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9 Ways to Win Management Buy-In for Training

Posted by Paul Sitter on 7/15/13 4:00 AM
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Without management buy-in training doesn’t occur, the right people aren’t in the classroom, and training is not reinforced in the workplace. Here are nine strategies that may work for you and the two levels of management where they might work best.


1. With  “C-level” Executives or Directors, demonstrate the return-on-investment for some of your training programs. Show that the benefit of training far outweighs the cost (Langevin’s Training Needs Analysis or Evaluation of Training workshops have some great tools to help such an evaluation occur).


2. Align your training department objectives, and the courses that result from those objectives, directly with organizational objectives.


3. Stress the value of more rapidly mastered standardized processes to the organization.


4. Find a high level “champion” for training and use that person as a center of influence for the other executives. Line Level Management (e.g. the people whom your learners report to back at work)


5. Show them how better-prepared employees (i.e. your learners), can affect their performance goals. Make sure they know what’s in it for them (line management) as well as for the people who report to them (your learners).


6. Involve some of the line managers in the instructional design or delivery in the role of:

•Subject Matter Experts
•Pilot Course Validators


7. Publically acknowledge the participation of line management in the project team.


8. Conduct a brief session, perhaps a “lunch and learn,” for line management showing:

•The key elements of the course and how those elements support their performance goals.
•A quick outline of the processes to be trained.
•The key job aids to the managers capturing the processes to be trained. These job aids are the same ones that would be provided to the learners during training.


9. Finally, for all levels of management, publicize your successes. Spread the good news!

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Paul has been a course leader with Langevin since 2000. He graduated from the University of San Francisco with a Bachelor’s degree in History. Throughout Paul’s career he’s had the pleasure of training for a variety of industries including sports, military, technical, aviation, and academia. Paul firmly believes with the right training and support, people can be competent performers in most positions. The organizational trainer is the key to providing that performance boost. In his spare time, you might catch sight of Paul on the sidelines of a soccer field, biking through Napa Valley, or spending some quality time with his family.

Topics: needs analysis, evaluation, tips-for-trainers, instructional design

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