Grounding training in research on trends and the challenges of real managers increases the relevance to learners, and many believe it results in increased learner engagement, retention and application on the job. It also allows learners to apply basic skills before moving on to more advanced skills. With 55 percent of respondents rating this attribute as the most critical quality, it is clear that learners want to attend training events that are a relevant to their career path at the company.ĭesigning a training program with modules that build off one another in a comprehensive curriculum roadmap provides learners with a structure for their learning. It was important to acknowledge that this training was part of a larger competency framework at the company and not an isolated event. This customization provides first-time managers with relevant examples of what to expect in their new leadership role, as opposed to training that only provides general and non-specific information. Over 90 percent of respondents believe it is important for training to be based on challenges of real managers and customized to their own company’s internal competency framework. We also asked participants to help us understand what topics areas should be covered during training, providing a roadmap of what to consider when creating your company’s first step in leadership development.Ĭustomization was the clear message from research participants. study on first-time manager training focused on a range of best practices, covering program design to preferred delivery methods. Understanding the dynamics and preferences of these aspiring leaders is critical to developing successful training programs.Ī Training Industry, Inc. The Certified Professional in Training Management Programįirst-time manager training is an important part of any leadership development program, with the need for quality training essential to build a solid foundation to start managerial careers.Our standard offering is either a 3-week or a 7-week engagement, that drives insight, experiential learning and coaching in one integrated package. Why this approach? Because everyone is different and comes with a completely different set of previously available leadership skills development needs! Results that matter in 3 weeksĪnd here is how our approach works. Together with the coachee and their manager of HR Business Partner we agree on the key set of skills that need to be developed first! Using our free-to-use (for now) leadership self-assessment tool, we establish a baseline of the currently available leadership character traits and leadership behaviours. Therefore, our fast-track program has all these components, PLUS it is highly customized to meet the precise development needs of the new manager and its organization. Real development happens with 20% Insight and 80% Practice and Support! Instead of sending managers on a standard "manager essentials" training program, taking them out of the job, and then being disappointed that so little will be put into practice afterwards, we thought there has to be a better way. There's only one good way to fast-track a new manager into their role!
0 Comments
Leave a Reply. |