One thing that the majority of CEOs seem to have in common is that they agree there is a shortage of new talent. CEOs that recognize this shortage also realize that this means that they have to invest in training, development and a Learning Management System (LMS) now so that they can develop existing employees to promote from within the company. The focus then becomes what managers have to learn in order to close the skills gap, so these managers can be effective in contributing to the success of the business.
1. Learning is a Daily Habit
First, it is important for managers to understand that learning is not a one-off or a once in a while task. Learning and acquiring new skills and knowledge is something that occurs on a constant basis. Not only should managers try to learn from training materials, courses, and sessions, but they should also learn from the employees that work for them and from the other managers that work with them.
2. Learning is When, Where and How You Want/Need It
Today’s managers have to learn while they are on the go. This entails putting a Learning Management System in place that managers can access when they need it, where they need it and how they want to access it. In other words, the LMS for a company needs to be flexible and use tools and systems that increase collaboration amongst employees, managers, and supervisors.
Download our free white-paper: The Strategic Value of Workplace Training and Development
3. Hands-On and Mentored Learning
Each manager, supervisor, and employee brings their own set of skills, knowledge and experience to the company. Often times, managers learn best when they are put in situations where they can put their skills to the best use, while simultaneously picking up new skills from the hands-on work they are performing in a short-term assignment or role outside of their normal everyday job tasks.
4. Look to External Resources
Universities, colleges, and local training resources are likely in abundance in your community. Offer managers an opportunity to earn certifications or even degrees by attending courses and adult learning courses at these institutions. Form partnerships with educational institutions to negotiate special rates. In turn, the company can build and offer a tuition reimbursement program to give managers incentives to attend and complete the courses they need to ramp up their skills.
5. Produce ROI
In the end, managers have to illustrate that their training is paying off when it comes to the bottom line of the company. Upper management, owners and executives need to see that the return on investment (ROI) for training efforts is positive. In other words, managers need to take training and courses that pertain to their jobs and the company. Additionally, managers need to apply newly acquired skills and knowledge to help boost the overall effectiveness and efficiency of the business.
Employees today can easily turn into managers tomorrow with the right training and development. Managers can learn to make contributions to the business by applying these five techniques to their learning and development process.
- Download the Guide to the HR Technology Landscape – HR Intelligence Report
- Knowledge Transfer in a Contingent Workforce
- Through the Pipeline: Solving the Leadership “Shortage” with Leadership Pipelines
- Learning Management System Integrations for Maximum Impact
- Succession Planning – It Begins with Understanding Leadership
- Incorporating User-Generated Content and a Learning Management System