Answer:

You are right. The research is clear: a learner’s manager can make or break the success of any training program. So it is absolutely vital to get them engaged and supportive.

The first step is to be sure that they know how important their role is. Many managers don’t fully appreciate the extent to which they impact the return on the training investment for their department. Have you shared the data with them about how important their support is? If not, do so. Be sure your communication answers the WIIFM question (What’s In It for Me?) by showing them how a modest incremental investment of their time and attention can pay big rewards for their department and reputation.

Second, be sure they know what they are supposed to do. It doesn’t do any good to just exhort managers to “Do more pre- and post-course coaching!” if they do not know what it is they are supposed to do. Our clients have discovered that one of the big impediments to getting managers more involved is that no one has ever been explicit about exactly what they are supposed to do. They discovered that when they provided managers with an easy-to-use process and practical tools, many more of them became successfully engaged with good results.

Click here to read more from the latest Fort Hill Company Learning Alert to find out how to get your Managers more involved in learning transfer. Also we would love to hear from you so please let us know your take on the subject below!