Registered Migration Agent Education: Effective Coaching and Mentoring Techniques

Oct 25, 2016
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registered migration agent

Technology has now made the world one global city. People are migrating more than ever before. Migrating can be a difficult process. That’s where a registered migration agent comes in to help. Migration agencies provide assistance to people who plan to move from one country to another.

You can be a leading registered migration agent by following few important things listed in this post.

If you are in the migration industry, you probably are already aware that training techniques, coaching and mentoring practices require continuous efforts to actualize your agency goals.  It is the most effective way for a registered migration agent to improve communication as well as fine-tune the agency’s overall performance. Learning this will help you become an efficient registered migration agent too.

Training techniques vary as per the nature of work, registered migration agent can adopt methods that suit their requirement. 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, as a registered migration agent impart knowledge as well as the competency of the employees. According to Vault Rankings and Reviews, the best consulting firms for formal training, 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 to become a registered migration agent, the success of your agency is imminent.

Familiarize The Workplace

Setting a clear picture of the workplace 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 for them to become a registered migration agent. The goal of all training and mentoring programs should be to attain professional development of the agency and its employees. Similarly they should be also trained to effectively handle agent management system.However, professional development should not only 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, a registered migration agent needs 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 fora registered migration agent. Enlisting these things in order, as per their priority will help in carrying out the work effectively. As part of your training techniques, 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. This will further help them to become an efficient registered migration agent that is responsible and skillful.

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 for your training techniques.

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 of your training techniques is heading. Interact with trainees and heed their feedback helps in pinpointing strengths and weaknesses. As a result, you as a registered migration agent 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 meets its objective when you can 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. For example you need to make sure your employees become experts in using the agent management crm. You as a registered migration agent must  then 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 a result-oriented impact on your employees is by showing in action the things incorporated in the training techniques. Remember, be respectful to the employees as professionals and outline responsibilities, this will instill confidence and encourage them to work for better results.

Quick Coaching and Mentoring Tips for Registered Migration Agent:

  • 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 to 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 to training and coaching
  • Clarify to employees the importance of the training.