Are you Training your Direct Reports for the Future?
“It’s not the will to win that matters – everyone has that.
It’s the will to prepare to win that matters.”
– Coach Paul “Bear” Bryant
You probably never thought of yourself as a trainer, but unconsciously you’re training others every day by your example; by what you say and do, and by what you fail to say and do.
I’ll bet you thought that training was the responsibility of your employer or Human Resources. Yes, they play a role in training, but so do you.
If you have any desire to consistently produce excellent results and to sustain those results, you need to step up and assume a more active role in their training.
If you’re responsible for their results, you’re responsible for how they achieve those results. So, inherently, you are responsible for the process of achieving those results and how to make it better.
That’s why The Effectiveness Guide is so powerful! It’s a compilation of the best in class knowledge, wisdom, and advice on both personal and team effectiveness used by the most effective people we have worked with over the past 50 years.
It contains the minimum level of fundamental knowledge, skill, and ability essential to maximize your true career potential and are not addressed anywhere in academia, or in corporate America. Effectiveness is normally achieved only after decades of hard work, mistakes, and failure. But, it doesn’t have to be that way.
This guide is not intended to replace the On-the-Job-Training (OJT) you are receiving from your employer. Rather, this training is intended to give you Tactics, Techniques, and Tools you’ll need to make you and your team members more effective.
By training and applying the 9 Core Competencies of Effectiveness (including Delegating, Planning, Organizing, Communicating, Problem Solving/Decision Making, Awareness, Training, Motivating, and Character), you’ll achieve a far greater degree of success in a much shorter time.
Without you direct intervention is your training and the training of your teammates, nothing will get any better. It that the way you want it to be? Or, do you want to leave your position better than you found it and to be known as someone who is absolutely essential and irreplaceable to any employer?
“I hated every minute of training, but I said, ‘Don’t quit. Suffer now and live the rest of your life as a champion.”
– Muhammad Ali
Have you ever noticed that just by the time your members learn what they need to learn, which could take a few years, they somehow end up forgetting what they learned or move somewhere else? This is why effective leaders have their own cyclic, focused, and dynamic training program already created. Here’s one way they do it.
Step 1: Identify the Tasks you want your Members to Perform
A task is a clearly defined and measurable activity accomplished by individuals and teams. It is the lowest behavioral level in a job or unit that is performed for its own sake.
The most important things to consider when designing each task:
- Must be specific, observable, and measurable
- Usually has a definite beginning and ending
- May support or be supported by other tasks
- Has only one action, therefore, is described using only one verb
- Is generally performed in a short time
The tasks you want your members to perform should include tasks from these groups:
Group 1: How to create a Document: Includes a Plan of Action, Contingency Plans, Mitigation Plans, Decision Paper, Decision Matrix, Authorization Matrix, Decision Points, Decision Support Templates, Dashboard, and Time table.
Group 2: How to make a Presentation: Includes a Decision Briefing, Backbriefing, Training Session, offer your opinion/assessment, Situation Report, Progress Briefing, Follow up and Follow through, and conduct a Rehearsal.
Group 3: How to conduct a Meeting: Includes Problem Solving Process, Brainstorming, Risk Assessment, After Action Review, Quarterly Progress Briefing, Problem Resolution Meeting, and In-Progress Review.
Group 4: Other Skills: Including anticipate problems, lead, plan, organize, resolve conflict, decide, delegate, inspire, motivate, encourage, direct, research, recognize, respond, reprimand, budget, praise, listen, negotiate, coach, provide feedback, improve customer service, schedule, staff a document, collaborate, achieve consensus, track, supervise, Follow through, coordinate, facilitate, inspect, correct, set standards, measure results, make improvements, solve problems and exploit opportunities.
All the key tasks you’ll want your team members to perform are contained within The Effectiveness Guide. Based on the functions your members perform, which tasks do you want them to master?
