Are you successful in training your employees? Many executives can't answer this question correctly, because they think they're training when in fact they're just telling their employees what to do. This behavior is often reinforced by their peers and is not an effective way to motivate people and help them grow. Instead, research suggests that training leaders on how to be coaches can pay dividends, but only if you start by defining “training” and leaving ample space for self-reflection and feedback. Communication is the key to training teams in the workplace.
Developing a positive coaching attitude involves asking for feedback and keeping an open mind. When you reach out to your employees and ask for their suggestions, your creativity and ideas will improve. Bersin, from Deloitte, estimates that current skills only have a lifespan of 2 ½ to 5 years. Not only is this necessary from a business perspective, but today's employees don't want to just go to work and complete their daily tasks either. The presence of a coach makes a big difference for employees and leaders, something that managers cannot implement without incorporating the leadership style of coaching.
One of the workplace coaching skills that managers can transform into coaches is to inculcate the feedback process. Integrating the idea of training employees into corporate culture will create a workforce that thrives on motivation. Coaching is a leadership style in which leaders choose to act as coaches instead of managing employees. This coaching leadership style has advantages and disadvantages, but today, most leaders choose to empower their employees to improve performance. Companies are increasingly willing to advise employees because they know what this coaching leadership style can offer.
The good news is that managers can improve their training skills in a short time (15 hours), but first they have to invest in learning how to train. To help executives become successful in training their employees, here are 12 rules for mastering employee training:
1.Create a Culture of Team FeedbackEncourage team members to provide feedback on each other's performance. This will help create an environment where everyone feels comfortable giving and receiving constructive criticism.
2.Push Employees to Their Attainable LimitsChallenge your team members to reach their full potential by setting attainable goals and providing them with the resources they need to achieve them.
3.Encourage Employees to Learn from OthersProvide opportunities for team members to learn from each other by creating mentorship programs or encouraging peer-to-peer learning.
4.Invest in Learning How to TrainInvesting in learning how to train will help managers become better coaches and develop more effective training programs.
5.Ask for FeedbackEncourage team members to provide feedback on each other's performance so that everyone can learn from each other.
6.Keep an Open MindBe open-minded when it comes to feedback from team members and be willing to adjust your approach if necessary.
7.Incorporate Leadership Style of CoachingIncorporate the leadership style of coaching into your management style so that you can empower your team members.
8.Inculcate the Feedback ProcessIntegrate the idea of feedback into your corporate culture so that everyone feels comfortable giving and receiving constructive criticism.
9.Set Attainable GoalsSet attainable goals for your team members so that they can reach their full potential.
10. Provide ResourcesProvide your team members with the resources they need in order to achieve their goals.
11. Create Mentorship ProgramsCreate mentorship programs or encourage peer-to-peer learning so that team members can learn from each other.
12. Monitor Progress
Monitor progress regularly so that you can adjust your approach if necessary.
As an expert in employee training, I have identified 12 rules for mastering employee training which will help executives become successful in training their teams.
These rules include creating a culture of team feedback, pushing employees to their attainable limits, encouraging employees to learn from others, investing in learning how to train, asking for feedback, keeping an open mind, incorporating the leadership style of coaching, inculcating the feedback process, setting attainable goals, providing resources, creating mentorship programs and monitoring progress regularly.
By following these 12 rules for mastering employee training, executives will be able to create an environment where everyone feels comfortable giving and receiving constructive criticism while also helping their teams reach their full potential through setting attainable goals and providing them with the resources they need..