Make your management training CONNECT by following this approach
Rarely has training been as important to Thai companies as in today’s booming Asian economies. As Thai businesses experience an unprecedented talent crunch, coupled with a workforce that has, mostly, been schooled in traditional learning methods, many employees are simply ill-equipped for the challenges of the modern workplace.
It’s for this reason that companies which get their management training right consistently can expect major competitive advantages in the marketplace. They will be able to deliver on their desired customer experience, and meet internal quality standards more easily.
For this reason, we thought a quick summary of the elements of effective management training in Thailand would come in handy for our readers, many of whom we know struggle training concepts, attitudes and behaviours to their staff.
No matter what you want to train, whether it’s time management, leadership skills, emotional intelligence or technical skills, these are the steps you need to include to make sure your training hits home:
1. Engage Emotionally
Before you even start the session, it’s essential you engage Thai learners emotionally. This means via their Head, Heart and Hands.
The first step is always to bridge from where they’ve just come from, to where thay are now. As the trainer, you are trying to arouse a sense of curiosity, interest and activity, without loading in any ‘learning’ as such as this stage.
This can include more physical activities where participants discover parts of what you are going to present, e.g. using index cards to present a puzzle, or where particapants carry out a fun team activity which channels their concentration.
2. Present the learning item(s)
Once the learners are engaged, you can move on to the next section of the learning, which is to present the information you want them to use.
Often, briefings only feature this element, but the sad reality is that something presented is usually something forgotten. As the Chinese saying goes: ‘Tell me, and I’ll forget. Show me, and I’ll understand, but involve me, and I’ll remember.’
There’s only so much you can do to involve the learners during the presentation stage, which goes to show how overrated this stage is as part of the learning process.
Nonetheless, to maximise the effectiveness of this stage you want to make sure that what you are presenting is:
- Visually stimulating
- Concise, and
- Delivered as a dialogue
3. Check for understanding
‘Checking for understanding’ isn’t a case of asking one or two questions which, if satisfactorily answered, prove the participants have learnt the subject matter.
Instead, it’s better to assume that the learners haven’t understood and you can further use this stage to help them clarify the concepts being taught.
This stage may take the form of fun exercise or activities which they can perform as part of pairs or small groups, which promotes communication and peer learning.
Following this, you may want to carry out a high-tempo drill. This moves what the participants have learnt to the front of the mind, ready for…
5. Controlled Practice
This is an activity with clearly defined objectives and/or parameters which the trainees need to perform or follow.
Here, they prove that they can turn what they have learnt into action – which is, after all, the acid test for the training.
The likelihood is that they will still make mistakes, and a key to effective training is to encourage mistakes! Because ‘mistakes,’ as James Joyce said, ‘are the portals of discovery.’
6. Action Plan
Lastly lets not forget what our ultimate objective in training is: that is to achieve a change in practice or behaviour, so anything accomplished in the training room is worth little if it is not replicated in the workplace. For this reason we need an action plan or template (no more than one page) where participants carry out what they have learnt over 28 days. This is because it takes 28 days to change a habit or behaviour.
The Action Plan needs to be:
- Simple – not more than a page and easy to follow and execute on
- Strategic – delivering real value to the company or its customers
- Specific – specific to the learning that has taken place
In our experience, management training is vastly underrated and misunderstood. Yet when it is delivered effectively and strategically (in ways that will benefit the company), it’s not difficult to see the value it can add.
If you want your training to be more than ‘death by powerpoint’ and lead to a real and tangible change in behaviours, then be sure to include the above elements in all your training sessions!
Talent Technologies ensures that all the above elements feature in our training programmes, meaning that learners can expect i) high engagement, ii) high retention rates and iii) high transfer to the workplace. For management training programmes in Thailand and Asis, look no further than Talent Technologies.
Talent Technologies :: Management Training Programmes in Thailand and South-East Asia