How can you train and mentor junior staff in troubleshooting and problem-solving?

Mixture of Coaching and Mentoring approach is working best. In general junior staff young and impatient for development. Mentoring them for improvement and\or awareness will be needed, after you digested their case and listen their story. On the other hand coaching them to find the answers themselves will help for real improvements.

Before training your fledgling team, assess their skills like a gardener nurturing budding plants. Observe their work, gather self-assessments, harvest feedback from others, and have a heart-to-heart chat to understand their needs. This multi-pronged approach ensures customized training that helps them bloom into their full potential. Remember, knowing your trainees is the key to growing them!

We should start by assess new junior staff to understand what their experience and what area of improvement, all of that should be done by one-to-one conversation.

Watch them at work - get an idea of strengths and opportunities. See what motivates them or gets them curious and build on those interests to help build their performance or to get an idea of another way to bring their varied experience to bear on a problem. It's easy to underestimate someone "junior" in a particular area when they may have tons of experience, but just not in this functional area. Take your time to really learn about them as a person and then develop your plan for increasing their skills.

Je commencerai par évaluer leur "soft kills" car la technique s'apprends, mais le savoir-être c'est beaucoup plus difficile. Pour un manager ou un formateur pratiquer le management intelligence collectif, identifier et développer le potentiel des collaborateurs. Les qualités les plus importantes à avoir pour les juniors sont la curiosité, l'autonomie, l'écoute active, le respect, la flexibilité, l'adaptabilité, une attitude positive et le sens des responsabilité.

Give them meccano and or technic lego kit and see what they can do with it for starters. A lot of the love island tiktock generation struggle with this sort of thing.

Outside of my business adventure I'm also a football coach (soccer coach for US folks) and besides of coaching grownups I had a pleasure to be a coach of 5-7 years old kids. An eye opening experience for me was when I was explaining (in my mind extremely simple) exercise. What was my surprise when I've asked to perform it and no one managed to do it (or even start it) properly. Since that day while coaching (or doing business) I always (always!) show what I am expecting and how certain activity should be performed. Oh, and I am encouraging (not to say forcing) to write down everything in the notebook, as things look always easy when someone is performing them, but when you need to do them alone, suddenly you can't remember God damn thing.

In my experience is specific and clear guidance for new juniors about troubleshooting and how solve problems with different options.

Giving them some old project done by senior for hands-on and build skill set ,and also teach then when he stack and any working task

La première erreur d'un manager envers ses équipes et plus encore avec les juniors plus fragile, ce sont les ordres et contre ordres répétés, c'est le meilleur moyen de perdre sa confiance et de lui faire perdre sa propre confiance. L'idéal serai d'avoir un exemple de travail fait par d'autre et même mieux c'est de pouvoir lui montrer, plut?t que des directives théorique.

Le feedback positif et correctif c'est essentiel pour un garder un axe de progression et d'amélioration continu. Il est possible de faire des réunions d'équipe régulièrement, mais il est bien aussi d'échanger de manière moins informel afin de faciliter les échanges, pour ?a les déjeuners d'équipe ou les "after-work" reste des incontournables.

Through a long career of troubleshooting, I can only think of a time or two where careful questioning, clarification and probing failed me in figuring out what was happening physically for the customer while I was on a phone. One time, I learned that the horizontal size of a USB-A plug is exactly the same size as an Ethernet port, and it fits in there nicely. Once I realized what the customer had plugged their cord into, I had them switch to the actual USB port and we were off to the races!