First, why should the training work be supported by the middle and high-level core team?
1. Training subordinates is an important function of the core team of middle and high level.
Due to the lack of training management experience, the training manager, who has just been engaged in training, is influenced by the middle and senior managers of the company, and thinks that all training matters are his own business, which has nothing to do with the middle and senior managers, and mainly promotes internal training with personal strength. Because it has not been recognized by the middle and high-level core team, the results achieved are limited. In fact, middle and senior managers, as line managers, bear the important responsibility of directly cultivating subordinates. They are very familiar with the performance and ability of employees and know how to cultivate subordinates. As an assisting department, the training department should do its own training management well and avoid crossing the border.
2. The acquisition and guarantee of training resources is the key.
The middle and high-level core team has the power to control and allocate the company's resources. Resources, training fees, training time, training venues, etc. required for training management personnel. They are all adjusted by the middle and high-level core team. Although some enterprises pay a lot of training fees every year, there are not many training fees that can be implemented in the end.
3. It can enhance the influence and driving force of the training department.
If the training department is supported by the middle and high-level core team, the influence of the training department can be improved invisibly, and the grass-roots supervisors and employees will actively cooperate with the work of the training department, and the driving force of the training department can be greatly improved. After Yang became Lenovo's internal lecturer for the first time, Lenovo's training management work improved greatly.
4. It can promote the learning enthusiasm of employees and improve the internal driving force of employees.
If the middle and senior core team can actively support the work of the training department and learn and share by themselves, it will certainly stimulate more employees' learning enthusiasm and improve their learning motivation.
5. The active participation of middle and senior managers is the key to improve the training effect.
No matter the courses attended by middle and senior managers or the courses attended by their subordinates, the training effect will be limited if the middle and senior managers do not cooperate with the survey of pre-training needs, do not participate in or support the participation of subordinates, and do not supervise and coach after training, which is also an important factor for the poor training effect of many enterprises at present.
6. It is the key to personal rapid growth and achievement.
You cannot make a silk purse out of a sow's ear. The reason why the training managers of many enterprises have not made too many achievements and can't grow up personally is that the support of middle and high level is not enough, the training resources are scarce, and there is no way to make a fist.
Second, why can't you get enough support from the middle and high-level core team?
1, the awareness of trainers is not enough, and the awareness of winning the support of middle and senior core teams is not strong.
As mentioned above, some trainers think that training is the business of the training management department, and all the responsibilities are taken up. Some trainers are aware of the need to win the support of middle and senior core teams, but their awareness is not strong enough and they may give up because of some setbacks.
2. The middle and senior core teams have insufficient understanding of learning and training subordinates.
After understanding, at least a considerable number of middle and high-level enterprises do not know enough about their responsibility to train their subordinates, and think that employees learn by themselves. Even if they think that middle and high-level subordinates should be trained, quite a few people think that employees' ability is exercised in actual combat. Employees should observe and learn from their superiors and colleagues themselves, and even move out of their own learning experience. Although the idea of teaching apprentices to starve to death is less than before, at least a considerable number of line managers are not training their subordinates at present. In addition, a considerable number of middle and senior managers do not know enough about the concept of training, and think that training is useless or just the welfare of the company. These aspects show that the middle and high-level core teams don't know enough about the importance of training and team building.
3. The middle and senior core teams don't know how to support the training work and monitor the training effect.
Many middle and high-level enterprises will pay more attention to training, hoping to support the work of the training department and train more talents for the company. However, there are not many ways to support yourself. Generally speaking, it is enough to give more training funds and talk more at the meeting. There is no method to monitor the training effect, and it is always wishful thinking that the effort will be rewarded. Many enterprises spend a lot of money on training for one or two years, but because of the poor effect, they finally reduce or even send lecturers or employees to study, which is why the middle and senior core teams don't know how to support and monitor the training effect.
4. The training effect is not ideal, and the middle and senior core teams lose confidence in the training.
Some enterprises that once had sufficient training funds, but later had less training funds, most of the training results were not satisfactory, which made middle and senior managers lose confidence in training. According to the reaction of their middle and senior management, the training they participated in or the training their employees participated in was either not targeted, or the training content and teachers were not good, and the training experience was not very pleasant. Even though some training experiences were pleasant, employees and enterprises gained little after the training. At first, they thought they could improve, but then there was no good way, and finally they gradually lost confidence.
5. The trainers' professional ability and service mentality are not enough, and their influence is limited.
In the process of obtaining the support of the core team of middle and high level, cultivating employees' professional ability, positive service mentality and good interpersonal skills is the basis of obtaining the support of middle and high level and enhancing their influence. Due to the relatively short introduction of training in China, training managers have not yet grown up, and there are very few excellent training managers with strong training management ability in the market, and even fewer training managers with high comprehensive quality with the above three conditions. At the same time, many training managers are not good at integrating resources to enhance their professional ability and influence, resulting in limited influence and support.
6. Affected by the business environment
Some enterprises pay too much attention to short-term results because of improper management methods, and everything is result-oriented, which leads to short-sightedness of middle and senior managers and training gives way to business work.
Third, how to get the support of the middle and high-level core team?
Support that middle and senior core teams can provide.
1, training resource support
The first support that the middle and senior core team can provide is training resource support, which mainly includes: training budget, training time, training venue and training-related policy support.
