The manager does not need to be proficient or expert in the skill or technology being trained. The manager’s responsibility is to create an environment in which this employee could improve. You can effectively set up all the elements of the Skillset Coaching Model for skills transfer. First, tell; then show, then do, and finally, review by finding someone else to go through the process, then follow-up to see the results.
Suppose you are supervising an employee who has a performance gap in using a technology that you do not know how to use. How would be the best way to approach helping that employee fill the performance gap?
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