Seeking Ideas for Behavioral Development Plans for Management in Manufacturing: What Training Works?

Hi everyone, I need your help. I am currently working on a project directly related to the Learning and Development of management-grade employees, focusing more on the behavioral aspect. I am looking to create a "Development Plan/Schedule" for employees at the Assistant Manager level and above, up to the General Manager level. This plan should aim to cover and enhance five aspects of individual development:

1. Aspiration
2. Learnability
3. Initiative
4. Value
5. Energy

I am part of a stainless steel manufacturing unit with a total workforce of 540 employees across Management Grades. Can any of you assist me in identifying feasible Training Sessions or Workshops to enhance or develop the aforementioned five behavioral aspects?

Best regards,
Sujata Grewal

Dear Sujata, Good to note that you have taken up this project. Whatever your designation is, the project is challenging. Since you are a working professional and not a student, your training efforts should be beneficial to the organization. You have given five attributes for the development of the individual. Nevertheless, what if these attributes are developed, the score is the best but then there is no change in the general environment? Then how will you handle this situation, and what would be the ROI of your training efforts?

Participants and Their Attributes

Going further, you say that the participants would be "AM and above- up to GM level". By now, persons of their stature must demonstrate value, energy, initiative, and so on. Can anyone become a Manager without these attributes in them? Maybe unconsciously, they might have developed these attributes in them, hence they are holding their respective positions.

Focus on Organizational Training

I have written 'n' number of times in this forum that the focus of training efforts should be on the organization and not on the individual. Training Managers at most companies do the other way round and fail to measure the ROI on Training. Since they fail to show the impact on the business of their training, in most companies, the training department is considered a secondary department. In view of this, it is my earnest plea to review the objectives of your project. One cannot experiment at the expense of the organization!

Alternative Solution: Conducting a Survey

As a different solution, I recommend you conduct a survey on the interpersonal environment, teamwork, or conflict handling in the company. The objective of your training efforts should be to improve the rating of the survey. The survey should be conducted before the training and one year after the training. The difference will show the impact of the change in behavior of the managers.

Thanks,

Dinesh Divekar

Dear Mr. Dinesh Divekar,

At ground level, we focus on Training & Development for the organization as a whole only. For this particular project, the background story is that we have gone through some third-party individual assessments for management grade (which is directly related to their yearly appraisals). After seeing the results of that assessment, I have taken on this project.

Now my focus is to find out training/session/workshop names for "each" category:

1. Aspiration
2. Learnability
3. Initiative
4. Value
5. Energy

If you can help.. :)

With best regards,
Sujata Grewal

Dear Sujata, my previous post was quite elaborate, yet you have come up with the same query. This is a little surprising. Run-of-the-mill training providers take advantage of this fixation and become rich.

Nature of Your Industry

What is the nature of your industry? How have you defined your organizational competence? If yes, have you addressed your training efforts to improve the organizational competence? There is nothing wrong in conducting third-party "Individual Assessments for Management Grade." However, going further, you are more responsible for the ROI on the training. By focusing on improving learnability or initiative, will you be able to measure ROI? Do you know if anyone has ever measured the ROI by conducting training on this?

Earlier, I have given an exhaustive reply on employee training. Click the following link to refer to it: https://www.citehr.com/523786-traini...ml#post2222367

Thanks,

Dinesh Divekar

Thank you so much, sir, for your quick and significant response. Let me go through the links you have provided, and I will surely get in touch with you to seek more knowledge on the topic.

With best regards,
Sujata Grewal

Thoughts on Behavioral Change Measurement

A very challenging project you are handling. I would like to share some general thoughts. As you are aware, behavioral change measurement requires a sound analysis of before and after behaviors of the participants with reference to what is sought to be changed. Apart from the content, the training methodology consisting of a skillful mix of case studies, exercises, and group discussions will matter a lot. I have attempted to suggest some titles for the training topics identified by you:

- Aspiration: "Sky Has No Limits"
- Learnability: "Learning about Learning"
- Initiative: "Breaking the Mould"
- Value: "Being Together"
- Energy: "Test Your Limits"

Hope you at least find it thought-provoking. Leads to wish you great success.

Regards, V.L. Nagarkar
HR Consultant

Dear Ms. Sujata, it's good to see you involved in developing leadership skills and managerial effectiveness among your executives. I have done a similar thing in one of my previous companies and sought the facilitation of a consultant. Your roadmap so far is right, but I would advise you to seek help from an outside practitioner in this area. The facilitator's role and scope would involve training and counseling individuals. The facilitator can also suggest books and other resources to enhance learning and agility, making them key aspects of the appraisal process within set timelines.

Regards,