When workplace performance isn’t improving like it should, you know you have a management training problem to address – and soon. If you’re not moving forward, you’re falling behind.
Overcoming ineffective leadership is a challenge, especially when training program participants are snoozing during their sessions. If you want leaders to step up their game with greater productivity, better management skills and a contribution to higher employee morale, you need professional development training that engages.
So, how do you enable your team to get the most out of a training program?
Start by making the training more fun. To provide an enjoyable experience with tangible results, make sure your employee training program comprises these techniques.
Employees won’t be interested in what an instruct
or says unless they feel a personal connection. You don’t want team members to sense that they’re being lectured by a stranger.
First impressions are critical. Management training
- Introduce themselves professionally and personally to make a human connection with participants
- Give employees some background on their work experience, including areas of specialty, subject-matter qualifications and success in helping other clients improve their management teams
- Touch on their personal interests and establish rapport before diving into course materials
It follows that employees should have an opportunity to communicate their background and become part of the conversation as well. You want participants to feel as though their professional development is important to the instructor and the company, not like they’re just another body in the classroom.
Speaking The Team’s Language
Once training is underway, instructors should speak to employees in their own language. The use of jargon might alienate those who don’t have an extensive vocabulary in a specific subject, while certain buzzwords may catch people’s attention.
Remember, the key factor in employing language that connects is relevance. Content and communication should be tailored appropriately to the audience at hand.
Seek an instructor with enough knowledge and experience to speak your team’s language. Before choosing a training program, research the instructor’s background and credentials. Even better, ask for their perspective on a management problem you may be facing. Listen to the words they use and see how they approach the issue to get a sense of how they’ll connect with your team.
Crafting Fun And Interactive Content
If the course instructor simply stands in front of your group and recites management strategies, it’s time to consider a change.
Training should include stories and videos to bring entertainment value to the conversation. A light moment during training is not distracting. In fact, it breaks up the discussion and helps refocus attention to the material at hand.
Interactive training is another way to keep employees engaged. Instead of letting team members zone out, instructors should be using some of the following strategies to capture and hold attention:
- Ask relevant, compelling questions
- Encourage conversations
- Assign practice activities that reinforce learning
- Make interactive tools available online for anytime access
Reinforcing Training Positively
Once your team has learned some of the key skills they need to enhance their management performance, use positive reinforcement to help them practice those skills on the job.
Think about creating fun message boards with training tips that managers have learned, or run contests that encourage the use of new techniques. Be sure to emphasize how the workplace training benefits your team members and the company as a whole.
The best way to increase morale and productivity is to get managers excited about learning the skills they need to succeed. Instead of dragging your team into the conference room for a boring, bimonthly exercise, liven up your management training with a program that makes learning fun and engaging.
Ready to learn even more about the benefits of management training? See how succession planning sets your organization up for effective change by grooming tomorrow’s leaders.