Choose the Correct Management Training

IS YOUR MANAGEMENT TRAINING POSITIVELY AFFECTING PERFORMANCE?

There are many opportunities for management training. When you look at the vast amounts of courses and programmes available on the market, how do you know it is what you actually need?

The trainer, the content, the style, and the environment; all of these can contribute to the product being good bad or indifferent. There are some world recognised programmes that can look like a badge of honour. But being honest, does that 'Leadership Ninja' status genuinely affect the performance of the individual during their working day? Or is it a glossy course document gathering dust on a lonely shelf? In my opinion, the need for a thorough analysis followed by a tailored programme balancing the sort of activities and interaction that will WORK in achieving the goals of the 'buyer'.

There are questions to ask before committing to management training.

1. Does it offer personalised elements?

Many development courses are unbelievably standardised. The organiser will tell you that management is the same in a multitude of sectors but in reality, they are trying to broaden the appeal of their product. You may commit to an event or log on to a webinar with a cast of thousands. You might learn something, but you won’t get much personal attention.

ASK... "What elements of this programme address unique elements of my sector or role, and what are they?"

A one-size-fits-all approach risks you not getting the value you were seeking. That strategy has an uncomfortable habit of dying on contact with reality.?

2. Will it blend technical and human skills?

Success or failure is almost always a matter of people. Managed well, they are the fastest and most effective route to it. So decent and effective management development will teach human skills alongside technical ones.?

ASK... "Can you explain the balance between process and people competencies within this course"

If not blended well, it is worth questioning whether the development experience is going to be as valuable as it might be.

3. Is it practical in application?

Lots of these courses centre on theory that might be interesting, but lacks a real-world application; or, can only be applied in the real world only with considerable and significant effort. Effective management training SHOULD, from the point of initial contact, allow delegates to identify how the tools on offer can benefit their teams. Likewise, the Director purchasing this kind of development should also see how can directly help the organisation.

ASK… “What other organisations has this helped, and what results did they achieve with it?”?

You will want to know that the organisations in question bear at least a passing resemblance to your own in terms of needs. If the answer is vague or unconvincing, you may be wise not committing.

4. Is it taught by practitioners?

The world is full of great teachers; many of whom have a deep understanding of their domain from years of research and academic experience. But, in terms of management development, even the strongest academic skillset is no match for the hard-worn experience of those who have been there and done it for themselves.?

ASK... "Aside of their training experience and knowledge of other organisations, what hands-on experience does YOUR trainer bring to the party?"

The experience of working with 'imperfect individuals' in hard fought, financially driven environments, and challenging cultures can't be replicated in a classroom. Practitioner-led development has the edge and certainly generates a greater engagement with delegates.

A sure sign of quality development is the approach the training organisation takes in their interaction with you. The time and consideration they take in truly understanding your needs is an indicator on how important YOUR SATISFACTION is to them.

For a discussion on how I would approach your teams' development, to ask ME those questions, please get in touch.

[email protected]