Transforming Managers into Leaders with Custom Training
Custom Training Benefits Everyone
Setting a clear direction for your organization by creating a strategic plan is an important step. But for Legacy Co-op, based in Yorkton, Saskatchewan it was only a first step. Cally Greziuk, Human Resources Manager, recognized that building the competencies of their management team was also a critical component in achieving the company’s goals. “We have a picture of where we want to go, but to get there, we want to ensure our managers have the skills they need to succeed.”
Managers were invited to provide input on the skills they wanted to develop and Greziuk identified a common theme. “There was a definite hunger for soft skills that ranged from conflict resolution and strategic thinking to effective communication and time management.”
She approached CCE for help in creating and delivering a training program to meet those needs. Heather Renshaw, Business Development Consultant with CCE met with Greziuk to formulate a plan.
“We started with a needs assessment and developed a timeline. Then our expert facilitator developed the content,” says Renshaw. “Legacy Co-op had eight priorities and we narrowed it down to a program with three modules, 24 hours in total. This allowed them to achieve their educational objectives in a way that also aligned with the Saskatchewan Job Grant requirements for funding.”
“CCE made the process easy,” says Greziuk. “Working with them was seamless and made sure we were developing training that would hit the mark and made the needs of our managers."
When we announced our partnership with CCE to deliver this training, all 30 of our managers fully embraced the opportunity.
For Greziuk, ‘hitting the mark’ meant the training needed to be balanced between incorporating practical methods and theoretical concepts. “We wanted our team to be able to immediately apply these new skills the very next day. This definitely delivered.”
One of the ways CCE ensured the training would resonate with the management team was to incorporate real-life scenarios. “Our facilitator took specific issues the managers were dealing with, and through application of different tools and methods, worked through the issues as a group. It's practical and highly relevant learning.”
You really can’t put a price on development. You’re offering an opportunity to your employees that makes them more effective and confident in their daily lives. —Cally Greziuk, Legacy Co-op
Another request on the training wish list was to introduce an accountability component. “It’s so easy to take training and then forget about it a few days later,” says Greziuk. “Heather suggested we incorporate coaching triads. We divided our managers into teams of three and they now have the opportunity to meet regularly to set goals and keep each other accountable in applying what they’ve learned.”
Renshaw believes that building in that extra element of coaching outside of the program creates a deeper level of accountability that’s critical. “By clearly outlining to your colleagues the skills you commit to working on and having them coach you through your development, it reinforces the importance of strategic thinking, fosters greater accountability and contributes to each participant’s success in refining those skills.”
Learn more about Custom Training offered by the Centre for Continuing Education.
Legacy Co-op is not the only forward-thinking organization reaching out to CCE. “We’re seeing an increased demand for professional development and are being approached by organizations from around the province and beyond. The need to develop and nurture skills is necessary if organizations want to grow and succeed,” says Renshaw.
Greziuk agrees. “You really can’t put a price on development. You’re offering an opportunity to your employees that makes them more effective and confident in their daily lives. They’re progressing from managers into leaders and that benefits our organization, our customers and even our communities.”
Banner photo credit; University of Regina