They do this because they know, the more developed their people are, the better they will perform resulting in better than industry average results.
One method of development many leaders overlook when developing their people is the value of ‘cross-functional training’.
Cross-functional training is simply providing the person you are training with exposure to aspects of the business that are not in their primary area of responsibility. As an example, someone in sales gets exposure training in engineering. Or, someone in human resources gets exposure training in customer service.
Understanding what happens throughout the process of conducting your business helps everyone gain better understanding and appreciation for what others in your organization do.
My leadership tip this week is to have you methodically and systematically include cross-functional training in your organization. If you already do this, then evaluate it for effectiveness, then refine for perfection.
Effective cross-functional training:
- Strengthens working relationships.
- Breaks down silos.
- Minimizes turnover.
- Encourages and strengthens teamwork.
- Increases employee engagement.
- Improves company morale.
- Improves overall work performance and results.
Who doesn’t want this?
Cross-functional training isn’t just about exposure; it’s about making the connection with how the pieces fit together. Therefore, be sure to include challenging questions and quizzes in the training to sure the connection is being made.