As we look to grow our present workforce to assume more responsibility (and authority), a training approach has to be option 1A or 1B. Said a different way, it has to be the primary option if we are serious about replacing our Senior Managers as they are starting to enter retirement age.
Contrastingly, another option is “let the cream rise” or your best people will just naturally earn more responsibly and authority. I don’t think it is a second option, that is, let all you people make mistakes and learn.
I have been actively training for many years as a construction supervisor during the 70’s 80’s and early 90’s. Since that time, I have trained many groups as a management consultant. From both tenures, I can tell you some basics that may help you as you try to speed up the learning curve with your subordinates.
- Train your people to task / skill just before they need to use it. This means one task is trained and acquired. It may sound strange but, it is true. It could take weeks to train someone who does a myriad of tasks. Not what most construction companies want. However, “drinking from the fire hose of knowledge” leads to poor results. People can only absorb so much.
- Adult learners like new or interesting information. This causes mental engagement. It makes the whole experience deeper and less boring.
- We have to get past the first 7 minutes of training. People will become focused deeply after 20 minutes. Physiologically, we should take a break at 1 hours and 15 minutes. Getting past that first 7 minutes is critical.
- Adult learners like interactivity. This also causes mental engagement and makes that 1 hour and 15 minutes seem brief.
There are other key parts of training. More in another post.