Putting it into practice

If you are like many managers, you are probably a little tired of sending people to leadership, management and client service training with little or no measureable results when they return to the job. Like you, we are also concerned about your training budgets being directed to workshops that promise great content but fail to help with the application of the newly acquired knowledge back at work.

We think the current economic climate and reduced budgets may actually be a bonus as it will allow managers time to ponder the 'training' function and realize its time to revisit old patterns.

If you're an HR Manager responsible for staff development we suggest you ask a few questions next time a department manager wants to send an employee to a workshop, conference or learning situation.

• What is the employee doing (or not doing) that makes you think training will help them to be successful?


• Has the employee ever shown that they can do what you expect?


• Does the employee know you have a concern about their working style or appoach?


• What feedback or coaching have you provided to the employee to help them adjust their style?


• How long has the employee had on the job to learn and gain skills?


• Is the employee rewarded for doing the work in their current manner?


• What adjustments could you make so that the employee sees value in changing their approach?

These are just a few of the questions you could ask a manager and by posing these questions you are helping them to think about their personal leadership style and how they are developing the talents of their team.

Too often department managers think that staff development is an HR function when in actual fact it belongs with the manager. Daily conversations with employees about work goals, challenges they are facing and any support they need to become confident and capable, are all too often lost in the many distractions that consume a manager's day. However by taking some time to probe into alternative staff development options you can remind these managers of the important part they play in expanding the knowledge and skills of others.

Staff development can happen very effectively without any formal training session if the manager takes the time to observe how employees are handling different situations and by providing feedback and coaching. The HR Manager may need to get more involved by coaching the department manager in the most effective way to give feedback, or ways to run their staff meetings that gets people excited about new opportunities or how to hold conversations when performance is a failing to meet expectations. The investment in this type of coaching will give you the best ROI. If you are uncertain where to start, a management consultant or other successful department head may be able to get things rolling in the right direction. So before you get drawn in by the glossy brochure offering some training experience, stop and ponder these ideas, perhaps your employees can gain the knowledge and experience they need by sitting down and having a conversation with someone who cares about their success.