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Writer's pictureMark Appenzellar

Employee Development: Turning Learners into Leaders

Businesses that are truly poised for success should incorporate learning into the very fabric of their operations.


Woman Training Team Members ValorExcel Business Training Employee Development

Sharing knowledge and expertise in your small business can be challenging, but the "train-the-trainer" methodology is one of the most effective approaches to creating a continued learning and growth climate.

         

One of the inevitable challenges any small business faces involves training staff to perform particular job functions. In the throes of carrying out everything required to sustain daily operations, the prospect of developing training materials and presenting them in a class setting can seem overwhelming. Although it's easy to understand the necessity of ensuring that each staff member is fluent in their respective job functions, the logistics of assembling a training program may take hours away from the revenue-generating efforts that sustain your businesses.

         

But the reality is that you'll only be able to develop and scale your business if your employees thoroughly understand what's required of them. And many entrepreneurs must avoid presuming that training is only needed within the confines of bringing new employees into the mix. In actuality, businesses that are truly poised for success should incorporate learning into the very fabric of their operations. Creating a climate in which your staff feels challenged to learn new skills will keep them motivated and assure you that your employees are competent enough to meet the demands of the job.

         

One of the most significant supporting elements for business training is documenting every job function within the enterprise in as much detail as possible. This time-consuming process will more than pay for itself in the long term by providing great clarity as to how every facet of daily operations needs to play out. By incorporating the key elements of the documentation into your training materials, you'll already have a framework to build your instruction.


Understanding the individual roles within your operations can also help your staff correctly apply the information they receive from a trainer. It's much easier to find relevant connections for training when staff understand who is responsible and accountable for carrying out each task that comprises what your business does each day.

         

The style of organizational structure in small businesses can also be an influencing factor in terms of how training is presented and disseminated. Many smaller entities tend to operate with a "flat" hierarchy in which employees are empowered to make decisions and operate without the constant involvement of senior management. Training will especially resonate with staff who tend to carry out job functions independently, as they'll respect the need to be fully equipped when fulfilling their role. This routine training is ideal, as employees will think of training as an integral part of the business's fabric, creating a culture of growth and ever-increasing skills.

         

In some instances, it is beneficial to utilize third parties regarding training. Although this approach can have advantages, an associated cost can become excessive over time. No matter how attractive the prospect of not developing training might be, relying solely on third parties means that generalized and conceptual instruction are likely the only options to pursue. Where the benefits of in-house training immediately become apparent is from the standpoint of specificity. Your business's operations are unique, so it's doubtful that an external provider could ever hope to address all the ins and outs of your job functions.

         

Establishing training within your business structure might incur some initial setup and maintenance expenses, but you'll likely come out ahead in the long run. The best and most cost-effective utilization of your resources is to adopt a "train-the-trainer" methodology. This concept originated during World War II as the Training Within Industry (TWI) program. The U.S. Department of War adopted this approach to facilitate the ongoing training of new factory workers as existing employees were drafted and others were brought in to take their place.

         

The basic concept of workplace training can be beneficial at a rudimentary level, but the TWI approach elevates this practice considerably. Rather than having the instruction of employees as its only goal, TWI intends to provide a level of training that will eventually enable the recipient to become a trainer. This type of training provides a valuable conduit through which the existing knowledge base of the business can be passed on to new hires or those undergoing cross-training. Since content consistency is one of the critical factors of any training initiative, TWI provides a platform by which processes and skills unique to the business can be conveyed repeatedly to various audiences.

         

In a larger business, a common practice is to have an entire organization segment explicitly devoted to training. Small businesses usually lack the luxury of being able to designate staff specifically for that purpose, so the TWI concept needs to be carefully integrated so that the participating team members can still put time and attention toward fulfilling their standard job duties. It's also essential to judiciously select the staff who will serve as trainers to ensure that the right individuals are placed in that role. Candidates for being a trainer need to have the necessary associated skill sets and possess a demeanor grounded in attention to detail, good communication skills, and patience.

         

All thriving businesses are dynamic in nature, and trainers need to be keenly attuned to how to help facilitate instruction to identify the ongoing changes. Conducting training in-house carries with it the great benefit of allowing trainers to modify any formats of procedural documentation used by staff directly. This effort ensures that fresh information is disseminated as quickly and efficiently as possible before new products, services, or programs are introduced. Adopting this approach can assist staff in absorbing changes more quickly, which, in turn, will boost their confidence and help them implement new methodologies into their existing workflow. The fact that the person presenting the training is also a staff member within the organization further helps to legitimize what's being taught and to provide relevance for those attending the training.


Selecting someone to participate in "train-the-trainer" also can serve as a component of that staff person's professional development within the company. Entrusting the role of trainer indicates that the business owner places great confidence in that person's capabilities and character, which can be a catalyst for unveiling latent leadership skills that may have taken much longer to find a practical outlet for expression. Finding the right candidate for this role should also include providing practical considerations for what they should be watching for when presenting training. Since the underlying goal of TWI is to create a self-perpetuating learning cycle, trainers need to identify potential future trainers from within the audiences who are on the receiving end of their instruction.

         

Perhaps the most significant net result of the "train-the-trainer" methodology is the overall effect that approach can have on the climate and culture of the organization. Businesses that prioritize this method will be taking concrete steps toward building a collaborative environment where employees are open to ongoing learning and development. This type of culture will also help staff feel that they have a deeper personal connection to the business's daily operations and enable them to feel integrated into the organization's overall structure. This can play a crucial role in developing employee loyalty and providing incentives for staff to invest themselves more fully in the ongoing efforts of the business.


Some small businesses do themselves and their employees a disservice by treating training as an afterthought. Embracing a focused intentionality about crafting training from within will help to keep the flow of information, creativity, and innovation moving. Among those who have been trained will be others who will take up the baton and keep the race toward business development moving steadily forward.

 

Investing in your team's growth can be the key to unlocking your business's full potential. Adopting the "train-the-trainer" methodology enhances skill sets and fosters a culture of continuous learning and development. If you want to transform your workplace and empower your employees, it's time to take the next step. Contact ValorExcel today to discover how we can help you implement effective training strategies to drive your business forward. Visit our website at https://www.valorexcel.com/book-online, to book your power hour session where you’ll meet with ValorExcel staff to get started. Or, call 240-329-9387 or email us at info@valorexcel.com, Let's work together to build a stronger, more dynamic team. ✨ Also, don't forget to check our recent videos on YouTube by clicking HERE. #EmployeeDevelopment #TrainTheTrainer #ContinuousLearning #BusinessGrowth


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