If you are in the education and migration industry, you probably already know that coaching and mentoring are practices which require continuous efforts to actualize your agency goals. It is the most effective way to improve communication with your employees as well as finetune the agency’s overall performance.
Training methods vary as per the nature of work, from where education and migration agencies can adopt methods that suit them. Imparting knowledge and grooming your employees include major phases of the training process – initiation, observation, interaction, and evaluation.
So, what determines the training process?
The success of your training process will depend entirely on the way you impart knowledge as well as the competency of the employees. According to Vault Rankings and Reviews, the best consulting firms for formal trainings, following are some of the points you should consider while hiring employees.
- Academic Background: For analytical skills and raw know-how
- Leadership: Past experiences of leading teams, taking and fulfilling responsibilities
- Related work experience
When you hire the best and train them professionally, the success of your agency is imminent.
Familiarize The Workplace
Setting a clear picture of the work place will familiarize the employees with what their future engagement is going to be like. You can do this by holding orientation classes before commencing regular work. The goal of all training and mentoring programs should be to attain professional development of the agency and its employees. However, professional development should not be limited to training programs. It should be an integral part of your agency’s core practice. With this norm internalized, before providing specific skill training programs, you need to set clear objectives in advance.
As there can be many aspects of work that need addressing and trying to handle them together will not be possible. Enlisting these things in order, as per their priority will help in carrying out the work effectively. It would be even more helpful if the employees develop a dynamic and versatile knowledge about the work. So, teach your employees their respective responsibility and give them ideas about work-related tasks that can enhance their personal development and create a dynamic team in the agency.
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Get Them Legally Acquainted
All agencies and organizations operate under mandatory provisions determined by state or federal authorities. You need to make the employees aware of the legal and constitutional requirements beforehand. This will ward off any untoward event in future that may jeopardize your agency’s workflow.
Apart from this, the agency will also have its own norms and policies set as guidelines for progress. Having the employees understand this should be a prerequisite.
Communicate and Interact Consistently
Coaching is a two-way process. As much as you impart knowledge and skills to your employees, the latter has to be equally participative to make the training successful. Consistent interaction with the employees on what they are receiving helps you design the next course of action.
Furthermore, the feedback you get from them is important in the sense that it tells you where the mentoring process is heading. Interact with trainees and heed their feedback helps in pinpointing strengths and weaknesses. As a result, you can make improvements accordingly.
Ask For Feedback Regularly
Leadership IQ Founder Mark Murphy, in Forbes.com, underscored the need of interacting with and getting feedback from employees: “Many managers underestimate their employees’ ability to handle constructive job performance feedback—so nine out of ten of them don’t give any. As a result, fewer than half of the employees are clear whether they are doing a good job.”
The goal of training employees is met when you are able to assess the following:
- Customized consulting: Providing strategies, plans, and overseeing implementation
- Impact- focused evaluation
- Cutting-edge research: For fresh insights, knowledge and practical tools
- Collective impact: For multi-stakeholder initiatives
The technical requirements in your training program need to be fulfilled if the mentoring is to reach its logical end. You must observe and evaluate trainees’ performance in the process to ensure your agency’s training process is destined towards its objective.
Hence, a leader or trainer can only lead by setting examples themselves. The best way to make result-oriented impact on your employees is by showing in action the things incorporated in the training programs. Remember, be respectful to the employees as professionals and outline responsibilities, this will instill confidence and encourage them to work for better results.
Quick Tips for Coaching and Mentoring:
- Make coaching process-oriented, using methods of observation, interaction, and evaluation
- Provide orientation of workplace and working environment to the employees
- Set priorities while coaching and teaching employees to set priorities
- Focus on teaching skills related with work and optimize on that
- Understand the unique capabilities of individual employees
- Try to develop a dynamic workforce
- Hold one-on-one consultation with the employees
- Focus on professional and personal growth of the employees
- Take feedback from the employees
- Select a collaborative approach of training and coaching
- Clarify to employees the importance of what is being taught