARN
MANAGERS TEACH
EMPLOYEES’ LEARN
It is that simple.
Learning represents change and training makes change happen.
Since change is constant, it (change) can only be managed effectively through learning and training.
Employees need to learn new and different ways of doing their jobs or they become obsolete.
A manager’s job is to help employees to learn new and different ways so they don’t become obsolete.
MANAGERS MUST TEACH EMPLOYEES TO DEAL WITH CHANGE
Most people resist change, as part of our survival instinct that protects the status quo. This is when our sub conscious tell us change is bad. Only through training can we overcome this (protecting the status quo).
Start by letting your employees know that the change you are about to propose is positive and in their best interest (not the company’s best interest).
_____________________________________________________________________________
HOW DO EMPLOYEES (ADULTS) LEARN (TRAINING INVOLVES LEARNING)
FIRST: MAKE SURE THEY WANT TO LEARN
Tell your employees exactly what benefits they will get out of the training sessions.
SECOND: GIVE THEM ENOUGH TIME TO LEARN
Make sure the training takes place over a reasonable period.
_____________________________________________________________________________
WHEN TRAINING WILL WORK - OR NOT WORK
TRAINING WILL ONLY WORK: WHEN EMPLOYEES HAVE A GOOD ATTITUDE TOWARDS TRAINING (LEARNING)
TRAINING WILL NOT WORK: WHEN EMPLOYEES HAVE A POOR ATTITUDE TOWARDS TRAINING (LEARNING)
AN EMPLOYEE WITH A POOR ATTITUDE TOWARDS TRAINING (LEARNING, CHANGE) WILL MAKE POOR TRAINING SUBJECT
The best way to deal with an employee with a poor attitude is with a one-on-one conference.
Without being confrontational, ask the employee why he/she is resisting training, change or what ever it is that is preventing the employee from benefiting from the training.
Employees with a poor attitude will seldom benefit from training, at least not until their attitude has changed.
Training will not, in most cases, change an employee's attitude.
Changing an employee's attitude requires management intervention through interviews.
_________________________________________________________________________
REMEMBER, IT IS A MANAGER'S JOB TO TRAIN
IT IS AN EMPLOYEE'S JOB TO LEARN
TRAINING MAKES LEARNING POSSIBLE
LEARNING REPRESENTS CHANGE
CHANGE MAKES SUCCESS POSSIBLE
SUCCESS IN YOUR BUSINESS WILL BENEFITS ALL
TRAINING MANAGERS CAN MAXIMIZE YOUR COMPANYS POTENTIAL - To learn more about this author, visit MIchael Otto's Website.
Like this article? Share it with your friends
NOTHING CONTRIBUTES TO A COMPANY’S SUCCESS MORE THAN MANAGEMENT TRAINING
There is no need to read several books on training because every training situation is different and every trainer has a different training style.
You need to develop your own personal training style based on your personality and the training circumstances.
My point is this, you won’t find this information in any book, you simply need to develop your own training style.
This article covers only the key points of training because every company is different and every manager learns differently; so, why waste a lot of time reading something that does not apply to you or your mangers.
When you read this article, you will be able to extract exactly what applies to your situation instead of applying training methods that will not work for you and your managers.
If you don’t know what your training style is, don’t give it a second thought; start training and you’ll develop your own training style after the very first training session.
_____________________________________________________________________________
WHY TRAINING IS SO IMPORTANT
Training is so important because it protects you and your company from costly mistakes.
TRAINING MAKES FOR HAPPIER EMPLOYEES:
Training provides employees with a certain confidence in the knowledge that they are well trained and know what they are doing. Well-trained employees are more productive employees and they enjoy their work more.
WELL TRAINED EMPLOYEES MAKE FOR HAPPIER CUSTOMERS:
Take care of your customers and they give you more business.
TRAINING WILL INCREASE PRODUCTIVITY:
In many companies, productivity can be increased by 30% to 50% with training.
Every training expense will be returned in productivity at least ten fold.
_____________________________________________________________
TRAINING WILL MAKE YOUR MANAGERS THE BEST THEY CAN POSSIBLY BE:
Train your managers and your company will maximize its potential. Most, if not all, problems in business originate from poorly trained managers. A company with well-trained managers will never flounder (guaranteed).
Only through training of you managers and employees can you hope to accomplish your company's goals and objectives.
It is through training that you are able to maximize your company's real potential.
Training should become part of your Corporate Culture.
_________________________________________________________________________
TRAINING SHOULD BE PART OF MANAGING AND MANAGING SHOULD BE PART OF TRAINING
I can't think of anything more beneficial to a company than training.
Since management is in charge or your employees and your employees are doing the work that makes you money; training your managers and your managers training your employees should be a priority. It should be a priority because it will guarantee your company's success.
WHAT MAKES TRAINING WORK
The key here is for management to convince the employees of what training will do for them, and not just what training will do for the company.
FOR A SUCCESSFUL COMPANY ALL MANAGERS MUST BE GOOD AT TRAINING SUBORDINATES
AFTER ALL IT IS MANAGEMENT THAT DETERMINES YOUR COMPANY'S SUCCESS:
That is why training can never wait until "the managers gets around to it" or "when time permits"
________________________________________________________________________
ALWAYS MAKE SURE TRAINING RECEIVES A HIGH PRIORITY IN YOUR COMPANY:
Top management must support the training effort or it will be a waste of time and money.