2. Attend the training.
Senior and middle-level core teams can participate in the following training work and provide support to the training department:
① Cooperate with demand survey;
(2) Help clean up: Before attending the training, clean up yourself and attend the training with a learning attitude. At the same time, help to clarify subordinate employees and let them participate in training with learning attitude and problems;
③ Post-training consultation;
④ Become an internal lecturer.
Step 3 concentrate
Under normal circumstances, what middle and senior managers pay attention to, the following employees will pay attention to. Therefore, middle and senior managers' attention to training is a method to support training at the lowest cost. Specifically, it includes: understanding the situation and application of employees' participation in training, understanding the training needs of employees, understanding the learning difficulties of employees, understanding the training progress, understanding the difficulties existing in the training department, understanding the training content and participating in training.
4. Active publicity
Middle and senior managers actively publicize the importance of training and call on employees to participate in training. The positions of middle and senior managers and their individuals generally have a very strong influence. One sentence of middle and senior managers is more effective than ten sentences of training managers, which can effectively improve the participation of students and improve the training effect.
5. Practice learning and sharing.
In addition to paying attention to, publicizing and participating in training, middle and senior managers can also guide their employees' interest in learning through practical learning, and actively share their learning gains with employees, further stimulate their interest in learning, and make contributions to the construction of the company's learning organization.
6. Put forward requirements for training and supervise the implementation.
In addition to direct support, it is also a way to support training by asking for training and urging implementation. The position of the general training department in the company is not particularly high, and the understanding of the company's operating conditions is not necessarily thorough. Middle and senior managers put forward requirements for the training work of the training department, which can directly point out the direction for the trainers. Supervising the implementation of training can not only enable middle and senior managers to effectively control the training process, but also mobilize the enthusiasm and enthusiasm of training managers and improve the training effect.
(B) How to get the support of the middle and high-level core team
1, improve the professional ability and service mentality of training managers and enhance their influence.
To gain the support of middle and senior managers, we must first improve the professional ability, interpersonal skills and service mentality of training managers, so as to improve their influence. As a training manager, you need to actively build your service mentality and interpersonal skills, and your professional ability is not built in a day. We can use the professional ability of professional training institutions to improve our professional ability quickly in this process.
2. Hold training seminars to make the middle and senior core teams understand the importance of training and master effective support methods.
By holding training seminars, it is an excellent way to let the middle and senior core teams understand the importance of training and master the methods to effectively support training. Many middle and high-level customers we have served don't pay much attention to training, and seldom know how to cooperate with the training department, so it is very difficult to promote it. After understanding, we had a frank communication with the middle and senior core teams in the form of training seminars, and communicated the importance of training, the concept of training, the training plan for the coming year, and how to support the training work. With the support of the middle and high-level core team, the training work was carried out smoothly.
3. Design an appropriate training plan in combination with the company's business, and effectively ensure and improve the training effect through process control.
Only by understanding the company's strategic planning, management status and human resources capabilities, and combining the company's stage priorities and the priorities of various departments, can we design a training program to promote its business growth and win the approval of middle and senior managers. The design of the training program is only the starting point. To gradually strengthen the confidence of middle and senior personnel in training and gain more support, it is necessary to pay special attention to every detail and ensure and improve the training effect through process control. The training demand analysis 432 model and training service model independently developed by Guangzhou * * Graphic Consulting Co., Ltd. have been recognized by many customers, which can ensure the training effect of enterprises from the core elements, and training managers can learn from their core concepts.
4. Establish a learning organization and create a good learning atmosphere.
If the enterprise conditions are not mature, it is not necessary to build a learning organization according to the standards of learning organizations, but at least we should understand the spirit of building a learning organization and encourage middle and senior managers to participate in the construction of learning organizations, thus creating a good learning atmosphere.
5, to carry out various forms of training, to stimulate the learning interest of middle and high-level and grass-roots employees.
Carry out outdoor development, sand table simulation, video teaching, lectures by internal and external lecturers and other forms of training, and fully operate video teaching, case analysis, discussion, role simulation, story sharing, games and so on. In the course, students and middle and senior managers can further understand the charm of training, so as to get further support from middle and senior managers.
6. Cultivate senior core team members to become internal lecturers.
Another important way to get support from middle and senior management is to let them become internal lecturers in the company, so that they can experience the difficulty of training and the joy of knowledge sharing and increase their understanding and support for training.
7. Understand the ability status of the members of the management team, and actively assist them to cultivate the team.
No matter how well the training is done, it will eventually be reflected in the team building of managers, which can effectively help managers cultivate teams. Therefore, it is necessary to further understand the current situation of the ability of managers' team members, help them design scientific plans, and help them supervise the training transformation of subordinates, which will really promote their team building.
8. Pay attention to the support of the core members of the middle and high-level core team.
In order to get the support of the whole team, we must first make a breakthrough, get the support of influential senior leaders and other influential managers in the core team, and use their support to drive the support of others.
9, the courage to promise to get the support of middle and high level.
On the basis of analyzing the training needs, training managers can make a scientific prediction on the training effect, so as to gain the support of middle and senior managers, and at the same time take effective measures to ensure and improve the training effect in the implementation process, so as to ensure that the training effect can be realized and further gain the support of middle and senior managers.