“Excellence is an art won by training and habituation. We do not act rightly because we have virtue or excellence, but we rather have those because we have acted rightly. We are what we repeatedly do. Excellence, then, is not an act but a habit.” Aristotle
In my post on the Engager Dynamic – Train, I said that one of the mistakes leaders often make, when it comes to training, is to delegate it entirely to someone else. I believe it’s a mistake because there is no better time to make a strong connection with someone than when they’re learning something they care about from you. Employees care about learning what they need to be successful in their new job.
You don’t have to be the one who teaches them everything they need to know to be successful. Pick one thing you’re an expert at and spend some time with employees training them on that.
I know of one company, the largest of its kind in the country, where the CEO takes over an hour to engage with every New Employee Orientation class. His purpose is to share the history of the company which is over 50 years old and to connect with the group on what the company’s mission means to him. It’s genius! It doesn’t hurt that he’s a charismatic salesman, but the head of the company making himself available to it’s newest employees is training of the highest order. This is a leader who is an engager. He makes a connection with every new employee by inspiring them with the company mission.
Make it a Habit
What are the skills that got you to your current role? What are you best at? Chances are they’re things you care about so this should be fun. Pick one of those skills. Now ask yourself these questions:
- Why is this skill important?
- How did I learn this skill? (Not just who taught you but what steps did you go through in the learning process?)
- What does excellent look like for this skill?
Now you have an outline to a training. Take some notes. Write down why the skill is important, how it connects to the mission/vision of the organization and what it does personally for the people who develop it.
Question number 3 above gives you what educators call a learning objective. Write this down next. When you’re training someone it’s good to let them know ahead of time what they’ll be able to do once they’ve completed the training.
Now, break down the skill into steps. This isn’t as easy as it sounds. Have you ever been in a meeting where they did an icebreaker about giving or following directions? I’ve seen ones where you had to guide a blindfolded person through a maze with only verbal directions, or where you’ve had to write directions to building a Lego toy, or describe to someone how to draw a picture you’re looking at. It can be pretty funny because of how difficult it is to give clear directions.
You might want to try a “wax-on-wax-off” drill to improve this step. Write down the steps involved in brushing your teeth or getting dressed. Try it with several everyday things you do. Now, ask someone else to follow your written directions. Have some fun with it until you’re pretty good at writing clear, step-by-step instructions. Now, go back and re-write the steps to the skill you’re training on.
Put it to Work
You now have the most of a training prepared. You can put it into a Power Point presentation or simply organize your notes. Decide how long it will take to go through what you’ve put together. Figure out what hands-on practice you should provide as part of the training. Is this skill best learned one-on-one or can you train a group?
Now you need (a) trainee(s). Which of the people on your team could use the opportunity to develop this skill? Schedule time with them and go through your training. Receive their feedback and observe them using the skill later. What might you do to improve the training?
Finally, like the leader at the company I mentioned above, you may want to get yourself scheduled into New Employee Orientation as a regular presentation. To build on what Aristotle said, becoming excellent and helping people become excellent will make you a powerful engager.