For many years we have coached leaders to upskill and uplift their team with proper training, and that this is a worthwhile investment in the largest asset, their team. Many times complaints come back to say the results were great for the first day or two, then most of the time team members slump back into their old habits and all the positiveness of training is gone, with it the new skills. Have you as a leader experienced this? We can even look at ourselves? Do we always implement and skills learned and drive the new way of thinking and doing, or do we also let it slide as soon as pressure starts to build at the office?

It is awesome for leaders to create an environment of learning and development, and to see that their people get the necessary training, but it is to no use if they do not allow the implementation of these new skills. I am of the opinion that this is where a lot of times the problem lies. Leadership does not allow the new way of thinking and doing, because it does not want to change the culture by giving new leaders to really develop these new found skills by implementing them.

Isn’t this one of the reasons these trained personnel now get offers from opposition companies and we wonder why? For more money they say, but deep down we know differently!

Through proper coaching and mentoring the best students become even better and the greatest leaders excel further. When the proper channels of follow-up are in place training becomes the tool it is meant to be. It encourages team building, enhances relationships, internally and externally as well as build trust among all team members.

Here are some statistics on how to improve employee engagement. There is only one way and that is through follow-up, as the stats show:  © 2020 Frank Wagner, Chris Coffey & Marshall Goldsmith