What do you do if your Administrative Management team needs a personalized learning plan?

As you assume the lead position in a new team or if you hire new collaborators, one of the first actions to perform is to get to know them. The sessions one-on-one are a great practice to perform on a regular basis with your team. Usually the organization has specific characteristics defined for each role, make sure that what you expect from each one is aligned with what the company has settled before. If not, make the adjustments to make it match in order to achieve your objectives.

When you take over a new position and have people under you you need to learn what personal training each person needs, learn their strengths and their pitfalls in each area. Once you have this now you can move forward to work with them and develop a game plan for the training they need.

I agree, yet this being my team, if I were ignorant of their needs, perhaps I’d reflect on gaps in my leadership skills. Learning and Development administrative teams have typically prescribed roles with key competency training covered by professional societies’, technology vendors, and experts both internal and external. I’d ensure the team had agency, could self development, and trust in my ability to hire and retain adults. I would assist only where I observed a team member’s blind spot.

As oportunidades e desafios de uma equipe está a principio em entender as necessidades de desenvolvimento das pessoas. O plano de aprendizado para identificar as lacunas está em entendermos que os processos s?o padr?es, mas as pessoas s?o individuais e precisam ser tratadas de forma única para desempenharem suas capacidades na entrega de resultados.

Once you know your people and also the needs for each position, you must track the path to align both. For this task you can request the support of your HR department, which in most of medium and large sized companies already have a profile for the position and for each collaborator. You may notice that some people coincide in weaknesses and for this, you can establish a training course. Maybe you have key positions that require specific training, you may act as a mentor for some of them, etcetera.

I would think rather than stating “You should involve your team members in this process”, it should be “You must involve your team members in this process.” They need to be invested in any learning and if they aren’t involved in providing feedback and input on what they feel they should get out of any training plan they won’t be invested.

Tailoring the learning methods varies to the individuals within your team. This is where your true understanding of emotional intelligence will come into play. Most importantly, you need to be able to tailor the learning methods to all types of students on your team. Not everyone learns the same way and this is fine. You as a leader need to be able to establish methods of inclusivity with ALL members of your team.

Training administrative professionals is one of my passions. If you have that passion, check out opportunities for you to gain skills to help assistants. I've been fortunate to be part of a certificate program with UCSC Extension in Silicon Valley as well as a certified trainer for other training programs. I've developed workshops from my experience and resources to help train and develop assistants and also have the opportunity to provide coaching services to share insight into what I've learned throughout my career. I've learned so much from interacting with assistants, including their aspirations, motivations, and what they need to succeed in their roles. It motivates me to develop workshops targeted specifically for their needs.

Critical to any learning plan is ensuring that the necessary time for any training is provided. Quite often training is a low-priority and is pushed aside for more high-priority projects. If necessary time isn’t provided for training, a detailed training plan means nothing.

While employees might be eager to follow the learning plan, in busy work environments taking time off from regular work, for attending trainings might be a challenge. In the present day scenario, online learning has become an easy and affordable option which allows learning at ones own pace, a crucial element for a personalized learning plan.

After the planned training has been performed, you need to measure the improvements. You may set specific periods along the year as checkpoints where you measure the status of your team. It is expected that the objectives change as the vision of your company does, and it is part of our job as leaders to steer the wheel as required in order to meet these goals.

Hopefully this also isn’t being done in a silo and throughout this process different teams can compare their training paths and help to determine what worked well and what didn’t, sharing ideas and strategies to help build stronger teams and effective training programs.

The steps mentioned are beneficial and stems from the ADDIE model which I think every learning professional relay on in a way or another. The question I need to ask myself is why are they asking and they are not offered. Where were they in the cycle and other questions as a reflection. However, my thought is I will measure the link to business needs and follow the steps mentioned