Recruiters today have their work cut out for them. It’s not just about finding candidates with the right technical skills—it’s about spotting those who also bring critical soft skills to the table. Communication, teamwork, adaptability, and similar traits often separate great employees from the truly exceptional ones.
So, how can we help candidates sharpen these skills? Behavioural training is the answer. It’s a game-changer, giving people the tools to develop and fine-tune the skills that matter most.
This article is your go-to guide for understanding behavioural training. You’ll dive into the key areas it focuses on, learn about different ways to deliver it, explore its many benefits, and discover strategies to measure how effective it is. By the end, you’ll have everything you need to make behavioural training a powerful tool in your recruiting arsenal.
Key Behavioral Training Topics
Behavioural training programs are designed to address a wide spectrum of interpersonal and intrapersonal skills critical for workplace success. Here’s a closer look at some of the core topics:
1) Communication Skills
Effective communication forms the bedrock of any successful organisation. It facilitates understanding, fosters collaboration, and drives productivity. Behavioural training in communication focuses on:
Verbal Communication: This involves training individuals to articulate their thoughts and ideas clearly and concisely, both in spoken and written forms. It includes aspects like clarity of language, tone of voice, and appropriate vocabulary.
Non-Verbal Communication: Understanding and utilising non-verbal cues is equally crucial. This includes body language, facial expressions, and eye contact, which can significantly impact how messages are perceived and interpreted.
Active Listening: Active listening goes beyond simply hearing; it involves truly understanding the speaker’s message. Training in active listening equips individuals with techniques like paraphrasing, asking clarifying questions, and providing non-verbal feedback to demonstrate engagement.
Empathy: Empathy is the ability to understand and share the feelings of others. In a workplace setting, empathy enables individuals to connect with colleagues, clients, and customers on a deeper level, fostering stronger relationships and resolving conflicts more effectively.
2) Emotional Intelligence (EQ)
Emotional intelligence, often referred to as EQ, is the ability to recognize, understand, and manage one’s own emotions and the emotions of others. It plays a pivotal role in navigating social situations, building relationships, and making sound decisions. Key components of EQ training include:
Self-Awareness: This involves understanding one’s own emotions, strengths, weaknesses, and values, and recognizing how they influence behaviour and impact others.
Self-Regulation: Self-regulation focuses on managing one’s emotions effectively, especially in challenging situations. This includes controlling impulses, managing stress, and adapting to change.
Social Awareness: Social awareness involves understanding the emotions, needs, and perspectives of others. It includes empathy, active listening, and recognizing social cues.
Relationship Management: This aspect focuses on building and maintaining healthy relationships, communicating effectively, inspiring and influencing others, and managing conflict constructively.
3) Teamwork and Collaboration
In today’s interconnected world, teamwork and collaboration are more crucial than ever. Organisations rely on teams to achieve shared goals, solve complex problems, and drive innovation. Behavioural training in this area aims to:
Build Trust: Trust is the foundation of any successful team. Training focuses on fostering open communication, encouraging vulnerability, and promoting a sense of shared responsibility.
Enhance Communication: Effective communication within teams is essential for coordinating efforts, sharing information, and resolving disagreements. Training emphasises clear and concise communication,
active listening, and respectful dialogue.
Promote Collaboration: Collaboration involves working together effectively towards a common goal. Training equips individuals with skills in collaborative problem-solving, conflict resolution, and decision-making.
Develop Roles and Responsibilities: Clear roles and responsibilities within a team are crucial for avoiding confusion and ensuring accountability. Training helps teams define roles, delegate tasks effectively, and establish clear expectations.
4) Adaptability and Flexibility
The modern workplace is characterised by constant change, driven by technological advancements, globalisation, and evolving market demands. Adaptability and flexibility are essential for individuals and organisations to thrive in this dynamic environment. Behavioural training in this area focuses on:
Embracing Change: Training helps individuals develop a positive mindset towards change, recognizing it as an opportunity for growth and improvement.
Developing Resilience: Resilience is the ability to bounce back from setbacks and adapt to challenging situations. Training provides tools and techniques for managing stress, coping with uncertainty, and maintaining a positive outlook.
Learning Agility: Learning agility is the ability to learn quickly and apply new knowledge and skills effectively. Training encourages continuous learning, critical thinking, and problem-solving in the face of new challenges.
