How to Become a Better Trainer

The other day my wife asked me a question: “If you are a manager and you were asked to train a new employee, which style of training would you use?”

1. Direct
2. Supervisory
3. Coaching
4. Supportive

I said (A). If you answered (B), then you answered like most people since the first thing that comes to mind is you are a manager therefore you would supervise the new employee. Unfortunately, (B) is the incorrect answer and “Direct” is the right one. This question was posed to my wife and the rest of her team at a workplace meeting. The whole point of the exercise was to show how everyone could become a better manager and trainer.

The Management Approach

Direct Approach

The direct method is the very first step in training. The first thing that comes to my mind is “What” and “How.” Part of your goal is to direct the new employee in:

1. what are the tasks and responsibilities of the job and
2. how do you want the new employee to carry out the task.

Each manager has their own level of standards of how a person should perform. First you are showing the new employee what needs to be done and how you want it to be done. Some managers view the direct approach as being too aggressive while others believe it is an information overload for a new employee. By delaying the use of the direct method, you are also delaying the training. The longer the training, the more time and money has been wasted. Ultimately, you want the new employee to observe the duties presented and to listen what you have to say. This is the time in which the employee should ask as many questions necessary to fully understand the job.

Supervisory Approach

The second stage of training should be the supervisory approach. At this point you feel comfortable enough to allow the new employee to perform on their own. This is the time when you step back and allow the new employee to carry out the job functions. Your job as a manager is to oversee the employee whether the duties and responsibilities are being appropriately met to your standards. When a task is done incorrectly, your job is to guide the employee in the right direction.

Coaching Approach

The third stage of training is coaching. By this time the employee should have been given sufficient time to absorb the information of what has been taught. During the training period you have observed the employee’s performance. It is your job to coach the employee in how to become a better. For example, this may include how to provide better service or how to become more productive. Your goal is to improve the way the employee has been performing.

Supportive Approach

The final step to training is the supportive approach. By this stage the employee has integrated into the team. He/she has gone through multiple stages; observing, learning, performing and improving. The final stage is discovery meaning an employee may have discovered new ways in performing certain tasks. Perhaps it is an improved method of increasing efficiency. The supportive approach allows for this change. As a manager, you should be open to new ideas and suggestions by your employees.

Is there a Middle Approach?

We have explained that there are four management training styles and the order in which each one should be applied. However, there is a middle management approach, but you need to know when it is appropriate to move in that direction. As you can see on the grid there is a horizontal and vertical axis which separates each approach. Beginning with the direct approach, you have just been introduced to the new employee. As you become more acquainted and feel that the employee has grasped the concepts presented, you may decide to slowly move towards a supervisory approach. Therefore, you have not quite left the direct approach yet you haven’t full submerged yourself in the supervisory approach. Managers using the middle approach must be careful and avoid jumping back and forth between two training approaches. This could lead to confusion and miscommunications to the employee. It all comes down to being able to read the employee and knowing when its time to proceed forward.

What Management Style Do You Use?

Being firm and direct may sound too much for some, but it’s the correct approach. It doesn’t mean you have to change your attitude and be less caring, but it is rather adjusting your approach on how you can become a better manager and trainer. Direct your employees to perform the way you want them to perform. Supervise them to make sure they are meeting your standards. Coach them to be better at what they do and support them because you believe in them. Keep in mind these four approaches of training styles the next time you need to train someone new.

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