This is the second of three blogs on how managers can help make training “stick” after the team returns to the reality of everyday work. In this entry, we focus on following up with the entire team.
Well-run group challenges on a training day can get people feeling and working as a true team. Engagement, collaboration and synergy are high. If you want to anchor that team “feeling” in the workplace, deliberately connect with them as a team in the weeks following the workshop. Do you say that you already have weekly or bi-weekly meetings that include tactical discussions and progress reports? Perfect. Now add elements that focus on team culture and you will all reap the benefits. Here are some ideas:
- Review highlights of the training at the first team meeting after the session. Ideally, this will be within a week. Ask people to bring their “Key Insights” and “Tool” cards and share one of their take-aways with the team.
- Set aside a dedicated meeting to review your team action plan or your group ‘norms’ as soon as possible.
- Set yourself a task to periodically review and revise the action plan and norms with the team. Are you doing what you said you’d do? Is it working?
- Develop a schedule to focus on one aspect of the training for 10-15 minutes at each of your upcoming team meetings. Involve others and make it fun.
- Provide regular team “forming” activities. These can be short icebreakers at the beginning of meetings where people share about themselves, informal pot-luck lunches, team celebrations or professionally-run team building events.
It takes hard work and commitment from everyone, especially the leader, to create a high performance team culture. And the rewards are great.
In the next blog, we will look at things you can do to follow up as you work one-on-one with people.