Step 2: Determine your Collective Tasks
Are there some tasks that must be performed by more than one person? If so, you have a collective or team task. Collective tasks describe the exact team desired performance under actual operational conditions and are derived from unit goals and assignments. These tasks are normally managed separately from individual tasks and are clearly defined, discrete, and measurable action which requires organized team or unit performance and leads to the accomplishment of a goal or assignment.
Step 3: Determine your Proficiency Cycle
A Proficiency Cycle is how often you want certain skills demonstrated to standard to maintain the desired level of proficiency. Are there some critical skills that you want your members to periodically demonstrate their proficiency (quarterly, semi-annually, or annually) like safety, security, driving, lifesaving, or weapons?
Note: It’s a good idea to create training binders for each team member showing how each task is to be performed and the standard.
To be continued: You can learn more about this critical core competency of effectiveness, and how it can help enhance your career, by add this volume from The Effectiveness Guide to your professional library, today!
YOUR GUIDE TO BETTER TRAINING
Here’s what you’ll learn:
CHAPTER 1: BY UNDERSTANDING YOUR ROLE IN TRAINING
CHAPTER 2: BY SELECTING TEAM MEMBER TASKS
CHAPTER 3: BY CREATING LEARNING OBJECTIVES
CHAPTER 4: BY CREATING YOUR “O & F MANUAL”
CHAPTER 5: BY SELECTING THE BEST TIME TO TRAIN
CHAPTER 6: BY USING THE “ADULT TRAINING MODEL”
CHAPTER 7: BY USING “ROLE PLAY”
CHAPTER 8: BY CREATING A LEARNING ENVIRONMENT
CHAPTER 9: BY CONDUCTING “AFTER ACTION REVIEWS”
CHAPTER 10: BY CREATING MORE EFFECTIVE TEAM MEMBERS
CHAPTER 11: BY POSITIONING MEMBERS FOR EXCELLENCE
CHAPTER 12: BY CONTINUING EDUCATION & TRAINING
CHAPTER 13: BY USING TRAINING FOR CAREER DEVELOPMENT
CHAPTER 14: BY ASSESSING YOUR TRAINING
CHAPTER 15: BY ASSESSING CAREER RESILIENCE
You now have the chance to enhance your career by learning how to become more effective tomorrow than you are today.
Buy Now! Or take advantage of our Special Offer below.
To SAVE 75%, purchase The Effectiveness Guide, which contains all 10 Volumes, instead of buying each volume separately.
Here’s what you’ll learn:
CHAPTER 1: WHAT MAKES A LEADER EFFECTIVE?
CHAPTER 2: BY BECOMING A BETTER DELEGATOR
CHAPTER 3: BY BECOMING A BETTER PLANNER
CHAPTER 4: BY BECOMING A BETTER ORGANIZER
CHAPTER 5: BY BECOMING A BETTER COMMUNICATOR
CHAPTER 6: BY BECOMING A BETTER PROBLEM SOLVER
CHAPTER 7: BY ENHANCING YOUR AWARENESS
CHAPTER 8: BY BECOMING A BETTER TRAINER
CHAPTER 9: BY ENHANCING YOUR ABILITY TO MOTIVATE
CHAPTER 10: BY ENHANCING YOUR CHARACTER
APPENDIX A: PLAN OF ACTION EXAMPLE
APPENDIX B: REAL WORLD PROBLEM SOLVING EXAMPLE
APPENDIX C: ADVANCE PROBLEM SOLVING WITH VUCA
APPENDIX D: CAREER ADVICE
APPENDIX E: CREATING MISSION AND VISION STATEMENTS
The Effectiveness Guide will be the best investment you’ll ever make in your career.
Also, if you feel this information could help someone else, please take a few moments to let them know. If it turns out to make a difference in their life, they’ll be forever grateful to you – as will I.
Let’s make a difference together – one person at a time!
All the best!
Founder of TheCAREERMaker.com
Connect with me at:
What are you doing to improve yourself? Stop wishing you were better and do something about it today.
The 9 Core Competencies of Effectiveness