Training can improve performance through your organization. It’s remarkable what people can accomplish to achieve in dealings today, and much of that is under their level of motivation. In the hard and modest environment of business, there is a need to uphold that sense of inspiration and to build confidence and commitment so that even when ‘the going gets tough’; our key employees don’t ‘get going’.
Training can be one way to do this and can be used for a number of reasons, perhaps in achieving the goals of a particular project, developing personal skills or enhancing performance across the business. Training emphasizes more on how something is completed, rather than what is done and one of the key profits is that workers start to become more self-aware and take possession of their activities and their personal growth. This occurs because the trainer supports the employees in finding their own answers. The manager also benefits from evolving his or her own listening and imitating skills as they do this.
Because training disrupts problems to a level where the employees discover their beliefs, values and behaviours, when done well, it is capable of addressing problems before they have even climbed to the surface as a problem by varying mind-sets, thinking patterns, behaviours and actions. To attain this depth of reflection, realization and directness, the atmosphere needs to be content and composed. When used efficiently, training develops performance across the organization. For middle managers and their teams, training can upkeep the often difficult situation we find in organizations where the values promoted about the way people work, for example work-life stability, customer care and reassurance of risk are weakened by incompatible behaviours and morals established by the senior team. A training tactic can help these teams explore what is happening and how they can move onward together and take accountability for problem solving of the situation. On a more individual level, training can help an individual to manage stress, caused say by lack of support or recognition, the impact of change in the workplace or workload pressure. By working with an individual, the coach can support the individual in changing their perceptions of a situation, shifting their mind-set or changing behaviour.
It’s not just particular teams or individuals who can benefit from training in the workplace. A coach who is familiar with the organization, how it works and where the sticking points are can provide support across the business to unlock these behavioural bottle-necks and enable the organization as a whole to learn and change.
KEY CONSIDERATIONS WHEN PLANNING THE MOVE TO A TRAINING PROGRAM AND CULTURE ARE:
- Ensuring that the training strategy is linked to wider organizational strategy and practices.
- Aligning the development of a training culture with learning and development across the organization, including modules on training in leadership programs for example.
- Ensuring that the infrastructure is in place to support a training culture. Think about how it will be managed and integrated, identify a sponsor or a steering group to drive it forward, determine how success will be measured and evaluated
- Setting up a training program and establishing a training culture is a challenging undertaking but is well worth the time, effort and resources needed to see such change on all levels of the organization and positive outcomes in terms of performance, retention and growth.