Situational Approach to Leadership, Training, and Development
Show 6 we focus on the needs of the employee and that is critical. The approach I learned over the years, especially when the topic is training and development, is to provide what the other doesn't have and needs to be successful.
The mindset to make you successful in the development of skills is to see yourself as a college basket ball coach (Show 5). At best they have talent for 4 years and usually the best people are gone after 2 - they have graduated to the next level. I know that is less than desirable to invest time and money, mostly time, into an employee only to have them depart for better opportunities. But let's look at the reality of the situation. Unless there is a career path inside your business people are going to leave. The only thing you don't know is for how long. I am advocating getting the most from them as quickly as I can.
Before discussing how to train them quickly to maximize return on their paychecks, one more thought on the college basketball approach. What if you established a reputation as the 'best place to work?' Part of attracting both enough people to fully staff the operation and making it the right people is reputation. It will affect prospective employees and if we are talking the younger generations - their parents.
Here is a quick review of the progression people go through from Show 6:
WHAT YOU NEED TO KNOW
Training & Development - A Quick and Smart Process
Rules of Training
WHAT YOU NEED TO DO
This process has worked for centuries, probably longer. Look at the stages an apprentice goes through to be considered a master. You are doing the same thing. This process will provide the following outcomes:
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Executive Team & Show Hosts
Commentary and opinions on entrepreneurial capitalism.