Are you having challenges in engaging your instructors in your faculty development program?

Most career college instructors are highly motivated because they are passionate about their students. As career educators, they are driven by the goal of providing an excellent education to their students and helping them succeed in their life and career. These instructors are always looking for opportunities to enhance their teaching skills to better serve their students.

Training is ineffective unless the desired behavior, knowledge, and skills are transferred to the workplace. It is not enough to simply admonish employees to apply what they learn in training. Below is a suggested list of things to do after training starts to maximize transfer of training to the workplace.

Recreate your greatest strengths in those you mentor, while helping them hold onto the strengths they brought to the relationship. Sharing how their strengths have helped you often shows them just how much they have to offer, and that by applying what they learned from you, they are NOT YOU, a a better them for that which they have learned.

Educate ... knowledge is power and any knowledge you impart empowers those you mentor.

If five people share responsibility for a failure, how does that 100% get divided?  A true leader knows there is only one answer:

You - 100%
Person #2 - 100%
Person #3 - 100%
Person #4 - 100%
Person #5 - 100%

Each individual assuming 100% responsibility for the failure generates 100% effort to correct the problem and make it a success. Add it up and you get 5X the effort.  And by the way, less than 100% always seems to make it someone else's fault. Interesting how that works.

My greatest mentor was a man who could rip me limb from limb when I want performing, yet leave me with my dignity.

If you have not been successfully training leaders, you have no right to refer to yourself as a "leader".  "Cult leader" maybe, but not a "leader."

Avoiding conflict and controversy is avoiding opportunities to lead.