The 3 Dangerous Trends Managers Face That Keep Them Feeling Frustrated with Unproductive, Unmotivated And Unreliable Team Members.
#3 Tiresome Team Training
There are limited days in the year left, or maybe days in the month? Week? Hours in the day? Or should I be saying limited time in our lives? You never know how much time really, and, if we did, would we be doing exactly what we are doing now? Who knows. We can’t see into the future but and some of us are still working away (slogging away, nose to the grind, head down bum up, slaving away…insert all the stuff we’ve heard a thousand times before here…..
Are we going to get everything done? Maybe, maybe not. Here’s the thing. Without prioritizing our lives, structuring and allocating time, and having a good plan of course, people run around like headless chooks and end up doing so many things at once, they don’t know where they are at let alone WHY they were dong it in the first place.
Obligation? Don’t even get me started on that one. It is a disease! Yep. A dis-ease. It puts us in an awkward position, well, more to the point, WE put ourselves in that position. And although everything gets started; nothing gets finished or is it better to use the word completed? Completed. Is that like complete? Is it the same as finished? Finished sounds more morbid- almost like ‘the end’. Taking our last breath. I am finished. I don’t think I’ll say that, but maybe? Who knows? We can’t predict the future. I digress… This was not meant to be morbid at all actually, but my segways are more like sidetracks. I guess that’s just how this ole’ brain works. Thanks Brian. By the way, I call my brain ‘Brian’ as sometimes…..there we go again… tangent…
Where was I? Oh yes. Three dangerous trends managers face. Number 3 is Tiresome Team Training. You know, yawn, bloody paper cut, drool, trying not to fall.asleep.on.the.person.next.to.yoooooooooooooooooooou…. too late zzzzzzzzzzzzzzzz
ARGH! We have all been there done that. Some have been both trainers and trainees. It’s especially hard when the trainee is not completing or finishing the training by choice, which in some organizations/businesses ( for those who perhaps have a more chaotic free style opinion of the work organization 😊 ) it is a ‘must do’ not a ‘hey you’ll love this!!’ Let me say this: Repetition=BOREDOM. Practice doesn’t make perfect, it makes permanent.
So you have successfully managed a candidate through to the hiring stage and you have got a fantastic new team member! They now need training. It may be in person via an induction or a series of videos, or even a check list, workbook or manual. Is it the same every time? It has to be consistent, but are Managers wasting their time? Do they also dread it? And, training or on boarding new team members may not be the only time they have to train either. Remember, it’s not just about attracting the ‘A’ team but keeping them too. If you know what personality style, learning style the team members are, just imagine what that could do for the training and meetings you have. What about targets, kpi’s, performance reviews, deadlines, projects, sales? Knowing how to communicate with any personality style and learning style manes greater results, motivation, productivity and morale which we all know = more FUN! Who doesn’t love a workplace that works?
Get it right from the start and you’ll have an ‘A’ team- the dream team. Don’t, and you’ll manage tough.
$11 billion is lost annually on employee turnover.
Companies with engaged employees out performs those without by 202%!! Stop dating and go straight to being engaged because employees don’t leave companies, they ‘break up’ or leave people.
80% of employees dissatisfied with their direct manager were disengaged.
70% lack confidence in the abilities of senior leadership.
Create a healthy relationship right form the start. How do you do that and how do you make it fun and worthwhile? I’m glad you asked! Make it about you. there. I said it. If you have to train, make sure you enjoy the training. If you don’t, chances are neither will the team member/s being trained. Lose lose situation. And, when they fail at what the training was supposed to do.. complete them? Or complete something anyway… guess who will be blamed? Point finger at self. Any finger will do. I prefer the middle one, either hand, in fact my left middle one, the ‘up yours’ one, is bent. Not as in ‘smoked too much special stuff’, but dislocated from a wayward pass – probably a bad catch on my behalf at a touch rugby game.
Add in learning outcomes and what the objective of the training is. You can use this simple script:
- Name of training:
- Who is the training for?
- What is the purpose of the training?
- What will the trainee benefit from the training?
- How will they know when it is completed successfully?
Eg by the end of the course etc, you will be able to x y z and describe how to a b c and etc etc. TIP: I use the purpose of the training in the learning outcomes and objectives. Eg. Lets say the training is for customer service. The purpose of the training is to teach 3 new service skills to the sales team to increase sales and customer/ client satisfaction by x%. So you could write… by the completion of this training, you will know and be able to demonstrate the 3 ways to connect with our customers and increase sales and satisfaction by 10%. This way you can test the learning objectives and outcomes to ensure it has been successful.
- The most important one of all. Before you even begin teaching, you make a list of agreements. As in, the entire class. Then, as everyone has contributed, you can add the top 5-10 on a white board or pieces of paper to put around the room. This way they have made the rules and you all abide by them. It also takes the us and them, or, student, teacher hierarchy away a little as well. This is great as it means everyone is both a student and and teacher 😊
- Ask questions, use enrolling questions. How many of you would like to do a great job? How many of you would like to have fun today? Etc.
- There are no stupid questions OR answers. Be open. Be aware. Not everyone learns the same, in fact, give permission for those who are kin aesthetic learners- the ‘I need to do it or touch it’ people, the ones who cant sit still, let them stand up and move around if they need. Be able to teach to the visual, audio and kin aesthetic ones and of course the ones who are all of the above!
- Last one. Tiresome team training. Get a professional to help you! Perhaps you are not a teacher and a fellow team mate may be better or get in touch with us and we can see if we are a good fit to assist you or run your training. A different energy in the room – an outsider can be a great help in supporting you to get your message across. After all. Life’s too short for tiresome team training.
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