6 techniques for training and developing people
Training and development ensure the professional evolution of the people of a company. Learn to implement them.
The areas of training and development of people are being much more valued today, and the importance of investing in them is practically a consensus in the business world.
If you have a company or have people who work with you as a team, think that conducting training helps align people to business objectives, ensures that all follow the same line of reasoning and action, and ensures a good development curve of their knowledge and skills.
In short, it is a key piece for the success of the business, since it makes everyone know what they have to do to achieve the desired results.
That is why companies that still do not pay attention to the training and development of people in their strategies lose time, money, and space in the market.
Thus, we are now going to show you 6 techniques for entrepreneurs who want to implement a training and development program in their own company.
And if you want to create your own business in this area, you will also find here some tips to help you do so.
Differences between training and people development
It is very common to think of training and development areas as the same thing. However, they refer to different processes and must be combined to properly enhance their results.
Before choosing the techniques to apply in your business or to create a course and work in this niche, it is essential to know what characterizes each of these areas, so that you can differentiate and apply them correctly.
Training of people
Training is a short-term process, implemented to modify the behaviors of employees, guarantee the acquisition of skills and knowledge of important rules and concepts for the performance of the tasks required by the job.
In most companies, it applies only to the arrival of new employees, so that they learn their roles and understand the culture of the company.
However, it is essential to expand your practice to other moments within the organization, which will allow employees to always stay updated and prepared to face the challenges of the work environment.
People development
Development is a broader and long-term process.
It serves to continuously improve the skills of employees and leaders, as well as stimulate motivation.
In addition, it is not only focused on professional growth, but also on staff. That is why development involves issues more related to experiences, satisfaction, and professional career.
Training techniques and people development
There are various types of training and development of people applicable in the company.
Each works best with a specific goal. Therefore, it is important to know the options before implementing them.
If you want to create a training and development course, it will be even more important to know how to differentiate each concept, so that you can choose the one that best applies to your way of teaching.
We are going to show you the 6 most used training and development models:
1. Organizational training
Organizational training is the training of the company as a whole.
It can happen through conferences, workshops, or even online courses.
The important thing is to create an efficient way of transmitting the necessary information so that collaborators learn something new and can be applied correctly during work.
2. Assertive communication
Many times, a critical point for the company is the difficulty of communication between managers, leaders, and employees.
Knowing how to converse in a clear, objective, and respectful way is essential to create a pleasant environment that encourages interaction and the exchange of knowledge between people.
It is common that the tasks are not properly carried out due to a lack of understanding of the rules or friction in the relationship between those involved.
This type of training presents to employees some techniques to improve interpersonal communication, such as:
• Know well the matter you are dealing with.
• Use empathy and pay attention to the other.
• Use a verbal language appropriate to the listener.
• Also take care of body language.
• Be objective, but without being aggressive.
• Know the right time to express yourself.
3. Leadership training
The people responsible for leading a department or a team in the organization, regardless of their area, must be able to carry out a large number of attributions and, therefore, their responsibility is enormous.
Leaders need to manage teams, mediate internal issues, make decisions, disseminate best practices, and serve as motivation and inspiration for other employees.
Thus, leadership training serves to perfect your skills in managing people, conflicts, time, goals, etc.
In short, in any company, its very life depends on the quality of its leaders. If they are well trained, the company prospers; if not, the company declines.
4. Motivational training
Everyone is subject to experiencing moments of discouragement, demotivation, and low productivity at work.
This can occur for personal reasons or for factors related to the company's own environment, such as:
• Problems in relationships with colleagues and leaders.
• Monotonous activities.
• Lack of identification with the functions performed.
• Little prospect of growth, among others.
Before implementing a motivational training program, it is important to do a business diagnostic to know exactly what is demotivating employees. This makes it easier to mount an assertive strategy to solve the problem.
Some of the approaches to motivating teams are:
• Work with case studies.
• Implement policies to enhance the opinion of workers.
