Managers as Facilitators of Improvement

Using managers as trainers improves the credibility of any training effort. Participants are more interested when listening to the boss and the bosses, especially senior management, and are often perceived as having more influence to make changes and improvements. And while managers might attend the session with participants, they have even greater impacts when they are actively involved in the training effort itself.

But most managers aren't given much experience in training and classroom communications and often rely more on war-stories to communicate messages.

Volunteer manager-trainers are the most likely to succeed because they see a benefit in doing so (work improvement, exposure, skill or career development, etc.) and will be willing to put in the time and energy to make it successful.

The skills you need to teach are firmly grounded in the participants own history of success and failure -- they know how adults learn because they are adult learners themselves. A bit of time spent discussing likes and dislikes are often sufficient to outline the more successful classroom situations they can use. Time to discuss ideas in small groups, ideas that get supported and not shot-down, time to process information, clear goals and objectives and other concepts will be mentioned.

They also need work on listening skills and allowing others to generate ideas. The use of the illustrations and the suggested method of delivery permit all of the above to occur. Your goal, as trainer of manager-trainers, is to set the stage for their learning, generate a highly participative and interactive team environment, and provide positive feedback about presentation improvement that will support their efforts. If you can transfer ownership through active involvement, you will gain sweat equity that more than makes up for the loss in "presentation skills."

Simple thoughts on Facilitation

Some thoughts on Powerpoint Presentations

Some thoughts on Effective Meetings

Here is a list of some thoughts on Managers as Trainers:

There are many positive impacts when managers get directly involved in speeding the change process using these illustrations. The most common benefits include:

Managers improve and practice leadership and coaching skills.

A stronger partnership is created among those involved.

Credibility and believability increase.

Teams and support structures can be defined / action plans implemented.

Managers share ideas about expectations, objectives, and impacts.

Managers gain active involvement and commitment to implement.

People are more supportive of the training when their input is used to generate solutions and solve problems.

Managers develop active ownership for results.

Managers will actively manage perceived and actual roadblocks.

We can get things started immediately and reward improvements.

Managers have the technical expertise, job knowledge and skills.

Managers understand what's good about our culture and its shortcomings.

Managers get real involvement in the design, planning and implementation.

Managers can answer complex questions and details of implementation.

Managers can tell stories and give real examples and successes from within.

We can't afford to always use internal trainers from corporate staffs

- They don't know how things really work

- They generally cannot assist in long-term improvement projects

- They don't always have credibility with the people

- They don't have ownership of the process

We can't afford external resources

- They don't know our business and how things really work

- They are too costly


Why use illustrations as productivity improvement tools?

Drawings are simple, useful and effective ways to create lasting impact. They stimulate and engage participants. They are memorable and produce individual involvement and understanding. And they link to how adults learn.

Some realities about adult learning:

It is easier to learn in a non-judgmental, non-threatening environment.

Learning is more effective when actively engaged and participating.

Learning is multi-modal, involving feelings, thoughts and visions.

Peer support and shared experiences are powerful anchors for change.

Mistakes and errors are powerful motivators for learning.

Here are some thoughts on using our toolkits for organizational development:

Square Wheels® are powerful teaching tools because they link to how people learn.

They trigger feelings and thoughts and relate well to the workings of most organizations.

We've known since early times that stories and metaphors improve thinking processes and stimulate retention.

Yet modern business often ignores the power of visions and the processes of change management.

The illustrations and approach herein are proven tools. They've had positive impacts at conferences worldwide.

They've stimulated laughter and animated discussions.

They motivate, involve, enlist, and engage.

And we offer them to you in the hope that you can use them powerfully and memorably.

Illustrations push people into thinking, linking, and creating. Objectivity, collaboration and divergent thinking soar.

People's ideas generate synergy, ownership and involvement. And change is done with people, rather than to them.

This guide supports any manager's quest for stimulating or re-energizing continuous quality or process improvement.

The guide is meant to be simple, practical and complete. It's designed for low-tech production of workbooks and visuals.

All that is needed is a copier and transparency film along with paper for handouts.

It contains all the visuals needed to deliver a powerful workshop.

One that people will remember -- and use. For Fun and Impact.


Benefits of using these Toolkits:

Designed for coaching and facilitating.

Bombproof. Proven results and impacts.

No training experience needed.

Builds involvement and commitment.

Works at all levels.

Easy to use and engaging. Fun to deliver.

Adaptable. Flexible. Powerful. Effective.

Generates ideas for change.

Packaged ideas and strategies for implementation.

Effective training and development tools.

Targets change management.

Ready-made workbooks. Copy and use.

Easily engages people in issues and opportunities for improvement.

Cost effective and high impact.

Easy to use. Proven and flexible.

Simple to deliver.

You benefit from the concept and the tools. Its flexibility meets real-world needs.

You get the experience of 4 years of presenting these concepts in different situations all over the world.

Easily links to the other Square Wheels toolkits, saving you training and transitioning time in the classroom

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