In what has proven to be an enduring training classic, the book entitled Transfer of Training by Broad and Newstrom (1992) used the above chart to succinctly illustrate the power of the various factors affecting the ultimate successful transfer of training back to the job.
Research indicates that the Manager was both the number 1 and number 3 factors - having the power to prevent any training making it’s way back to the job. Sometimes all it takes is a manager’s comment, a rolling of the eyes, or a sigh. They hold that much power in the lives of their direct reports.
In Dave Arch's book Lead When You Dance, he uses thirty-five years of Sandler Leadership and Management training to demonstrate that the most effective managers consistently deliver on all four of their primary responsibilities:
Supervise
Train
Coach
Mentor
Managers can do the best job of training both from hopefully a credibility standpoint as well as the opportunity to model and coach the behaviors on-the-job.
Consequently, when working with a company, we make managers our priority in any training initiative. We both train and coach them so they can ever more effectively provide leadership to their direct reports - moving beyond reliance on positional authority to an earned authority based on mutual respect and trust.
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Sandler Leadership and Management Curriculum
My winning the Highest Annual Sales Volume Increase Award at Colliers Lanard & Axilbund for 2007 was a direct result of Sandler® training. The best aspect of the training is the individual attention that ensures the success of your clients. From the personal coaching sessions, to the classroom environment, Sandler provides the tools to become a terrific salesperson. I can think of no better training/coaching program than Sandler Training.
David L. Reibstein
Colliers Lanard & Axilbund