For most employers and team managers, having a great team is paramount to success. However, most team members and employees are left to develop themselves.
If you are a manager, employer, or team leader, you should take the necessary steps to be involved in the growth and development of your team. The relationship between you and your team, especially when training them, will significantly differ from their results.
The support and participation offered by managers are very beneficial when training various teams. More companies need to have their managers take an active role in the growth and development of their teams. Here are the reasons why:
1. Set an example.
If you are an entrepreneur, manager or team leader, you should know that you set the example for anyone below you on the organizational ladder. Therefore, an excellent reason you should take an active role in the growth and development of your team is so that you can set an example.
If you set an example of excellence, then you will see it through your entire team. Vice versa is also true.
There is plenty of interaction between a manager or team leader and their team, especially during training. Your students or team will pick up on what you teach them, consciously or subconsciously.
It would be best to foster an attitude and culture of learning in your students or team. The best way to do that is to set an example by continuously improving yourself and holding yourself to a much higher standard than anyone else.
2. Get insight into your team.
If you want to manage your team correctly, then you should know them as intimately as possible. A great reason to be involved in the growth and development of your team is to get insight into each team member.
You can use various tools to boost and monitor each team member’s growth, including a personal development plan. According to this help guide, a personal development plan will set the course for change, outlining why and how each team member grows. A personal development plan is custom-tailored to each individual and will offer a lot of insight into each team member.
Many employees need training and upskilling to meet the requirements of their position, but very few organizations offer them chances to develop their skills. If a manager or employer knows their team intimately, communication and cooperation will be seamless and effortless, with success unquestionably on the horizon.
3. Enhance the value of employee development.
Research shows that most employees leave organizations because they do not see a clear path to progress in the company. If so, employees become disheartened, and they will eventually quit.
A manager or employer should be active in their team’s growth and development to show them its value. It would help if you communicated how their action would lead to greener pastures in the future, whether within or outside the organization.
If you create the time for your employees whenever they need you, it will become clear that you value their progress and have their best interests at heart. The results will be that you will have employees who want to improve themselves as they know it will pay off in the end.
4. Set training and performance goals.
Unfortunately, most managers or team leaders barely know what is required to train and improve their teams. They often receive a training manual from the company and use it without any alterations to the process. The result is that the training rarely involves what is necessary for real-world applications.
As a department head or manager, you should know that your role in the training and development of your team is to help them set meaningful and achievable goals. You cannot do so adequately if you are too far removed from the training itself.
You need to be embedded in the training and development of your team if you are to evaluate it closely and, better yet, see if it helps your team accomplish their goals. Training goals should translate to job-specific skills and broader professional development.
Key Performance Indicators (KPIs) are a great way to set performance goals. Managers should also work closely with their teams to find new areas of development.
In conclusion, if you manage a team of any kind in an organization, then you have a massive responsibility on your shoulders. The best way for you to fulfill your duties is to proactively be involved in the growth and development of your team. You don’t have to take my word for it; try and observe the results.