Join Ajay Pangarkar for an in-depth discussion in this video Answering the five key operational concerns, part of Gaining Internal Buy-In for Elearning Training.
- Operational managers, will approach and ask you, for a training solution. Let's say you design, what you think, will be an excellent plan, that will clearly drive results. You bring your back to the operational manager, and then, they ask you a ton of questions, such as, how much is this going to cost? Or, how much time is it going to take? It might feel like they've changed their minds. This isn't the case. Operational managers must make choices, that'll maximize their limited resources.
Let's prepare to answer some common questions, they may ask. First, what's the budget for training? You need to know this number, well before developing any training solution. Too often, training practitioners, first build the initiative, quickly discovering, it exceeds the manager's budget. Then, they try to adapt their initiative, to the budget, ultimately, losing its intended impact. Next, how will you use the money? Operational managers must make the best use of available resources.
They'll want to know how training funds will help their employees achieve their objectives. After carefully assessing their needs, work with them to determine the most appropriate methods, to deliver the training, or provide various options for them to choose from. Just make sure it fits within their budget. Knowing in advance, what is financially acceptable, for operations, provides insight into building an appropriate, and effective, training solution. It also secures their support, and approval.
You need to reassure them, they made the right decision. Third, how much time will employees need for training? The demands, operational managers, and their staff, face, is exceptional. Any time an employee is not working, is downtime. When developing options to deliver training, minimize employee downtime, even if they're doing it online. The more you limit downtime, and integrate training within their environment, the greater the support, from operational managers.
Fourth, what will employees take away from training? This is the, make or break, question for training. Operational managers send employees for training, out of self-interest. Essentially, to improve operational performance. Be precise on the issues training will address, and the skills it intends to improve. Finally, answer how will the department benefit from the training. Operational managers have immediate operational needs, that align to long-term objectives.
Your training efforts should align employee performance, with the specific operational performance objectives. It'll take some time to recognize the performance relationships between them, but, trust me, it'll be worth it. This will solidify your value, in the minds of the operational leader. These are just some of the more relevant questions to prepare for. But, don't stop with these. Get out of your office, and meet with the operational leaders, before they require your support. Learn about their business, and become their business partner.
- Defining learning as a business activity
- Identifying the three primary stakeholders
- Answering questions from stakeholders
- Addressing operational concerns
- Leveraging RADAR to support elearning
- Overcoming challenges