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At the HR Support Conf conference, held on July 6-7, 2022 under the auspices of CROC Education Solutions, Nikita Ustinov, Manager of Personnel Training and Development at the Department of Information Technology (DIT) of Moscow, shared methods for identifying and forming a request for training among managers of various types. The speaker identified three categories of managers depending on their attitude to the learning process.
- "hungry",
- "indifferent",
- "rejecting".
"Hungry"
The "hungry" type includes people who strive for knowledge and actively seek out educational content in various formats. They are highly observant and interested in self-development, which makes them demanding of the level of expertise of trainers and speakers. However, due to their passion for learning, they can become distracted and lose focus on their main goals.
The Department of Information Technology (DIT) uses the Jobs to Be Done (JTBD) framework to define approaches to training managers. JTBD is a theory explaining customer behavior. The idea is that buyers use products not randomly, but to solve specific problems, which ultimately contributes to their self-improvement. This approach allows for a more accurate understanding of user needs and the development of training programs aimed at efficiency and effectiveness.
The process is similar in training, says Nikita Ustinov. Managers are presented with programs aimed at solving current problems. It is important to help them prioritize and return to core business goals and objectives. Effective training should be focused on the specific needs of the company, which will increase productivity and achieve sustainable results.
The speaker emphasizes the need to adjust training requests to meet the needs of those "hungry" for knowledge. It is important to maintain ongoing interaction to clarify these needs and build strategic partnerships aimed at development.
The expert identified several key areas that are ideal for employees who fall into the "hungry" category. These areas will allow them to develop their skills and achieve career success. Primary attention should be paid to areas where competition is high and professionals who strive for continuous learning and self-development are in demand. Effective use of these opportunities will help "hungry" employees not only achieve their goals, but also significantly increase their value in the labor market.
- Individual development programs;
- Coaching - they themselves are happy to participate in such activities;
- Mentoring - is also suitable for this group, with top-level executives more likely to request external mentoring from recognized experts.
"It is important for them to understand how related industries function. In this context, we often develop individual development programs and create guides based on various formats and areas, as they are open to perceiving this information,” noted Nikita Ustinov.
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Corporate Training: How to Develop Trainers and Coaches from Within Your Employees
Corporate training has become an important tool for improving employee skills and the overall level of company competence. One effective approach in this area is the development of internal trainers and educators from among your employees. This not only facilitates the transfer of knowledge and experience but also strengthens corporate culture and team spirit.
To successfully implement an internal trainer training program, several key aspects must be considered. First, it is important to identify the company's needs and develop an appropriate training program. This will allow you to focus on the skills and knowledge that are most relevant to the business.
Second, it is necessary to create a favorable environment for learning and development. Employees must feel supported by management and have access to the necessary resources. Professional development of employees through training not only improves their skills but also motivates them to be more actively involved in the life of the company.
In addition, it is important to reward employees who show an interest in learning and sharing their knowledge with others. This can be achieved through a system of internal rewards, career advancement, or other incentives. Internal trainers can conduct master classes, seminars, and workshops, which not only facilitate learning but also strengthen collaboration between different departments.
By developing teachers and trainers from among its employees, a company not only improves the level of knowledge within the organization but also creates a sustainable system of experience transfer, which ultimately leads to increased competitiveness in the market. Corporate training becomes a strategic tool that promotes business growth and development.
Managers focused on self-development actively share their ideas with their subordinates, which facilitates effective professional skills training within the team. When employees approach such a leader with a request for development, they readily support them and become a guide in the learning process. This approach not only strengthens team spirit, but also contributes to the improvement of the overall qualifications of employees, which in turn has a positive impact on the company's performance.
«Indifferent»
The speaker classified as "indifferent" managers those who are not against the introduction of training, but do not show initiative In its implementation, if the company lacks a training system.
Students hungry for knowledge require minimal intervention; simply adjusting their academic track is sufficient. However, with indifferent students, the situation is more complex. Nikita Ustinov offers several strategies for engaging such students in the learning process. It is important to create a motivational atmosphere that will help interest them in the subjects. Interactive teaching methods that encourage active participation and interaction are essential. It is also important to consider students' individual interests and select materials that will spark their interest. This approach will help increase the engagement of indifferent students and make learning more productive.
- Present successful cases of colleagues. This works especially well when an "indifferent" person finds themselves in an environment of "hungry" people. If managers of different levels are brought together in a team, they begin to see the impact at various levels. "And this really works when the entire approach of an entire management, department, or product changes," the speaker comments.
