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One of the most vital factors to a successful training program is having management support. The support of management drives the significance of a training program, promotes accountability, and reiterates expected performance.
Establishing this kind of support can be difficult to do, especially if leadership doesn’t see the importance of training. Let’s look at three tips that will help you gain post-training support from the leadership team at your organization.
Initiate Conversation with Management
The first thing you should do is initiate a conversation with management. From beginning to end, make time to talk with the leadership members that are directly affected. Keep them informed about the training program and make sure it’s still meeting the needs of the organization. Also, try to learn more about any other productivity issues they may be seeing.
Incorporate Follow-Up Tools
Secondly, design and deliver follow-up tools. Like the interactive training sessions you create for your learners, take it a step further and incorporate user-friendly tools management can use after the training program. This will reduce their stress and create a uniform process that will become an easy addition to leadership’s daily routine.
Establish Regular Check-Ins
Lastly, establish regularly scheduled check-ins. Show leadership that you’re all in this together. Partner with management to create a mutually convenient time when both parties can discuss any post-training issues and brainstorm possible next steps.
When leadership supports your training, it will go a long way in guaranteeing a vast improvement in learner retention and the transfer of training back on the job.
For a set of comprehensive tools and techniques to ensure that training really “sticks” back on the job, have a look at our The Successful Training Manager workshop. We cover this topic and so much more.