Working with a client group recently and the question came up, “How can I find time to develop people while running my business?”
You can develop and be in constant training mode with your employees as long as you are willing to stay engaged, communicate fully and constantly ask great questions. Training can be a big event and it can also be a series of intentional moments.
From the first encounter in orientation all the way through the entire employment lifecycle of the employee, your job as the EI Leader is to train, coach, train, coach and train and coach some more.
Here are the steps:
- Communicate and clarify expectations.
- A+B=C and must be done in this timeframe. This is communicated with positivity from day one. Don’t make assumptions that your unconscious competence does not need explanation. It does.
- Check in to make sure your communication has landed and is understood.
- Ask your employee to repeat back or demonstrate what they’ve just heard. If they are accurate, that’s great. If not, re-communicate what you want them to know and adjust to their style as you are able.
- Focus on the outcome or the result of the expectation.
- People want to know the why and what of the thing you are requesting of them. Make sure to link the training to the results and answer the “why” question. Why is this expectation important to your employee? Remember to answer the “what’s in it for me” question.
- Get into the habit of asking questions all the time – this ensures that everybody “gets it”.
- It may feel awkward at first, but your employees will come to expect the next great question. It will help to stimulate engagement in the activity.
- Use the side by side method to help employees learn or upgrade a skill.
- At a desk, in front of the customer, at the host stand…wherever you have the opportunity to stand next to your employee, use it as an opportunity to do a little training or coaching. How about a turn-around…why not ask the employee to train you? It’s a great way to ensure that they are meeting expectations.
- Communicate the “miss” and ensure a hit by identifying the impact on the desired result.
- When there is a “miss” on the expectation, communicate it factually and immediately. No judgments or opinions, simply focus on the behavior and the standard and then communicate the impact of meeting and missing the standard. Make sure to offer your belief that your employee will be able to correct the error.
And, finally….remember the old adage, “If you think you can’t, your right and if you think you can, you’re right, too.” You always make time for the most important things. Make training important, and time will expand for all good things.
photo credit: © Oscar1319 | Dreamstime Stock Photos