So, who’s training the trainer? Good question. Have you ever managed managers? I have. And for a time I wasn’t very competent. I expected my managers to know it all and do it on their own. Because, I mean—they were managers, weren’t they? I remember discovering several of my managers weren’t properly training their direct reports. They were turning new people over to teammates who were still wet behind the ears themselves and expecting them to conduct comprehensive training. I was appalled and I was flabbergasted. I was ready to fire them all. Where did they ever get such a crazy notion? Then it hit me. They didn’t get it from me because I wasn’t training the trainer. My training strategy was even less effective than their turn ‘em over to new people strategy. I had totally ignored them.
Training the Trainer
What Your Trainer Needs
Those responsible for new hire and follow up training should have clear expectations of what, how, and when to train as well as the expected results.
- Format – Providing checklists, manuals, or procedures is key to an effective training system. It can be shared and distributed in writing, online, video or all three.
- Schedule – A training schedule should be outlined and followed. The schedule may be based on specific times or retention based.
- Goals – Sharing expectations and milestones with the trainer and trainees is important. People need to know how they are faring and if they’re on track.
- Follow up and accountability – It’s the leader of manager’s responsibility to follow up on tasks and hold managers, in this case trainers, accountable to following procedures; not to wait until it’s broken and throw our hands in the air, which is exactly what I did.
If you’re responsible for managers—it’s your responsibility to manage them. People at all levels, in an organization, need direction. They should expect advice, and the training they deserve. If you’re not training the trainer…who is? Nobody is and that’s a formula for failure.
How I Help You?
I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me.
So, does your business have a management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.