Technological Adaptability: As technology continues to evolve at a rapid pace, individuals need to be comfortable with adopting new tools and platforms. Training helps individuals develop digital literacy and embrace technological advancements.
5) Conflict Resolution
Conflict is an inevitable part of any workplace, arising from differences in opinions, personalities, or goals. However, conflict can be managed constructively to foster growth and improve relationships. Behavioural training in conflict resolution aims to:
Identify Conflict Triggers: Training helps individuals recognize the common causes of conflict, including communication breakdowns, personality clashes, and competing priorities.
Develop Communication Skills: Effective communication is key to resolving conflict. Training emphasises active listening, assertive communication, and empathy.
Promote Problem-Solving: Conflict resolution involves finding mutually agreeable solutions. Training equips individuals with problem-solving techniques, negotiation skills, and strategies for compromise.
Mediation and Facilitation: In some cases, a neutral third party may be needed to facilitate conflict resolution. Training can include techniques for mediation and facilitation to help individuals resolve disputes effectively.
6) Leadership and Influence
Leadership is not just for those in management positions. In today’s workplace, leadership qualities are valued at all levels. Behavioural training in leadership focuses on:
Developing a Leadership Mindset: This involves cultivating qualities such as vision, integrity, accountability, and a commitment to continuous improvement.
Motivating and Inspiring Others: Effective leaders inspire and motivate their teams to achieve shared goals. Training explores different leadership styles, communication techniques, and strategies for building trust and rapport.
Delegation and Empowerment: Effective delegation empowers team members, fosters ownership, and promotes growth. Training provides guidance on delegating tasks effectively, providing support, and fostering autonomy.
Mentoring and Coaching: Mentoring and coaching are valuable tools for developing leadership skills in others. Training can include techniques for providing constructive feedback, offering guidance, and supporting professional development.
7) Time Management
Time is a valuable resource, and effective time management is crucial for productivity and achieving goals. Behavioural training in this area focuses on:
Prioritisation: Learning to prioritise tasks effectively is essential for managing time efficiently. Training introduces techniques like the Eisenhower Matrix, Pareto Principle, and ABC analysis to help individuals identify and focus on high-priority tasks.
Planning and Organization: Developing effective planning and organisational skills is crucial for staying on track and meeting deadlines. Training covers tools and techniques for creating schedules, setting goals, and managing workloads.
Distraction Management: In today’s digital age, distractions are abundant. Training provides strategies for minimising distractions, improving focus, and maintaining concentration.
Procrastination Elimination: Procrastination can hinder productivity and lead to stress. Training helps individuals identify the causes of procrastination and develop strategies for overcoming it.
8) Customer Service Excellence
Providing exceptional customer service is essential for any business, fostering customer loyalty, and building a positive reputation. Behavioural training in customer service aims to:
Develop a Customer-Centric Mindset: This involves understanding customer needs, exceeding expectations, and building strong customer relationships.
Enhance Communication Skills: Effective communication is crucial for providing excellent customer service. Training focuses on active listening, clear and concise communication, and empathy.
Conflict Resolution with Clients: Handling customer complaints and resolving conflicts effectively is essential for maintaining customer satisfaction. Training equips individuals with techniques for de-escalating situations, addressing concerns, and finding mutually agreeable solutions.
Building Rapport: Building rapport with customers creates a positive and welcoming environment. Training explores techniques for establishing trust, showing genuine interest, and creating a personalised experience.
9) Decision-Making and Problem-Solving
Effective decision-making and problem-solving are essential skills for navigating challenges and achieving success in the workplace. Behavioural training in this area focuses on:
Structured Decision-Making: Training introduces frameworks and models for making informed decisions, such as the rational decision-making model, the decision matrix, and cost-benefit analysis.
Creative Problem-Solving: Thinking outside the box is often necessary to find innovative solutions to complex problems. Training explores techniques like brainstorming, lateral thinking, and design thinking to foster creativity.
Critical Thinking: Critical thinking involves analysing information objectively, evaluating evidence, and forming sound judgments. Training helps individuals develop their critical thinking skills to make well-reasoned decisions.
Data-Driven Decision Making: In today’s data-rich environment, it’s important to utilise data to inform decision-making. Training can include techniques for analysing data, identifying trends, and drawing meaningful conclusions.
