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effective managers training
Training & Organizational Development
effective managers training
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
what are the key factors that should be examined if you are looking for a managers development training? whar are the factors that will assure a successful and effective training?
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effective managers training
posted at 1/18/2001 6:01 AM EST
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Posts: 6
First: 1/5/2001 Last: 2/12/2002 |
everything I've heard says you should do a needs assessment first. I recently downloaded some free needs assesments from the US Dept. of Energy (which I discovered from this forum!) The web site is: www.t2ed.com. After downloading the management training development needs assessment (MTDNA), I added tasks specific to my industry (human services), gave to all directors, and compiled the results in a microsoft excel workbook. Thus far, it has been extremely helpful. It has provided me with a prioritized list of training needs--an excellent starting point! Good lucK! |
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effective managers training
posted at 1/22/2001 8:02 AM EST
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Posts: 43
First: 1/22/2001 Last: 12/28/2005 |
As a Human Resource Development Consultant (translation, Management Trainer), I would recommend programs that are customizable and practical...Programs with learning outcomes that can be directly applied to your organization's strategic business goals...Programs that offer experiential learning as well as traditional classroom training...Programs that can be modularized and conducted in small focus groups.
Notice I keep saying "programs". A one shot deal usually won't do. You can't create effective managers with a day's (or even a week's) training. But it's a start. Also, when interviewing trainers, look for someone who is willing to take the time to get to know your business, your organization, the mission of its stakeholders, etc. Otherwise, you wind up with a trainer vendor, a talking head, who dispenses his/her "wisdom", then leaves with no follow-up or evaluative discussion. Good luck! |
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effective managers training
posted at 1/22/2001 10:33 AM EST
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Posts: 4
First: 1/22/2001 Last: 5/16/2001 |
Hi Sharon
I endorse the idea of a Needs Analysis -check that the training consultant has done that sort of work before and obtains a range of perspectives - from Senior and Middle level management, from current managers at the level you wish to develop and any relevant customer groups which can be included. Here in Australia we have had success with modular programs that include some Action Learning - ie some study related to practical work problems. Participants apply what they learn in workshops to real work issues. I suggest you conduct modules with 6-8 weeks between them to allow time for Action Learning groups to do some work. Mentoring is good too - either individual mentoring or at a group level. eg get a group of senior managers to each mentor an Action Learning group or give some input to its work. This passes on corporate knowledge & skills and gets senior mangers involved. Need to select mentors carefully of course - can be tricky. If senior mangers support the program, you are half way to success. Participants are encouraged to attend and learn and the program gets credibility. The participants can report on their Action Larning Projects to an audience of Senior Managers - give them an incentive to produce results and imporves the chances of Senior Mangement buy in to the management development program. Happy to discuss further. Roger Fry from OZ Another factor for success is to get |
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effective managers training
posted at 1/22/2001 11:57 AM EST
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Posts: 1
First: 1/22/2001 Last: 1/22/2001 |
Dear Sharon
I endorse the use of some form of assessment, making this 360-degree is also really useful. The right type of assessment should focus on the behaviours that the program is trying to influence. Also, using the assessment 6 months later to check if it is also working is also worthwhile. I liked Roger's idea of using mentors, another program I have been involved in has used on-going coaching (using business coaches external to the business) to encourage individuals to make the necessary changes to achieve their goals. This may be necessary if you can't find the right kind of people to mentor internally. Best of luck. Kind regards Debbie |
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effective managers training
posted at 1/22/2001 3:39 PM EST
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Posts: 1
First: 1/22/2001 Last: 1/22/2001 |
Many managers are ineffective because they lack the courage to take decisions. Training in the importance of decision-making is vital. This can be acheived through work groups, role play and video visual aids. Fred Pyror's video clips are excellent reference material. Also a good manager needs to be not only a good team leader but also good team builder. Excercises in team building are important.Last but not the least is intrapersonal relationships...dealing with each other..the internal customer.
I have found these factors extremely helpful in managerial development training. I hope you do too. Good Luck! |
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effective managers training
posted at 1/23/2001 1:36 AM EST
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Posts: 1
First: 1/23/2001 Last: 1/23/2001 |
Management/leadership training is a dynamic field today. Some of the initiatives I have found most useful are assessment )both needs assessment and self-assessment), learning from the challenges of the job, action learning (an old but re-introduced approach), and consortium learning. |
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effective managers training
posted at 1/23/2001 5:57 AM EST
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Posts: 1
First: 1/23/2001 Last: 1/23/2001 |
The succession plan of the organization should be considered. The long range plan in place. Any weakness with in the department such; increased turnover, low performance apprasials, lack of incentives etc... The factors to assure effective training would be more interaction than listening. Real examples tailored to your specific organization. Training that is spread over time not one shot training. |
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effective managers training
posted at 1/23/2001 6:25 AM EST
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Posts: 2
First: 1/23/2001 Last: 5/15/2001 |
Needs assesment is critical to any program. "One size does not fit all." I recently concluded writing a training and development course for managers and supervisors containing ten seperate modules. Each module contains specific skills necessary to be "effective" in supervision. If you are interested, I can foward an outline to you. One day seminars are not the answer; neither is any one particular textbook. You need a combination of skill sets tailored to your industry and the needs of the supervisors and managers.
Jerry D jdouglas@shepherdmachinery.com |
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