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Become an Effective IT Training Manager

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Wouldn’t it be nice to have a team that loves to train, and understands the benefit of expanding their knowledge in the ever changing world of IT? Of course! Now do you get your team to invest the time and effort needed to be consistent and successful with training?

We’re glad you asked. Here are a few pointers on how to become an effective IT training Manager:

Meticulously Define Your Goal
When setting out to become an effective IT training manager, the first and most important step is knowing your overarching goal.

  • Do you want your team to have a deep knowledge in a particular area?
  • Do you want them to have a basic knowledge in a variety of different technologies?
  • As IT professionals, do you want them to value continued learning and make it a priority?

Take some time to think it through. First, the goal should align with the values of your organization. It should be something that can you can defend inside and out because you may have doubters, to whom you’ll need to be able to communicate the value of your goal and of training. Finally, your goal should be discussed often and praised when achieved.

Creating Structure, Measuring of Success
Once you know your overarching goal, identify how you’ll know that your team members have succeeded in accomplishing that goal.

  • Will team members need to earn certification?
  • Should they complete a certain number of courses?
  • Is there a certain number of hours you’d like them to train per week or per month?
  • What timeline will they be given to complete these goals?

Your goal needs to be specific and measurable. Having a clear finish line will help to motivate your team members as well as provide you with clear guidelines when it comes time to assess.

Cascading the Vision 
With a goal in mind and success defined, you’re now ready to communicate the goal to your team. How you communicate your goal will greatly impact the way that it is received. Be sure that the group understands the overarching goal, the rationale behind it, and the benefits that you anticipate will be gained by the organization and the individual.

Acknowledge barriers that you anticipate may arise along the way and talk through how those barriers might be addressed and why it’s worth the effort. And most importantly: don’t stop! Let the goal and the benefits that training will bring be a new part of your vocabulary.

Communicating Expectations
With the vision clearly defined for both you and your team, it is vital that you communicate expectations clearly and simply.

  • What is specifically being asked of each team member?
  • What will be the result if the goal is achieved within the timeframe given?
  • What will be the result if it is not?

With expectations being communicated to team members, it gives you a baseline from which to check in. So, check in! Let your training expectations be a part of regular one-on-one and team meetings. These expectations will also prove useful when it comes time to assess how your team members have performed.

Creating a culture of training is valuable. It is valuable to the individuals on your team and the organization as a whole. The steps to getting your team on board — knowing your overarching goal, cascading the vision, and creating clear expectations — will help your team members understand how to accomplish their training goals.

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