It is essential to have leaders who can effectively guide their teams towards achieving the goals of their organizations. As individuals advance into management positions, they typically don’t have the required qualities, skills and behaviours required by their new job. So, nearly all companies both large and small invest in some type of leadership development and development for their employees. But, why are the same unproductive behaviors that were observed prior to the training keep showing up?

In many cases even in the most effective training programs, the information that occurs in the classroom cannot be transferred to the company in way of altered behaviours or performance. There is a gap in the instruction that is given in the classroom, and the day-to-day work application of the skills acquired in the course. Take into consideration that training is just one aspect that must be used by leaders to apply the management techniques that they learned in training. Alongside training, companies must consider ways to help reinforce the new behaviours. It is essential for organizations to be able to put the following three components in the first place before they can implement the employee management training Courses in dubai:

  • An organizational culture that is compatible with the curriculum.
  • System to assess how strong and weak trainees
  • A mentoring or coaching procedure to help reinforce new abilities and habits learned

If the company is training for the X factor and its cultural norm is Y, the training for management of employees won’t produce the desired outcomes. Let’s take an example. you’re training managers to deal with conflict by transparent and honest communications. The goal of your training is to make the manager pay attention to the issues as well as the opinions of others, and keep the discussions private. But, the culture of the workplace is one where managers openly discuss conversations they’ve been having with employees and claim that their employees are complaining!

Whatever the training may be, the culture isn’t in line with the behavior desired. This is why it is crucial for the top management of an organisation to first decide on the type of culture they wish to establish. This culture has to be shared and the leader must demonstrate the culture every day. When the culture and the training are in the same direction, behavior could shift.

Another crucial aspect for the training of managers for success is to evaluate the strengths and weaknesses of the manager prior to the training. The assessment prior to training will enable the manager to make the most value from the course. It is best when you design your training program around the unique requirements of each person. Of course, this isn’t always possible because of budgets, time and resources. But, an assessment of weaknesses and strengths with 360 Degree Surveys as well as other assessments tools allows the manager to begin the training in a specific way on what they will need to do in the course. The supervisory role of the manager is the leading role in the process of evaluating.

The final element in getting lasting, effective result from training for management employees is having a continuous coaching and mentorship program. Following an employee’s training session, the supervisor needs to have an individual in the company who can help to reinforce the skills that were learned in the course. It is recommended that this mentor or coach not have the status of the manger’s direct supervisor however, it is possible. The objective is to set objectives to progress and then periodically evaluate progress against these targets. The coach or mentor should be that the manager can meet with and be capable of “run things under their direction” to assist the manager improve their management abilities. Additionally, the mentor/coach must meet regularly (monthly at an average) to review the events that have occurred since the last time they met. These meetings should be a time where both the coach and manager can openly discuss the issues and problems that the manager has to face. The coach or mentor should also be able to recognize and encourage the positive behavior that have been displayed.

Companies today cannot afford to waste time or money. Therefore, organizations who want to get the most benefit from their investment in training should ensure that the three aspects that are discussed in this post are in the right place.