Sie haben Schwierigkeiten, Manager für die Umschulung von Mitarbeitern zu gewinnen. Wie können Sie ihre Unterstützung für neue Rollen sichern?

To secure managers' support for reskilling employees, emphasize the long-term benefits: increased adaptability, reduced turnover, and improved team performance. Show how reskilling aligns with company goals and addresses future skill gaps. Involve managers in the process by asking for their input on relevant skills and offering targeted training that meets both employee and business needs. Highlight success stories to demonstrate the positive impact of reskilling on productivity and morale.

I would try to understand where their hesitation lies. Do they think the time investment isn’t worth it? Do they feel their team won’t benefit or doesn’t need reskilling? Have they felt left out of the process and want to be more involved from an SME standpoint due to negative previous experiences with feeling like the training is no longer relevant or accurate? Having open, honest dialogue around how to partner could help with shifting their perspective and allow them to become champions of the change. Getting managers aligned and onboard would be crucial the success of the reskilling which then helps to lessen employee anxiety and create a better environment for success .

When you frame it so managers understand, in the long run, their jobs will be easier. Yes, there is some upfront time for upskilling. However, that investment will compound once implemented. The trick is to help the manager understand how much time it will save the manager. Look at it from their perspective.

Como líder consultor debemos de desarrollar habilidades y herramientas que realmente hagan involucrarse en esos roles que los avances exigen de acuerdo a los nuevos retos, este reciclaje profesional requiere involucrarse en todos los niveles, no podemos dejar que esos nuevos roles nos rebasen.

Los debes involucrar. En primer lugar, solicita su opinión para que identifiquen habilidades futuras que necesitarán sus equipos y que sugieran potenciales talentos. Luego prioriza de que sean parte del diseño de los programas de capacitación para garantizar que satisfagan las necesidades de sus áreas y de la empresa en general. También puedes pedirles que actúen como mentores, ya que su presencia inspirará a los colaboradores.