Success or your failure?
Whatever your business, at the end of the day your success or failure rests with your people, but I'm sure you knew that! Whether they're creating great customer experiences, working together to create new solutions, or simply getting on with their daily tasks.
The process of staff training and development helps you grow a more effective, efficient, productive, and motivated workforce. When carried out properly this process ensures that you achieve your objectives and contributes to your competitive advantage. That's got to be good, hasn't it!
New skills for new tasks and new roles
Your staff need ongoing training and development to help them become more effective in their roles now and also to prepare them for changes and bigger roles in the future. As the world seemingly turns at an ever increasing speed, learning new skills for new tasks and roles and learning to deal with change are essential.
Don't make this training mistake!
Sometimes organisations restrict training and development opportunities to new employees and those who are moving into new roles. This is a mistake as training is critical to maintaining the culture of your business and it's destination as an attractive employer. Plus you'll have a talent pool to draw upon without them having to develop their skills as they go along or having to hire from outside.
In addition, ensuring that employees are given the training they need and involving them in decisions that impact their work creates competence and commitment.
Training and development are the same thing, aren't they?
We tend to use the words training and development together and therefore think of them as being the same thing. I don't mean to be pedantic but there is a difference. Training is about ensuring staff have the necessary skills and knowledge to carry out their current role.
Development is about ensuring staff are equipped for a future role. This could mean a different job, a promotion or a move to another department maybe. Maybe that we can summarise by saying that the aim of training and development is to enable staff to do different things and to do things differently!
Behavioural changes needed for learning
Enabling staff to do different things and to do things differently when they've left the training room requires behavioural changes to take place.
Sometimes when things go wrong in the workplace we apply a 'quick fix' approach to get round the problem. With a considered staff development plan we can do more than muddle through situations by turning quick fixes into habits that eventually become behaviours.
Behavioural change doesn't happen in a one day training course, but over a period of time. It can be hard work and will therefore require an internal desire to adopt the new skills by understanding the benefits to be gained. It also requires support in the form of motivation and feedback. In addition, the more the learner takes control of their own learning journey, the more committed they are to a successful outcome.
Behaviours for learning
Most social, emotional and behavioural skills are learned. There is a set of three relationships experienced by the learner:
- their relationship with themselves: how they feel about themselves and their self-confidence as a learner
- their relationship with others: how they interact socially and learn with others
- their relationship with their learning experience: how they feel about grasping the lesson and how they think they learn the best
First, we need to build positive relationships in the training room and workplace to gain the positive behaviour and attendance required. Then it's essential we deliver effective training for high quality learning. This in turn promotes and supports behaviour for learning in the workplace. Good training fosters good learning.
Behavioural profiling using personal assessment tools such as Everything DiSC Workplace profiles, Clarity4D profiles and the Five Behaviours of a Cohesive Team are great tools for developing trust and building positive relationships.
Make staff training and development a priority
Training is often the first thing that gets cut from budgets because it is usually seen as a cost, not an investment. It's also the first activity to get dropped when other activities occur that have a higher priority. Don't let this put you off making plans, you just might need to be flexible. If you can plan to meet and develop your team regularly they're productivity will increase, they'll feel happier doing their work with the results permeating all parts of your organisation.
So make training a priority. Show you're committed to your staff's long term success and you'll also make your job easier too. Then it's about reviewing your progress, maintaining momentum by acting as a role model for others and other departments by showing the results that staff training and development brings.
Where to start with staff development and training?
That's a good question and it all depends upon what you want to achieve! Before you purchase the latest staff or workplace assessment or performance evaluation tools you need to identify the best ways to develop your people and your organisation.
You could hold one-to-one meetings with staff to discuss and understand their developmental needs. Discuss their current performance and identify areas for improvement. From there you can create a personal development plan to fill the skill gaps to help them meet their challenges.
You could also develop a competency framework that defines the skills and behaviours they need to perform their roles effectively. There's more! You could create a training needs assessment (TNA) to answer these questions:
- Who needs training?
- What training do they need?
- Why is it important?
- How will you deliver the training?
Jump on the phone!
For more advice on staff development and training, disc certification, and personality testing, please give me a call –
Jon 07557 514 880