By Syd Strike
When delivering appraisal skills training, I often launch into a role-play where I take on the role of an employee asking for training totally unrelated to his job role. For example, an engineer asking for a course in flower arranging, or an inexperienced novice asking to attend and outdoor pursuits leadership course. The response from the group is predominately “How will that help you in your job?”. My response to the group is usually “How do you think your remark made the employee feel?” What follows is discussion around a number of related topics including how any learning stimulates personal growth and development, how some organisations have grasped this principle are more open minded and altruistic in their approach to providing numerous learning opportunities that upskills, motivates and develops people as well as creating satisfied, appreciative and loyal employees.
And I do believe there is only one good answer for responding to the request for seemingly unrealistic training … look for the answer later in the bulletin!!!!
Whether as a trainer, manager or HR professional when you are conducting an appraisal, one to one meeting or just chatting informally with your team members please think about the abundance of opportunities that exist to support and encourage learning in your organisation. Here are some ideas to get you started …
- In company group courses
- External group training courses
- On the job training
- On-line learning
- Webinars
- Coaching
- Mentoring
- Assignments
- Reading
- Videos and You tube
- Ted Talks
- Discussion groups
- Job shadowing
- Formal qualifications
- Talking to an expert
- Secondments
There is only one good answer for responding to the request for seemingly unrealistic training …
That’s interesting. Why would you like training in this subject?
Want to know more? …
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The 21st century was always going to be a time where leaders would require mental toughness, but none of us could have predicted just how resilient we would need to be given the present pandemic. Below are some considerations for managers who want to be resilient and wish to help their people be resilient now and when the crisis ends. The following comments are those often used by people who have endured and succeeded.
