| Management
Support and Reinforcement Our strategy
for getting Management Support and Reinforcement has two dimensions. First and foremost,
our training programs are designed and developed to help achieve important organizational
objectives. This is accomplished by enhancing the abilities of employees throughout the
organization to carry out their action plans and improve performance in areas where they
are being held responsible for results.
Second, our assessment of critical performance practices via
one of our survey instruments tells your senior executives what your employees and/or
customers are saying about the effectiveness of your people. It also tells them what your
top people are doing to distinguish themselves from the others.
The Diagnose phase is a critical element in gaining
management support. The data that is presented in this phase helps the management team see
the important relationship between the achievement of their business objectives and the
development of the requisite competencies employees need in order to carry out their
performance plans. The data also reveals the specific improvements needed in each business
unit or function so that senior managers can begin to see the unique opportunity they have
to take responsibility for ensuring that the necessary improvements are taken by the
people who report to them. By creating a company benchmark, managers can quickly see the
gaps in performance between the company standard and the performance of their work unit.
This builds a sense of urgency and effectively positions training and development as an
important resource in closing the gap and achieving management's performance objectives.
By showing this link between business goals and objectives and training we are better able
to generate the kind of support that is needed to reinforce and follow-up on what is
presented in the classroom. Our experience has shown that an executive briefing of the
findings of the Diagnose phase is an excellent time to get management consensus and
commitment on:
 |
The competencies and practices
employees
must exhibit in order to achieve organizational
objectives;
|
|
The gaps that exist between the
company's
benchmark performance and the performance of
specific work units;
|
|
The important link between
training and
development and the achievement of
organizational goals;
|
|
The responsibility senior
management has in
ensuring that people receive the development
they need in order to carry out the performance
objectives for which they are accountable;
|
|
The role management can play in
kicking off,
supporting and reinforcing training including the
follow-up and coaching that is required to ensure
that important skills are applied on the job and
performance improvement plans are carried out
successfully.
|
By engaging management early in the process, together we can
design a training program and follow-up plan that will meet their requirements and ensure
their active support and involvement in its implementation.
|
