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Training Managers - Simulation or Real Examples
Training & Organizational Development
Training Managers - Simulation or Real Examples
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
We have had many managers upset or frustrated with employee performance. However, they never confront their employees, never disguss "lessons learned" or ways to improve next time, I get responses, li
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Forums » Topic Forums » Training & Organizational Development » Training Managers - Simulation or Real Examples
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Training Managers - Simulation or Real Examples
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Training Managers - Simulation or Real Examples
posted at 11/25/2008 3:50 AM EST
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Posts: 32
First: 6/10/2004 Last: 8/12/2011 |
We have had many managers upset or frustrated with employee performance. However, they never confront their employees, never disguss "lessons learned" or ways to improve next time, I get responses, like "I'll chaulk it up to my poor management skills". I've done training galore, I've forced discussions, but it still happens. Sometimes they ignore to the point that it escalates and they come to me and say "I'm ready to terminate". Has anyone done simulation training where you give a scenario and have managers provide the right response. If so, can you recommend a good source/website/book to do this with. Thank you.
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Training Managers - Simulation or Real Examples
posted at 11/26/2008 4:16 AM EST
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Posts: 76
First: 9/30/2002 Last: 1/12/2010 |
I have used a video called Documenting Discipline II, before. It comes with a facilitator's booklet, and I have built lessons around the video. The video concentrates on having those discussions, and documenting the process, rather than just complaining.
We built scenarios that fit our business around the lessons learned in the video, then had class work through the scenarios as group exercises, and debriefed together on what the best responses would be. |
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Training Managers - Simulation or Real Examples
posted at 11/29/2008 11:35 AM EST
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Posts: 108
First: 4/15/2007 Last: 8/17/2009 |
Hello Kim. Case studies and role plays are an excellent way to put trainees skills to practice. I suggest that the training center around one model that is used consistently throughout the organization. Everyone needs to talk the same language to reinforce the learning over time. For example, DDI use the Open, Clarify, Develop, Agree and Close process model for employee interactions. For giving feedback in particular, they use the STAR model: Situation or Task, Action, Result. Dr. Thomas Gordons books on assertiveness skills give another useful model. His books also sport a wealth of real-life example dialogues that you can use in training. Which model you use is not the most important consideration. Consistency is the key.
I want to make a second important point. And that is that classroom training with case studies, simulations and role plays can only go so far. Yes, you need to have a consistent approach and you need to offer plenty of opportunity for the participants to practice. Your comment that some managers are content to live with their poor management performance, though, may reveal a deeper cultural malaise. It may be that poor employee performance management is tolerated. All the training in the world will not fix that. Managers need to be made accountable for how they manage the performance of their direct reports. This could start with managers scorecards containing measures that directly relate to the performance of their direct reports. The hard metrics could also be supplemented by a soft measure; say, for example, the results from each managers 360 degree survey. All of these results then need to tie into a set of consequences: rewards, such as opportunities for promotion and financial bonuses, and reprimands, such as formal disciplinary interviews and demotion. The training also may need to be supplemented with ongoing support. Bring on board professional coaches that will work with the non-performing managers over an extended period of time. Another approach worth considering is to set up action learning groups. Yes, all of this will cost more in time and money. But so is running the same training programs over and over for the same people. Consider that the poor results that you are seeing from the training may be partly due to the poor performance management of the managers. Les Allan Author: From Training to Enhanced Workplace Performance www.businessperform.com/html/effective_training_tools.html |
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