- Motivate through assessment. Assessment reveals problems that the manager hadn't noticed. This is a signal of what needs to be addressed and how the team or processes can be developed. In short, this creates motivation for learning.
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Motivating adults to learn is an important task, especially in a rapidly changing world. Adult learners often have a variety of reasons for pursuing further education: professional development, career change, or personal development. Understanding these motivations helps create effective strategies to stimulate learning.
The first step to motivation is creating a positive learning environment. It is important for adults to feel comfortable and confident learning in a collaborative environment. Using practical examples and real-life cases can significantly increase engagement. Adult learners value the application of knowledge in their professional and personal lives, so it is important to connect learning to their experiences.
Furthermore, it is important to consider the individual goals and needs of each learner. Providing opportunities to choose topics and learning formats helps increase engagement. Adults often prefer flexible formats: online courses, evening classes, or combined programs. This allows them to combine study with work and other responsibilities.
It is also important to maintain regular feedback. Discussing successes and challenges helps adults recognize progress and stay motivated. Recognition of achievements, even small ones, helps build self-confidence and a desire to continue learning.
Ultimately, motivating adults to learn requires a comprehensive approach, including creating a comfortable environment, taking into account individual preferences, and providing support at all stages of learning. This will not only increase interest in the learning process but also achieve significant results in personal and professional development.
For this type of leader, engaging and team-based formats are the most effective. As an example, Nikita Ustinov mentions business games and training support, which help strengthen team spirit and develop essential skills. These methods not only increase employee engagement but also improve teamwork, which ultimately leads to higher performance.
The speaker emphasized that, unlike "hungry" people, "indifferent" people do not show a desire to take on the role of consultant or mentor. However, they are open to coordinating employee requests on various topics. This highlights the importance of being flexible in your approaches to team collaboration.
"Rejecters"
There are managers who are skeptical about the need for training in their company. Nikita Ustinov classifies such people into several categories.
- He doesn't believe in training at all. "They say: 'I don't need training in principle; development is from the evil one.' “I am experienced, I have my own format for interacting with staff, a format for working with subordinates, I don’t need anything,” the speaker explains.
- I studied a lot, but became disillusioned. They know a lot in theory, but believe that after 30 years, developing managers is useless, and that you can only study something narrowly specialized.
Working with an audience that rejects training is a difficult task for specialists. Unlike indifferent people, such people do not want to hear about the courses and programs offered. However, they may be interested in successful cases that demonstrate real results. Approaching this audience requires special attention and an emphasis on examples of the successful application of knowledge, which can change their minds about the need for training.
The speaker noted the importance of creating network connections between related departments after the successful completion of a project. He emphasized that demonstrating the real benefits of training results can convince skeptical employees to try a new approach. When a business sees specific results, this contributes to the wider implementation and acceptance of new ideas.
Another approach is to demonstrate the importance of training using metrics and analytics. Although this process can be complex and require significant effort, it is proving to be highly effective. The expert notes that using data to evaluate training results allows for identifying weaknesses and optimizing educational programs, which ultimately leads to improved knowledge and skills.
Training specialists or the entire team can be an effective solution. If a manager sees the positive impact of training on productivity and work quality through the example of their employees, their initial negative attitude towards training may change. This approach not only contributes to the improvement of employee skills, but also improves the overall atmosphere within the team, which in turn has a positive impact on business processes.
Skeptics prefer open formats supported by recognized experts, the speaker asserts.
Ustinov noted that the team does not adhere to traditional training methods. Instead, they prefer to use a practical approach based on interesting cases. This method allows not only to develop skills, but also to deepen understanding of the material. This is an effective method of training, which the team actively uses in their work.
When choosing a manager, it is important to consider his or her personal qualities, experience, and professional knowledge. These aspects play a key role in developing effective management and running a successful business. Personal leadership style, the ability to make decisions, and adapt to change are also significant. Experience in a given industry and the necessary skills will help ensure the stable development of the company and the achievement of its goals.
Managers who reject innovation show interest in professional training, focusing on the specific competencies needed by employees. However, soft skills such as communication, creativity, and adaptability often remain outside their field of view. It is important to note that developing soft skills can significantly improve the overall effectiveness of a team and improve its ability to adapt to changes in the business environment. Therefore, organizations should not forget about the importance of a balanced approach to training that includes both technical and soft skills.
A proactive team member may find it difficult to get the manager’s approval for the training they have chosen. However, according to Nikita Ustinov, there are effective approaches to overcoming these difficulties. It is important to prepare Arguments that highlight the benefits of training for the entire team and the company as a whole. A compelling presentation of your position can significantly increase your chances of gaining approval.
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