MAKE CERTAIN ALL EMPLOYEES ARE CONVINCED OF THE TRAINING BENEFITS (FOR THEM):
AS A MANAGER TRAINING SKILLS ARE AS IMPORTANT AS COMMUNICATION SKILLS
A manager's job is to supervise employees. An employee's job is to do the work.
An employee who is well trained and clearly understand his/her job will produce more and make the manager more effective (make the manager "look good").
Any manager who is also a good trainer never needs to fear his/her job.
Any manager who does not know how to train will jeopardize his/her job.
_____________________________________________________________________________
WHEN I AM TALKING ABOUT TRAINING, I AM NOT TALKING ABOUT TECHNICAL TRAINING I AM TALKING ABOUT TRAINING THAT WILL MAKE EMPLOYEES MORE EFFECTIVE.
You see when you manage employees your job is to:
Develop employees to become better at what they do. The reason for that is very simple. You give them a raise once or twice a year, so, where that money coming from? It is coming from increased productivity (if not from increased productivity it will come out of profit).
You develop employees through training.
OK, what kind of training will make employees more effective?
Any kind of training that will motivate employees. Motivated employees tend to be employees that are more effective.
Also, develop performance standards, do performance evaluations and reward good performances.
However, here is where the problem is. Most companies have all that except, they never properly train their managers and employees in how to set performance standards, do proper (impartial) evaluations and how to develop a great reward system (and don't make the mistake of thinking that money is the biggest motivator, it is not, except for sales).
______________________________________________________________________________
One more time, training not a luxury, it is a necessity.
WHEN A MANAGER TRAINS THE EMPLOYEE NEEDS TO LEARN
MANAGERS TEACH
EMPLOYEES’ LEARN
It is that simple.
Learning represents change and training makes change happen.
Since change is constant, it (change) can only be managed effectively through learning and training.
Employees need to learn new and different ways of doing their jobs or they become obsolete.
A manager’s job is to help employees to learn new and different ways so they don’t become obsolete.
MANAGERS MUST TEACH EMPLOYEES TO DEAL WITH CHANGE
Most people resist change, as part of our survival instinct that protects the status quo. This is when our sub conscious tell us change is bad. Only through training can we overcome this (protecting the status quo).
Start by letting your employees know that the change you are about to propose is positive and in their best interest (not the company’s best interest).
_____________________________________________________________________________
HOW DO EMPLOYEES (ADULTS) LEARN (TRAINING INVOLVES LEARNING)
FIRST: MAKE SURE THEY WANT TO LEARN
Tell your employees exactly what benefits they will get out of the training sessions.
SECOND: GIVE THEM ENOUGH TIME TO LEARN
Make sure the training takes place over a reasonable period.
_____________________________________________________________________________
WHEN TRAINING WILL WORK - OR NOT WORK
TRAINING WILL ONLY WORK: WHEN EMPLOYEES HAVE A GOOD ATTITUDE TOWARDS TRAINING (LEARNING)
TRAINING WILL NOT WORK: WHEN EMPLOYEES HAVE A POOR ATTITUDE TOWARDS TRAINING (LEARNING)
AN EMPLOYEE WITH A POOR ATTITUDE TOWARDS TRAINING (LEARNING, CHANGE) WILL MAKE POOR TRAINING SUBJECT
The best way to deal with an employee with a poor attitude is with a one-on-one conference.
Without being confrontational, ask the employee why he/she is resisting training, change or what ever it is that is preventing the employee from benefiting from the training.
Employees with a poor attitude will seldom benefit from training, at least not until their attitude has changed.
Training will not, in most cases, change an employee's attitude.
Changing an employee's attitude requires management intervention through interviews.
_________________________________________________________________________
REMEMBER, IT IS A MANAGER'S JOB TO TRAIN
IT IS AN EMPLOYEE'S JOB TO LEARN
TRAINING MAKES LEARNING POSSIBLE
LEARNING REPRESENTS CHANGE
CHANGE MAKES SUCCESS POSSIBLE
SUCCESS IN YOUR BUSINESS WILL BENEFITS ALL
TRAINING MANAGERS CAN MAXIMIZE YOUR COMPANYS POTENTIAL - To learn more about this author, visit MIchael Otto's Website.
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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John AlexanderJohn has taught keyword research and SEO skills to small groups of business owners and Webmasters from over 80 different countries world wide since 2002. John is also the Director of Search Engine Academy ; Co-director of Training at Search Engine Workshops offering live, SEO Workshops with his partner SEO educator Robin Nobles, author of the very first comprehensive online search engine marketing courses at SEO Training Online and the SEO Workshop Resource Center. I look forward to hearing from you! - Visit John Alexander's Website |
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Staging DivaDebra Gould, aka The Staging Diva®, is President of Six Elements Inc., an internationally recognized home staging company. Inspired by many requests from aspiring home stagers wanting to start similar businesses, Gould created the Staging Diva Home Staging Business Training Program. Gould has trained over 1000 Staging Diva Graduates worldwide to start staging businesses. Buying decorating and selling six of her own homes in four years lead to an interest in real estate staging which she turned into a career with the launch of sixelements.com in 2002. Since then she has staged hundreds of homes in addition to teaching home staging training. Gould is the author of several home staging resources including a series of popular ebooks made up of a Design Guide, Color Guide and Portfolio Guide. For more information about Debra Gould visit stagingdiva.com. - Visit Staging Diva's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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