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TRAINING & CPD Tim Hysom, Account Director at Anabas, discusses why training, whilst not


A FRAMEWORK FOR DEVELOPMENT


without its challenges, should be an ongoing journey based on the individuals in your business.


Reflecting on what contributes to a high-performing team should inform everything you do. Planning and clear direction are key, but so is having the right personalities and skills mix. As such, training and development can be used to enhance and develop skills within the team. Training for FM staff comes in two forms – training to ensure personal and career development, and training that is tailored to your clients’ needs and requirements, enabling you to deliver the best possible service.


Developing new skills to


enhance client services So much of FM delivery is practical and problem solving, so learning from experience in the form of mentoring and coaching on a one- to-one basis is invaluable. Formal qualifications are relevant and can provide a great basic knowledge as an overview, but they are not necessarily tailored to what your clients need on a daily basis.


Why one to one? People tend to learn from example regardless of their preferred learning style and so with the right guidance and encouragement, positive growth and job satisfaction should flourish. The idea of becoming a mentor or coach is still one that is often shied away from.


This is, in part, down to a number of common challenges. Managers often lack the skills to teach and develop others simply because they have never been taught to do so. Coaching can often be a difficult skill to master and most mangers are used to directing rather than developing others to deliver something. Furthermore, in a corporate environment, there is often a lack of time. Managers often feel


50 | TOMORROW’S FM


there aren’t enough hours in the day to coach others. This in itself can be counterproductive. Making time to pass on skills will save time for the business in the long run.


In order to combat the above, a cultural shift to alter the style of management in an organisation is often required – but if all staff are developed in the same way from the top down, then managers and supervisors can lead by example.


“Managers often lack the skills to teach and develop others simply because they have never been taught to do so.”


By developing and implementing a process to provide steps for both the coach and the individual to follow is a starting point for making it work. Encouraging regular and honest conversations and allow those you are coaching to make mistakes. These provide an opportunity to reflect and to discuss how a different approach could have delivered a more positive outcome. When you set clear goals, objectives and timeframes as well as measure their progress at regular intervals, many of the aforementioned challenges can be overcome. Remember, the key to being an effective coach is a good collaborative working relationship with the learner.


Learning key FM skills &


measuring success Coaching and formal training should


mark part of the development process and our staff are also responsible for their own development. They need to identify their own needs, set their own pace and use their own initiative.


A combination of learning styles and resources can be used including online training guides, on the job shadowing, reading and self- learning, and industry influencers. Furthermore, developing a training plan with each member of staff and documenting progression can help. This can include employee journals (learning and development action logs that can be used to document the journey), records of all development (training attended, qualifications gained, resources read or viewed) and encouraging individuals to demonstrate new skills or knowledge and share accordingly.


Training for FM staff comes in two forms – training to ensure


personal and career development, and


training that is tailored to your clients’ needs and requirements


Training should be an ongoing journey based on the individuals in your business, your clients’ needs, changes in the industry and legislation. It comes in many forms, from online self managed learning to a more formal classroom setting, shadowing and mentoring.


www.anabas.co.uk twitter.com/TomorrowsFM


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