The key to a successful training? You.
05 april 2021
Oftentimes we get a call from a manager or CEO because things aren't really vibing at the office.
The dynamics within a team might not be what managers were hoping for, the sales might be disappointing or the work-environment feels uninspiring overall, creating a downward spiral that feels hard to get out of.
So we come in and train people.
We give our trainees easy-to-use tools to navigate their everyday lives, teach them how to collaborate better, encourage them to grow more confident in their capacities, and apply the knowledge we've gathered over decades to help them grow.
And honestly? Investing in people really does make a difference.
Day by day, session by session, individuals and teams start thriving.
Unwanted behaviors start changing.
Teams starts unifying.
It's a cool thing to witness.
But trainings are costly too. They demand time, dedication, financial investment... and we’ve noticed that there are a few things leaders can do to maximize their investment.
See, a training doesn’t start the moment a trainee walks into the (virtual) classroom. A training starts the moment a manager tells their employee that they’ll be receiving training.
And over the years we’ve noticed that employees who understand why they’re being trained and what is expected from them, end up absorbing the materials a lot faster.
Over the years we’ve seen that the managers who check in regularly and are involved before, during and after the training process, get their desired outcomes way faster.
These managers tend to ask simple questions from “How is it going?” to “What are you getting out of the training so far?” or even “What did you pick up already that will make a difference in some of the things you’ve been struggling with?”
Interestingly though, many leaders feel uncomfortable asking these kinds of questions.
They’re not jumping at the thought of opening up a Pandora’s box of open, vulnerable conversation that could potentially be booby-trapped with all kinds of negative emotions.
But learning how to do so, is deeply similar to learning how to drive a car; Confusing, scary, and potentially dangerous at first, but once you get a hang of it, you can’t unlearn it.
So what your people might need from you to get the most out of their training, is for you to learn how to support them through it.
And guess what, if you're interested, while we're at it, we can train you for that too. ;)Contacteer ons