A manager serves as a coach, with half of their responsibilities centered around monitoring and improving performance, management, and growth. The other half involves providing training and development opportunities for their employees to achieve the first goal. When top-level managers neglect this aspect, problems arise, and the need for training becomes evident.
Unfortunately, there is a growing trend of top-level managers neglecting their role as a coach by focusing solely on performance, profits, and measurement. This approach is not effective and will continue to yield poor results.
In most organizations, there are three levels of management: top, middle, and first level. This series of articles will explore the importance of coaching and training for each level of management and where training gaps typically occur, starting with the top level.
Note: This article uses analogies, examples, and references to team sports, as organizations are essentially large teams.
CHALLENGES IN TRAINING FOR TOP-LEVEL MANAGERS
Training is of utmost importance for top-level managers. If an organization is compared to a football club, top-level managers are like the club owners and it is their responsibility to coach their administrative managers (i.e., middle-level managers) and manage the club’s assets, which in this case would be the training infrastructure.
As top-level managers, your goal is to win every quarter, outdo your competitors, and get the most out of your employees. If a part of the organization is underperforming, investing in training should be a priority.
Unfortunately, in the training and eLearning industry, it is common to see top-level managers neglecting the importance of training and developing their employees. Even if they do consider training and development, they often rely on outdated methods such as on-the-job training and shadowing colleagues.
THE RESPONSIBILITIES OF TOP-LEVEL MANAGERS IN THE TRAINING AND DEVELOPMENT PROCESS WITHIN AN ORGANIZATION
Hiring, educating, and directing middle-level managers to grasp the significance of training.
While it is encouraging that many top-level CEOs recognize the value of training, as evidenced by a survey conducted by Deloitte indicating that 80% of top-level managers and CEOs plan to incorporate eLearning as a viable training tool, the question remains as to whether middle-level managers share this perspective.
Unfortunately, many of the people you hire as managers may lack an understanding of the significance of training. Currently, merit is based on existing skills, but when selecting a manager, it is crucial to look for more than just that. As a manager is also a “team coach,” it is important for them to differentiate between coaching and simply telling their team what to do.
Unfortunately, many modern managers often confuse the latter for the former, leading to persistent mistakes without any self-reflection.
ENSURE THAT THE APPROPRIATE TRAINING FACILITIES ARE AVAILABLE WHEN NEEDED.
The importance of making timely decisions and investing wisely in upgrading training infrastructure.
As the person with control over the organization’s funds, it is critical for you to appreciate the urgency of the situation and act promptly. The initiation of an idea to invest in advanced training or replacing outdated training facilities must be followed through in a timely manner. Failure to do so will result in a standstill in the progress of training and development efforts.
Unfortunately, this scenario is seen all too often. In the current era, where technology, accessibility, and integration are at the forefront, it is crucial to make wise investments in upgrading the training infrastructure. Timing is key, so it’s important to make decisions and act on them promptly.
Ensure Accountability by Requesting Results and Progress Reports
As the top-level manager, it’s essential to stay informed about the progress and outcomes of the training and development initiatives within your organization. Neglecting to regularly track and analyze the results of these efforts can lead to missed opportunities for improvement. To ensure the success of your training initiatives, it’s critical to demand regular reports that can be compared to key performance indicators such as profitability, employee turnover, engagement levels, and productivity.
As top-level managers, it is important to focus on various aspects of the training and development process, including incentivizing training, internal marketing, and increased recognition. However, it is equally important to first prioritize the hiring of the right managers, providing the right training infrastructure, and regularly monitoring your training activities.
At R8 LMS, we take a comprehensive approach to training and development, examining all aspects of the process and identifying areas for improvement. If you would like to discuss any challenges you may be facing in your training and development journey, feel free to reach out to us by email or through our contact form. Additionally, our parent organization offers eLearning courses, which you can learn more about by clicking on the provided link and requesting a call back.
Remember, the pursuit of learning never ends!
