How To Train Without Training Courses!

How To Train Without Training Courses!
Historically, businesses have often relied on classroom
based training classes to train their staff. As effective
as classes are, there are a number of alternative ?training
interventions' which are available to the training
practitioner.

So what is a training intervention?

A training intervention is understood to be any activity
which aids learning and development and as such includes
training classes. This article will go on to describe
other forms of training interventions available to the
training practitioner.

Mentoring

A phrase increasingly heard, mentoring is simply guidance
and advice provided from one experienced staff member to a
less experienced colleague.

Fundamentally, the individual providing the mentoring
support should be independent of any formal or informal
lines of authority that could limit the effectiveness of
the program.

By providing a level of trust and confidentiality, the
mentee is encouraged to discuss and include scenarios,
situations and thoughts without fear of restriction or
reprisal.

A key factor in the success of any mentor/mentee program
will be the relationship that is able to be built between
the two individuals. Consequently, a key task of the
training practitioner should be to consider the level of
formality that should be agreed by all involved as well as
gender and age considerations.

A successful mentor/mentee long-term relationship can work
wonders for the development of skills in both the mentor
and the mentee.

Coaching

Whilst an element of coaching may be included within a
mentoring program, coaching is usually seen as a solution
to a short term skills development requirement ? rather
than a long-term relationship.

Whilst historically used in aiding individuals in life
issues, management coaching has become increasingly popular
in addressing work issues within the business environment.

The training professional should consider what the purpose
of the coaching is. Is it a training intervention geared to
the personal development of the individual which improves
self-awareness and confidence? Or is the need for
developing specific skills and knowledge? The answer should
determine your choice of coach only selecting the right
individual with demonstrable experience in the area
required.

Shadowing

Shadowing can possibly been seen as a type of role reversal
for learners as the emphasis is usually on them ?shadowing'
an individual, in particular, to aid their understanding of
how others carry out tasks.

Shadowing works well where there is no conflict of interest.

In particular, sales professionals have always embraced the
concept of shadowing when welcoming new members of the
team, particularly, from outside the business.

The benefit to the new starter is that he or she can
quickly see how the sales process works in practice and get
to grips with common objections and concerns held by
potential clients.

Experienced colleagues who are ?shadowed' often report that
they benefit from working with a ?fresh pair of eyes' as
well as the motivational benefits that come from the
additional responsibility.

Coaching, mentoring and shadowing are all effective
training interventions. The skill of the training
practitioner is in selecting the appropriate solution for
the individual.

Additionally, it should be stressed that such forms of
training interventions do not have to be seen as addressing
a particular problem. Indeed, all forms of coaching,
mentoring and shadowing can be seen as positive activities
that benefit even the strongest individuals to become even
stronger.

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Carl Duncker is a management training consultant
specialising in the delivery of efficient and effective
training solutions to the private and public sector.
Discover more about his management training solutions at
http://www.traininaday.co.uk