How can you get the training you need from your manager?

One effective way to get the training needed from my manager is to proactively schedule regular one-on-one meetings to discuss career goals and skill development. In my previous role, I expressed my interest in acquiring specific skills relevant to my role, and my manager was receptive, providing resources and suggesting relevant training programs. Additionally, one thing I've found helpful is to outline a clear plan during these discussions, showcasing the anticipated benefits for both personal growth and enhanced contributions to the team. This proactive approach has fostered a positive learning environment and facilitated ongoing skill development.

To get the training you need from your manager, start by having a friendly chat about your goals. Clearly mention the skills you want to develop and how it aligns with the company's success. Propose a plan, explore internal training options, and be open to your manager's suggestions. Highlight the benefits and be ready to show the return on investment. Stay proactive, discuss ongoing support, and follow up periodically to keep things on track. This approach makes it easier for your manager to support your learning journey in a fun and collaborative way.

Saya setuju atas jawaban diatas. Karena tanpa persiapan yang matang dan mengetahui apa yang dibutuhkan untuk diri sendiri agar bermanfaat untuk diri sendiri dan perusahaan, dapat dipastikan Pimpinan/Manager tidak akan mendukung keinginan untuk mendapatkan Training/Pelatihan.

I’m going to take this a step back and say that before you accepted the job you should have had and/or been given a clear picture of what professional development looked like for your position. In saying that, if you need more training than what is being offered be prepared to explain what type of training do you need and why. Also be prepared to discuss what you are hoping to gain from said training and how that will contribute to the goals of the company. Don’t be afraid to think outside of the box. Administrative team members have their hands on such a diverse set of projects and tasks that not one training will fit all.

During your weekly catch-up meetings, this can be a good opportunity to get trained about a few things. With my current client, we do training where needed during our weekly catch-up meetings. You can also request them to record the training and you or even the next person after you can get to use the training videos.

Preparation before a conversation that you want a clear outcome from is really important. If you know your Manager cannot train you on the topics you are seeking training on, prepare a pitch for your external training needs and consider my tips: 1. Is the course you found going to be recognised by your organisation? 2. Adds direct value to your role and tasks 3. Will be covered under the L&D budget 4. The trainer has industry credibility that you can relay to your Manager confidently. 5. What is the ROI of you attending? 6. Make sure the course topics you are seeking are not already available in your corporate learning library or platform provided by your organisation that could produce a "no". NETWORK LEARN GROW

Every organisation is different, and so approaching your manager may be different. However, the request for training should not come as a complete surprise to your manager. Before preparing your pitch, it is good to soundboard your thoughts with your manager. If you find this difficult to do during normal regular catch ups, you can use appraisals, objective reviewes, or other milestone review meetings. Once you have settled on what you need and identified the training you require, alongside preparing your pitch, also speak to your HR department, you'll be amazed the support that already exists which you could leverage. This can turn your pitch from being an uphill battle, to a softer request.

- Initiate Discussion:Express interest in training. - Specify Needs:Clearly describe desired administrative skills. - Align with Objectives: Link training to team or company goals. - Highlight Benefits: Emphasise productivity gains. - Suggest Opportunities: Propose relevant workshops or courses. - Develop a Plan: Create a customized training schedule. - Explore Internal Resources: Check for mentorship or existing resources. - Regular Check-ins: Discuss progress and make adjustments.

Preparing before a speech is always important, it helps in smooth delivering of information to the right target and audience and makes it easier on your side if your manager is not someone ready to train you

You should demonstrate the areas you have presented to your manager to let them be convinced you are at the top of your interests.

Find an appropriate and a convenient time for further discussion of the research areas you are in for. Be ready to show the urge and determination to take up the task at hand

To secure training from your manager: 1. Identify Specific Needs 2. Present a Case 3. Highlight Value for the Team 4. Research Training Options 5. Show Initiative 6. Offer a Plan 7. Discuss Return on Investment (ROI) 8. Be Open to Alternatives Remember, effective communication is key, and framing the request in terms of mutual benefit increases the likelihood of obtaining the necessary training support.

Well more over get meeting setup and explain to Manger how the training would most likely be feasible for company development and your development management may make decisions based on your performance and analysis which benefits you can bring new training and they might consider it investment most offently work out contract for return on investment and ask go through with them

When scheduling the meeting, consider the following tips: Clear Agenda: Clearly outline the purpose and objectives of the meeting. Relevant Participants: Invite only those essential to achieving the meeting's goals. Flexible Timing: Choose a time convenient for key participants and consider time zones. Advance Notice: Provide ample notice to ensure participants can prepare adequately. Confirmation: Send a confirmation with details to reaffirm attendance.

Always inform your manager to track your progress as and when necessary. Be prepared to take any feedback should it be negative or positive to aid you better prepare for areas you may be weak at or have strength at.

I always love learning new things and experimenting. I tend to cross train and get a glimpse of each department’s responsibilities. Having said that, the best way to get all the training you need is to know what are your job description, you need to initially focus on your area. During the course of training write down all the best possible queries you can collect, the best practices you found and the weaknesses that can be solved. After the training is done apply all those in your work, it’s a matter of trial and error which suits each case.Don’t be scared to ask for questions to you colleagues most especially experience is the very great teacher of all times. Having an open communication & accepting feedback from a manager should be there

Keep a chart of trainings and programs attended. Also keep notes of how the trainings aided in the position and your confidence to take on additional responsibility.

Obtaining the necessary training from managers involves effective communication and proactive engagement. Clearly articulate how specific training aligns with both your personal growth and the company's objectives. Do not forget to update your manager with your progress and seek feedbacks to ensure alignment between your development goals and the organization's needs.

It is always good to keep track on your learnings once you master the craft it is necessary to follow up and thank your manger.

You have to make an clear idea of the company , the project you have assigned for. Build a healthy relationship with your manager. From the manager you should discuss, have meeting to know the expectation of him from you clearly. Then you can set your goal to achieve & if needed, upgrade yourself. According to your target & time you have to build your team of co workers by their ability & expertise. Break the whole part of work into small responsibilities & assign those among your team. Productivity will be boosted with your networking .Hear ,listen & learn more. keep a balanced monitoring about the progress in a regular time gap & inform the progress to your manager,seek a feedback from him/her.Build relationship with manager.

Getting the training you need from a manager requires proactive communication and clear demonstration of how the training will benefit both you and the company. Here are some steps you can take: 1. Assess Your Training Needs: Identify specific skills or knowledge gaps: Take a self-assessment or talk to colleagues to identify areas where you could improve. Research available training options: Explore internal training programs, online courses, conferences, or industry certifications relevant to your goals. Prioritize your needs: Choose the training most crucial for your current role and future career aspirations.

To get the training you need from your manager, initiate a proactive conversation. Clearly articulate your goals, identify specific skills or knowledge gaps, and outline the potential benefits to both you and the team. Request a meeting to discuss your development plan, demonstrating your commitment to personal and professional growth. Be open to suggestions, and collaborate with your manager to create a tailored training roadmap that aligns with organizational objectives.

In my point of view. I should be well versed with my Job description. From there I can actually tell if I will be able to carry the duties or not. Highlighting duties I am not sure I can effectively carry out will help me establish areas I need training on. If my training needs are on “”Other duties”” not specified by the JD. Then I should be confident enough to ask my supervisor to rate my work and suggest areas I need training on. Over-ally I should be confident and humble enough to ask for trainings on areas I lack skills.

You can get the training you need from your manager by asking for it. Let your manager know your goals, what areas you would like to develop, and why you want to take such direction.