Managers have a crucial role to play in the successful transfer of newly acquired skills and in measurable improvements in workplace improvement initiatives. Studies have shown that it is a lack of management encouragement and reinforcement on the job following training that inhibits learning transfer. Managers need to behave more like coaches by encouraging and reinforcing their direct reports rather than simply mandating training.

Motivating Managers
While it is fine to mention the importance of coaching, the reality is most managers are usually very busy, so the thought of investing time to coach and mentor people may be hard to swallow. There needs to be reasons for them to counter the natural self-serving reaction of thinking, ‘what‘s in it for me’. The benefits of training notwithstanding, a manager should reflect on why it is truly important for them to coach their people and why they should care.

Managers who are interested in furthering their careers know that better performance from their employees will translate into success in their careers. The better your direct reports are, the better you are. Your ability to further your career rests with having competent individuals assume your responsibilities. Jack Welch (formed CEO of GE) often cited this philosophy when addressing the expectations he had for his managers.

Preparing People for Training
Another aspect to improving performance involves proper planning. A progressive contractor understands the level of success in projects is proportional to the amount of time in pre-construction planning; the same planning should take place for training. Remember the measurable success of training is a result of a process, rather than the outcome of a single event. Training should involve more than simply scheduling a training event for the person and mandating their attendance.

Pre-Event Preparation
People need to be motivated to learn. The manager’s job is to raise their level of excitement for the training, for they, like you, will ask the same question of ‘what’s in it for me’. This can be achieved with a pre-event interview where the reasons for the training event are explained and the expected outcomes discussed. Once the training has taken place, a post-event interview should take place to review the learning outcomes and next steps to implementing lessons learned.

Removing Barriers to Learning
An important aside to the topic of motivation is to ensure that common barriers to learning are removed, at least those we have control over. Some of these barriers would include workplace interruptions that occur when training is held in the workplace. These can be addressed by hosting training offsite. A learner should be afforded paid time that is void of interruptions. It would be preferable to have the training take place during business hours.

Managers have an opportunity to drastically improve returns on investments in training with some focused changes in their approach. Ultimately, the responsibility for that success rests with them.

Illustration by Angelo Katsaros