Impact of Managers on the Transfer of Training
What is the true impact of managers on the transfer of training? While we have always believed that managers have a big impact on the transfer of training from the classroom to the job, our recent study of 121 professionals and their managers at a major North American financial services firm amplifies the impact of managers on the transfer of training.
1. 20% Higher Skill Adoption
Manager coaching is directly linked to skill application on-the-job. We compared 61 participants average proficiency score across 38 skills who received individual coaching to 47 control group participants who did NOT get individual coaching. The Coached Group scores were nearly 20% higher than those who did not receive coaching from their manager.
Are your managers providing reinforcement coaching for your critical initiatives? It could make a 20% difference.
2. 2x Greater Performance
Manager coaching is also directly linked to on-the-job performance. Each participant was asked for one example of how “coaching conversations with your manager have made a significant difference in a sales situation.” These were verified to include the situation, specific coaching, and results over the last three months.
Our training measurement found that the Coached Group created 2x more new revenue over the same time period as the Control Group. Are your sales managers coaching their direct reports to help meet revenue targets? It could double your revenue.
3. 72% Difference
How do those being coached feel? We asked, “What difference did the coaching conversations with your manager make in your success? The rating scale ranged from 100% “made all the difference” to 0% “made no difference” (your manager did not have any impact or played no role in your success).
Participants in the coached group said their manager “made a significant difference” (72%) compared to “a little difference” (33%) for the non-coached group. it worth a manager’s time to coach? Just ask those who benefit most.
The Bottom Line
Coaching and reinforcement form managers has a significant impact on skill adoption and performance. If you want employees to use new skills and improve their performance, make sure you involve your managers before, during and after your workshops in a way that makes sense. Otherwise, your training investment is most likely nothing more than wishful thinking.
To learn more about how to measure and improve the impact of your training initiatives, download Training Measurement Best Practices – 5 Practical Steps to Make it Happen
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