The Training Manager Competency Model from Training Industry Magazine

With Additional  Insights from Michael J Griffin

5 minute read

I am been collaborating with HR and training managers from over 20 nations and 500 corporates. Most of them truly want to make a difference in the people in their organization. Some though are more focused on control, power, and reducing risk rather than being servant leaders to grow the people in their organization. At the “upper hand” of the organization, most directors & senior leaders do not make a focused concerted effort to attract and select world-class HR and training managers who are a strategic in implementing HR policies and training programs that drive organizational performance. Effective HR and training initiatives must align with the shareholder’s mission and vision to remain competitive & profitable. The training manager can support this if they have the drive, attitude, and risk-taking ability to create training that delivers measurable, observable results.

I would like to recognize the HR and training managers that I have greatly respected who walked the “HR/Training” talk by being servant leaders to support and enhance the growth people of their organization through their leadership, creativity, and alignment ability to their organization’s mission, vision, strategy and goals. Here are my “Hall of Fame” of  HR/Training Managers that I have worked with and believe made a difference in their organization!

•  Adil Malia

• Alison Shee

• Anthony Joseph

• Anthony King

• Avesh Jha

• Dharmesti Sindunatha

• Guatam Chakrabarty

• Jitin Chouksey

• Kevin Donaldson

• Manish Harsora

• Suresh Sahu

Training Industry Magazine has created a Training Manager Competency Model that you can use to better identify, attract, train, and retain training managers. This basic competency model may also be a baseline for HR managers as well. You can download it at the end of this blog.

Reviewing the model, I found it very complete and would only add these additional attributes when selecting training managers:

Hire training managers who have previous and successful line management experience. They will gain the respect of the “end user managers” and will do a better job of aligning training programs to the goals and mission of the organization. 

Training managers need to have excellent communication skills that include influence and persuasion skills, and the ability to relate and connect to different personalities found in their organization.

Training and HR managers must be able to “manage up” to gain the trust and “ears” of board and department-level leaders. Having this ability opens the door for them to become respected advisors or internal consultants in their company.

Training managers must be results orientated. Too many training managers acquire training programs to “tick the box” rather than work with management, their internal trainers, and training providers to measure and deliver training that gets measurable, observable results. Sourcing good training is more than negotiating a cheap price for delivery.

Find the Training Manager Competency Model download here. Review and see how you can incorporate it into your company to attract and grow training managers that make a difference. I will now return to my family holiday in Malaysia feasting on durian and enjoying Penang!

Michael J Griffin
CEO and Founder of ELAvate
Results orientated Trainer
Maxwell Leadership Founding Member