A great training manager is someone who can both, from the technical side transfer knowledge to employees effectively, and from the more strategic side inspire learners to take what they have learnt and apply it with motivation and high performance. Yet what are some of the character traits needed for really great training managers?
Let’s take a look at some.
The best companies ensure that they have the latest technology and employee training tracking software that will help employees perform well. Yet this must be combined with a manager’s ability to bring out the best skills out of workers. The best salesmen don’t always make the best managers, because success on an individual level is different from leading a team of workers. The best managers monitor employee performance, communicate directly (see more below) with employees, and lead by example. Regular assessment and team building exercises can help make sure that there are no knowledge gap and strengthen the trainer-learner relationships.
A quality trainer must communicate the ideas and specialized elements in the field to the trainees, specific to each of their roles and responsibilities. Sharing the message with the team is the first step. It’s also important to relay expectations, team objectives. Finally, there is value to communicating relevance. That is, to explain why the training they are undergoing is directly relevant to their required tasks, and how they help both them as individuals and the team as a whole, succeed.
NOTE: It’s important that communication is multi-directional – A manager must listen to any concerns and ideas the learners might have, and be able to process and implement them into the work ethics. In fact, it’s best to initiate individual feedback sessions, to see what has been and has not yet been understood and absorbed, in order to locate where there remains room for improvement.
3. Relationship Development
Employees must focus on particular jobs, while working within the culture of the company. That means familiarizing themselves with the company’s goals and sharing the passion behind your vision. I was recently speaking with a training manager at WellPoint who mentioned that trainers can inspire future leaders, allowing innovation and idea generation from everybody, yet that employees are more likely to exceed the expectations of a manager who instills trust, provides direction and allocates responsibilities among team members. If an employee feels valued, the likelihood of them applying extra effort to a task increases.
Every company’s goal is to grow and reach a larger market. How much a company values its human resources directly reflects of where the company stands on the market. A training manager must ensure that the trainee is fitted for the job, by employing methods relevant to the company’s mentality.
Great trainers stay informed of the latest growth hacks and are aware of how the competition is operating. Sometimes it isn’t about doing something completely unique from the competition, but rather outsmarting them at their own game.
5. Personal Growth
The manager’s ability to adapt means that the team will think creatively when it comes to solving shared problems within your company and the competition. A truly effective manager constantly seeks new approaches to development. That gives a manager the ability to lead the team and to encourage individuals to always strive for further improvement. A manager who willingly continues to grow and learn is a direct link with your company’s continuous innovation and improvement.