Training Industry Magazine - Winter 2014 - (Page 51)
LEADERSHIP 2.0
CHALLENGE
THE
OF WORKPLACE RE-ENTRY
AFTER TRAINING
- KE N B LANCH ARD AND S COT T BLANCHAR D
In the movie "Gravity," actress Sandra Bullock
plays an astronaut who must find a way back
to Earth after a collision in orbit destroys her
spacecraft. It's a thrilling movie with a climactic
and fiery re-entry through Earth's atmosphere.
We recently saw a presentation that used
this metaphor to describe the re-entry many
managers feel after returning from a day or
two of leadership training. One slide had a
space capsule with chutes applied, heading
for a splashdown. The caption read, "Re-entry
sucks."
The training professionals watching the
presentation laughed when they saw that
slide - in large part because they knew it was
true. Managers coming back from training
face any number of obstacles including
work piling up while they've been gone and
feeling pressure to apply new skills. In many
ways, returning to work is where the journey
begins for managers whose heads are full of
new ideas and strategies to implement with
their people.
If you are recognizing some truth in this
scenario, here are a few ways you can
promote a softer and safer landing.
Make it easy for people to share what
they've learned.
One of the biggest challenges for returning
managers is trying to share what they've
learned with others. One way to help
managers share the experience is to provide
them with materials they can share with
others. Besides their workbook, what else can
you provide to make it easier for managers
to share what they've learned? One strategy
is to provide a manager's direct reports with
access to specially designed online lessons
so they can experience some of the same
content the manager has learned.
the manager has shared what they've learned
with others on the team. If not, learn what's
getting in the way. Ask how you can you help.
Find out if they've been able to access the
tools you've provided and, if so, how the tools
are working. Ask for any examples of where
they've had success. And, don't miss the
opportunity to celebrate early wins.
Provide tools that make it easier to apply
what's been learned.
Building new habits takes time. Tools can
help with the break-in period. One key to
developing a tool people will use is to make
sure the tool is available and convenient at
the moment it's needed so the manager
has early success that they can build on
later. While this can be done through paper
or computer-based solutions, we're finding
that mobile apps provide the best way to get
information into managers' hands when they
need it. The tool doesn't have to be extensive;
in fact it's better if it has just enough content
and functionality to fill the critical need to get
a manager through the initial phase-like
training wheels.
RETURNING TO WORK IS
WHERE THE JOURNEY
BEGINS.
Focus on environment.
The biggest obstacle in adopting new skills is
the manager's return to the old environment.
Surround them with communications,
campaigns, reminders, success stories and
accountability programs to get the most
impact for your training dollar. Ask whether
TRAINING INDUSTRY MAGAZINE - WINTER2014 I WWW.TRAININGINDUSTRY.COM/MAGAZINE
The mission isn't over until everyone is back
at home, building on what they've learned
and putting it into action. As professionals
working in the learning and development
space, we put a lot of thought and effort into
designing learning experiences that engage
and educate. Don't underestimate the pull
of old habits and environment. Re-entry is
difficult under the best of circumstances.
Make sure your people have the tools and
support they need to navigate this critical
time successfully.
Scott Blanchard is a principal and executive vice
president of The Ken Blanchard Companies. Ken
Blanchard is the best-selling co-author of "The
One Minute Manager" and 50 other books on
leadership. Email Scott and Ken.
51
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Table of Contents for the Digital Edition of Training Industry Magazine - Winter 2014
Tracking Trends
Table of Contents
Guest Editor: Meeting Today's Learning Consumers Where They Are
Facilitating Change
How Smart Leaders Squash Employee Entitlement
The Reskilling of Design
Responsive Design and Learning Solutions
Women, Leadership and Emotional Intelligence
Key Trends for 2014: Shifting to Business-Centric Learning
The Promise of Badges for Learning and Development
The Business Leader's Bottom Line: Aligning Learning with Organizational Needs
Raising the Bar: The Impact of Sales Training on Effective Customer Engagement
The Language of Measurement: When to Assess, Evalutate and Test
Casebook: Combined Insurance: Ensuring Efficient Sales Training via Mobile Learning
The Challenge of Workplace Re-entry After Training
The Learning Shift: From Event to Process
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