It is often the case that when leaders attempt to share knowledge or experience, they sometimes forget how much more they know about a topic and may assume others understand more than what they actually know.
After observing a day of interaction between a Vice President and a Program Manager, it appeared pretty clear to the VP that they would start the next day picking up where they left off.
To the VP's surprise, however, the program manager had not internalized the concepts from the day prior and they spent some very important time breaking things down so that both were on the same sheet of music before proceeding.
How People Learn
Coaching is a critical part of an employee training development program.
Everyone learns differently. To have a successful employee training development program, leaders must remind themselves what it is like to learn a new task.
Some of us are visual learners, others do better when listening. A good leader presents information in multiple ways and knows the correct leadership style that will reach each individual so that they understand.
The Value of Breaking Things Down
Coaches want players to have fun so that they will grow to love the game and continue to play. However, imagine attempting to coach youth basketball by having the kids practice in a full 5-on-5 scenario.
Inevitably, if you attempt to introduce concepts of the game without breaking down the fundamentals, the players will focus on the fun of playing and miss learning the essentials.
Soon, their development will plateau, likely preventing them from reaching the next level.
Basketball coaches break down the game by introducing fundamentals via drills, then in smaller 1-on-1 or 2-on-2 scenarios. Experience shows that when they break down concepts and reinforce them through repeated drills, motor memory will cause the players to internalize concepts that will transfer to the full 5-on-5, game scenario.
Then, when it is time for the team to execute during the game, coaches learn whether the players have internalized the concepts. Ideally, this approach produces the desired behavior in the least amount of time.
Too often, those with experience assume others have the same level of understanding. Many times, this is not the case, but the desire to learn is there. An Employee training development program requires patience, but leaders know that this is the ideal time to educate and serve as a mentor.
Leaders who take on the responsibility to coach their staff and provide feedback on an ongoing basis demonstrate concern for their employees. In turn, this instills loyalty as employees recognize that their boss is helping them become more successful and appreciate their involvement.
Coach and train your staff: break things down so that your team understands the fundamentals and accomplishes your intent.
You will be surprised how much easier it will be to meet your desired goals.
