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How do you create real buy-in for development from people managers?

Question: “Managers will often ask for training then become one of the road blocks to ensuring it happens and that training is followed up on. What advice do you have for creating an attitude of real buy-in from managers of people?”

There’s actually a great article from Tim Riesterer called “A skills deficiency of our own making” (http://ow.ly/HfAR306FitX) where he talks about managers becoming the road block.  “Faced with the contradictory pressures to drive the business or take time to hone their team’s skills, the majority of managers are opting to take a pass on the training, according to 56 percent of respondents.”

So you need to help them understand the impact. 

We have a customer toolkit just for managers to help them understand what’s in it for them – if employees are more proficient, then you’ll get greater results… but YOU must help them close those gaps.  They need both an education and tools to help them to change, quickly and easily.  Managers also need to understand that NOT developing people is a risk. If they aren’t given the opportunity to grow, they’ll go somewhere they can. 

Through active participation in their team’s competency assessment, managers will see exactly what gaps each person has.  This makes their job SO much easier.  No guesswork!  Plus, they can identify task-based mentors so team members can work together to build bench strength.  If a personalized learning plan for closing any gaps is automatically generated, it will be hard for a manager to say, “listen, I know you have gaps, and here’s a list of activities you can do to close them, but I’m not going to give you time to do that.”

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