So here we are in 2013 with the prospect of the economy bumbling along much like last year…so what do you do as a manager who is trying to develop your people? You only have so much money in your training budget, if any!
So how do you decide which is the best way to deliver the required training to your team? Well in many organisations ‘tool box’ training is done on a regular basis, say once a week and takes only 30 minutes with the whole team. This is ideal in a shift environment at the beginning of a shift or at a team meeting or huddle as some people call them!
So what can you cover in 30 minutes I hear you cry…well quite a lot if you have planned your session well:
- Clearly defining what you want your team to 'know/explain/list' etc. after the session is crucial
- Ensure that all your people are engaged and involved…do NOT (yes I am shouting) talk AT your people for 30 minutes….get them involved in short, impactive exercises; get them discussing the issue…they might have a great solution that you have not thought about!!
- Put some form of assessment into your session at the end like a quiz so that you can check that the learning has taken place
We ask people on train the trainer courses to run a micro-teach for 30 minutes and you would be surprised at what you can learn in that time.
So yes, in these time constrained and cost restricted situations learning can take place, you cannot use excuses, your people still have to be developed. Why not get them involved in sharing their skills & knowledge with the rest of the team especially if you have spent some of your precious training budget sending them on an external course….get them to run a resume of the learning for the rest of the team.
If you do not help your people to learn & develop in their role with you when the market picks up they will go elsewhere because you have not developed their potential, which for you as a manager is your job!!
Thanks for your time, Suzanne Unsworth
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