• Create training courses for areas in which disinterest exists due to lack of instruction or understanding of activities.
• Develop benefit and award programs.
5. Development of skills and abilities
Competencies are the set of attitudes, skills, and knowledge that a person needs to have to perform their activities well.
To work on the development of competencies within a company, it is necessary to first identify what are the necessary competencies for the performance of each function.
Subsequently, individual competencies must be raised to locate where it is necessary to invest in training and where officials are performing adequately or above average.
This study allows the company to identify the type of content that its training must have in order for employees to develop and apply all the competencies required by their attributions.
6.Corporate coaching
Another way to invest in training and development is to implement a corporate coaching process.
With the use of coaching techniques, the process seeks individual and collective development within the organization, with the aim of forming assertive, high-performance teams committed to improving results.
The professional responsible for corporate coaching works by aligning the strategic planning of the organization with the individual objectives of the professionals.
The process is based on the understanding that motivated, qualified employees who feel part of the company offer a better chance of achieving the expected results.
And now that you know the importance of investing in the training and development of people in the organizational environment, you can start to use this to your advantage.
You can create a training program to implement it in your company and increase the performance of the people who work with you or even sell your content to other people and companies.
Did the matter interest you?
So, we've put together some tips to help you create a really efficient workout:
1. Define your audience
Before starting, it is essential to define who your content will be directed to.
The more you know about your audience, the greater the chances that you will create an assertive workout.
Make a list of all the possible characteristics of this audience, such as:
• Will it be made up of leaders or employees?
• What is the average age of these people?
• What are the functions they perform within the company?
• What are the competencies and skills they need to develop?
• How long do you have to do the training?
We have a form that you can fill out to understand who are the people to reach with your training. Complete it with the necessary information:
2. Specify the goal of the training
Specifying the goal of your training is important so that people understand exactly what you are offering.
Therefore, clearly define what the company or the employee must achieve at the end of this training so that they recognize in your product the solution they need.
In addition, having a well-defined objective will ensure that you can follow a coherent line of reasoning and will avoid asking disjointed questions in the same training, also avoiding that the content is too long, confusing, and inefficient.
3. Create a script with the topics to be addressed in the training
As much as you know everything you are going to say during your training, it will be essential to create a script so that the content is organized in a coherent way.
It can be a very basic script, only with the main themes, but do not stop structuring everything before you start.
This will ensure that you don't forget any important details and that the classes will have a logical sequence.
4. Choose the methods to use
If you have previously defined your audience, you will already know what you must do to attract their interest, right?
This is the time, for example, to define whether you will create a face-to-face course or online training.
If you opt for the virtual model, you can already define the format that you will use to transmit your content.
You can make ebooks, podcasts, or video classes, for example, it all depends on your objective and the demand of the public.
The important thing is to choose a method that stimulates people's commitment and with which you can transmit all the necessary knowledge.
5. make a training plan
Once the course content is ready, the next step will be to create a training plan that works like a well-organized calendar, with all the details.
This plan will serve as a basis for your customers to understand what you offer them and decide if your content is worth it.
Here, you must distribute the classes by subjects, specifying well what each of them will address.
This is also the time to think and define the exercises to include.
6. Think about the time and value of the training
Finally, define the duration of your training.
Define how many classes will be needed to cover the full content and how long each of them takes.
Also do the total time calculation, so that you can specify to your company employees or your customers how much exactly they will need.
After doing all these steps, you will already have a clear picture of how long it took to prepare the material, what resources you used and what value your audience places on the content.
Remember that your clients will need to perceive that your material offers them something valuable, which will increase their productivity, help them break down barriers, and improve their performance, both for individuals and for the company as a whole.
If you can show that you offer this, people will be willing to pay higher prices (albeit fair, of course) for your product.
Do you have the necessary knowledge and are you thinking of creating a training and people development course but do not know where to start? Here's a good proposal: sign up for the 30-day Challenge and learn how to create your online course in just 1 month.
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