If you send your best managers to management training and there’s no support for them to utilize their new skill-sets when they return, then both the company’s time and money was wasted. Following up from a training program is not sufficient either. If managers are not made accountable for the skills they learn, if they aren’t supported through the learning process post-training, it will be easy to revert to the old ways of doing business.
In order to make what they learned in the Management Training Program stick, a company must foster a learning culture. This value of continued learning needs to come from the top levels. Employees should expect to apply what they learned and then receive positive recognition. Learning must be an ongoing activity for any organization to thrive in today’s business market.
Managers should be sent to training programs designed for real needs, on-the-job issues that arise on a daily basis. Corporate team building programs should also be attended by managers for training to be relevant, engaging and timely. Hands-on activities should be included in the training program, which will help them learn through trial and error.
Companies need to develop action plans focused on how managers will use their newly found skills once they get back from training. One way to do this is have the managers themselves develop their own action plan based on the training they received. Support for managers back on the job will ensure they apply the training they just received.
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