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How to Excel as a New Training Manager

Posted by Marsha Weisleder on 4/18/16 4:00 AM
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So, you’ve been promoted to the position of training manager. Clearly someone has seen the spark of leadership in you. How exciting! Although leadership is difficult to define, I’ve seen many interpretations. These are some of my favorites:

Stephen Covey says, “Leadership is communicating to people their worth and potential, so clearly, that they come to see it in themselves.” Jon Taffer believes, “The greatest gift of leadership is a boss who wants you to be successful.” Finally, according to Kathy Austin, “Managers light a fire under you. Leaders light a fire in you.”

 

So, how do we make this happen? How do we get the best from our people? Training Managers are like all other managers—they must manage their staff’s performance in order to achieve results.

 

In our Successful Training Manager workshop, we discuss the seven factors that must be in place to manage performance:

  • Standards – Detailed description of how to perform a task and the results that should be produced in terms of quantity, quality, time, or cost. Standards also describe the exact steps and/or process to follow in order to achieve expected performance.

  • Knowledge and Skill – Employees’ ability to meet performance standards. If employees are unable to apply knowledge and skill to meet performance standards, training is required.

  • Measurement – Objective, frequent measurements of employee job performance in relation to performance standards.

  • Feedback – Informing employees what they are doing well and where they must improve in order to comply with and/or exceed performance standards.

  • Conditions – Resources needed to enable employees to meet performance standards. These include tools, equipment, materials, time, and information.

  • Incentive & Motivation – Consequences for adherence to, or deviation from, performance standards. Only positive behaviors should be rewarded; care should be taken to ensure positive behaviors are not punished (e.g. giving extra work to someone who finishes his/her work expediently).

  • Capacity – Physical or mental capability to perform the task or acquire the skills and knowledge to do so.

Here’s a great example of these seven factors in action:

As a training manager, let’s say you have a team of instructional designers:

1) Be clear with your designers on what is expected when they design courses (standards).

2) Ensure they have the competencies required to design effectively (knowledge and skill).

3) Measure your instructional designer’s performance and review their work (measurement).

4) Give them specific and timely feedback on a regular basis (feedback).

5) Give them the time and resources needed to design courses (conditions).

6) Motivate your designers to perform to standard. For example, give your experienced designers a more challenging project (incentive & motivation).

7) Finally, deal with your instructional designer’s ability to perform job tasks (capacity).

 

With these seven factors in place, you’re well on your way to success as a new training manager! For more tips and tools to excel as a training manager, come to our Successful Training Manager workshop. It will simplify your life and light that fire in you!



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Marsha has been a course leader with Langevin since 2000. She graduated from the University of Toronto with a Bachelor of Science in Neuroscience. She went on to attend Osgoode Hall Law School and practiced civil litigation for a few years. While working for a company as their in-house legal counsel, Marsha fell into a training position and never looked back! Each day, Marsha brings passion and excitement to her workshops, always encouraging her participants to find their own passion as well. Outside of the classroom, Marsha loves to spend time with her family, travel, and stay active. Of course her main obsession is Elvis! Some people might think she’s a little over-the-top about him, but doesn’t everyone have an Elvis shrine in their home? Maybe not…

Topics: managing training, training manager

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Our very own world-class course leaders share their experiences, tips, best practices, and expertise on virtual training, instructional design, needs analysis, e-learning, delivery, evaluation, presentation skills, facilitation, and much more!

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