The reality about Training and Managing
Let me ask you a simple question – What is the difference between a manager and a trainer?
I want to see football (or soccer, as my American friends call it) and for responsible for the team as the ‘Manager; we’ve always described the man in the UK.’
In the US along with different parts of earth, the individual running the team, be it soccer, baseball or basketball, is generally referred to as the ‘Trainer’ Nevertheless, I have seen now, in the UK, the soccer Manager is more prone to be called – The Trainer.
So, what’s the difference? And how does it relate to your own occupation as a supervisor?
Once I ask participants on a seminar – “Tell me what a supervisor does, what are their responsibilities?”
After I then inquire – “What will be the duties of a trainer?” I hear answers like – leading -motivating – listening – encouraging – identifying training needs – conveying expectations – believing in their people – inspiring – winning and getting results.
There are cross-over duties between a manager and a trainer; but allow me to ask you a question – which role will be the most significant in reaching your aims, goals and outcomes, is it a manager or a trainer?
Now I know exactly what you are going to say – But always recall, at the end of the day, you’ll finally be judged on the success of your People Development staff, rather than your power to finish a report punctually.
If you prefer a a motivated and happy team who – do not take time off work – don’t keep looking for other jobs – do not give you too many problems and who generate results for your business. You must spend more time ‘Training’ and less time ‘Handling’
1. Spend quality time with each team member – they must really get to know you and You need to really get to know each member of your team. Should you reveal that you are listening and listen, you’ll gain a far greater understanding of each and every person and the way they’re managing the job. It show that you are there to help with both business problems and private and will also send the message that you just care about the team member. You are able to communicate expectations, motivate and inspire them to do better.
2. Give them to feedback and coach – You should consistently tell your team members each when they are doing nicely and when not so well. When you hear or see one of your staff doing something you DO like – tell them about it! When you hear or see them doing something you do not enjoy – tell the team member about it. Most workers want to know how they are performing within their occupation; they wish to know if they’re doing it right or they could do it.
3. Believe in each individual person – You need to continuously demonstrate to every team member which you believe and trust in them, by your statement, your body language and your tone of voice.
Most employees will very quickly sense in case you don’t trust them to carry out their job plus they’ll act appropriately.
Then that is just what your people do, in case you believe that they should not be trusted to do their job; that they’ll turn up late and go home early.
So there you have it; successful managers know that to get the very best out of the folks they need to spend less tine ‘Managing ‘ and more time ‘Training’.