Training For Productivity by Managers and Supervisors

One of the greatest assets that a leader can have is the ability to train. Undoubtedly, this important management skill can have a positive effect on the productivity of the workplace.

The problem is that, as a general rule, we do not train our managers to be excellent coaches and trainers. We have the assumption that if a person can do the work, he can train another person. Nothing is different from the truth.Training in the industry is most often done by an experienced employee.

There is absolutely no reason to believe that an experienced person is a good coach. Often, experienced staff is not even able to describe the method they use.People who are excellent operators can’t always teach how to operate machines, the same applies to carpenters, electricians, and qualified plumbers. It’s necessary to train an experienced operator in teaching methods before being able to enter a training task.

Studies conducted over the last 60 years have clearly shown that coaching training leads to an increase in the effectiveness of people training. Studies show that not only is the training time reduced, but the quality of skills demonstrated by the students is much higher.The ability to do work and the ability to exercise are not necessarily related. There are many examples of people who have good performances regarding a specific job but are completely inept as coaches.

The key to learning and training to increase productivity is to understand how people learn. When we know that they work well, we sometimes forget what it means to be a student.Remember when you studied a subject, you probably studied it step by step, going through a process of trial and error, making mistakes until you finally the subject. At some point in the learning process, you will reach a position called “information overload”. Here, your brain cannot accept more information.

The best preparation to train someone in the workplace is to divide the work into small, manageable steps. Then, show the person how to do the work, step by step.Remember, most people learn differently. They learn through their eyes, with their ears, and learn if their hands are doing something. In these three different methods of learning, each of us has a different combination of strengths and weaknesses.

Conclusion

Knowing how people learn is a great advantage when you teach them. However, all good training for managers and supervisors covers all three forms in the same way. This ensures that people have the opportunity to learn using their strengths. If, for example, you simply told people how to do work, those who had visual strengths or with their hands would be lost. If you train, tell, show and illustrate one important step at a time, they are more likely to retain the information.