10) Stress Management and Resilience
Workplace stress is a prevalent issue that can negatively impact employee well-being, productivity, and overall organisational success. Behavioural training in stress management and resilience equips individuals with the tools and techniques to navigate challenges, maintain balance, and thrive in demanding environments. Key areas of focus include:
Identifying Stressors: Training helps individuals identify common workplace stressors, such as heavy workloads, tight deadlines, interpersonal conflicts, and organisational changes.
Developing Coping Mechanisms: Individuals learn a range of coping mechanisms to manage stress effectively, including relaxation techniques, mindfulness practices, time management strategies, and healthy lifestyle habits.
Building Resilience: Resilience is the ability to bounce back from adversity, adapt to change, and maintain a positive outlook. Training focuses on developing a growth mindset, fostering self-awareness, and building strong support networks.
Promoting Work-Life Balance: Achieving a healthy work-life balance is crucial for managing stress and preventing burnout. Training encourages individuals to prioritise their well-being, set boundaries, and engage in activities outside of work that promote relaxation and rejuvenation.
Once you’ve identified the key topics, the next step is to choose the most effective delivery methods.
Methods for Delivering Behavioural Training
There is no one-size-fits-all approach to delivering behavioural training. The most effective method will depend on the specific needs of the organisation, the target audience, and the learning objectives. Here are some common delivery methods:
1) Interactive Workshops
Interactive workshops provide a dynamic and engaging learning environment where participants can actively participate, share experiences, and practise new skills. Key features of interactive workshops include:
Group Activities: Group activities encourage collaboration, communication, and problem-solving. They provide opportunities for participants to learn from each other and apply new skills in a supportive setting.
Role-Playing Scenarios: Role-playing allows participants to practise new behaviours in a safe and controlled environment. It helps them develop confidence and gain experience in handling real-life situations.
Facilitated Discussions: Facilitated discussions encourage participants to share their thoughts, perspectives, and experiences. This fosters deeper understanding and allows for the exploration of different viewpoints.
Experiential Learning: Experiential learning emphasises learning by doing. It involves activities that engage participants and allow them to experience the concepts being taught firsthand.
2) eLearning and Webinars
eLearning and webinars offer flexible and accessible options for delivering behavioural training, particularly for remote employees or those with busy schedules. Key advantages include:
Self-Paced Learning: eLearning allows individuals to learn at their own pace, revisiting materials as needed and focusing on areas where they need more support.
Accessibility: Online learning materials can be accessed anytime, anywhere, providing flexibility and convenience for learners.
Multimedia Content: eLearning platforms can incorporate a variety of multimedia content, such as videos, animations, and interactive exercises, to enhance engagement and cater to different learning styles.
Webinars: Webinars provide a platform for live, interactive sessions with instructors and other participants. This allows for real-time interaction, Q&A sessions, and collaborative learning.
3) On-the-Job Training and Mentorship
On-the-job training (OJT) provides a valuable opportunity for individuals to apply new skills and knowledge in a real-world setting. Key benefits of OJT include:
Practical Application: OJT allows individuals to immediately apply what they have learned to their daily tasks, reinforcing new behaviours and accelerating skill development.
Real-Time Feedback: Mentors and supervisors can provide immediate feedback and guidance, helping individuals refine their skills and correct any mistakes.
Personalised Learning: OJT can be tailored to the individual’s specific needs and learning style, providing a customised learning experience.
Increased Engagement: OJT can increase employee engagement and motivation by providing opportunities for growth and development within their current roles.
4) Blended Learning
Blended learning combines different training methods to create a comprehensive and engaging learning experience. This approach can leverage the strengths of each method and cater to diverse learning styles. For example, a blended learning program might include:
Online Modules: eLearning modules can provide foundational knowledge and allow participants to learn at their own pace.
Interactive Workshops: Workshops can provide opportunities for hands-on practice, group activities, and facilitated discussions.
On-the-Job Training: OJT can reinforce learning and provide real-world application of new skills.
Mentorship: Mentorship can provide ongoing support, guidance, and feedback.
By selecting the right delivery method, you can ensure that your training program is engaging and effective.
Benefits of Behavioral Training in the Workplace
Investing in behavioural training offers numerous benefits for both individuals and organisations. Here are some of the key advantages:
1) Enhanced Communication and Collaboration
Improved Workplace Relationships: Effective communication and collaboration skills foster stronger working relationships, reduce misunderstandings, and create a more harmonious work environment.
Increased Teamwork: Behavioural training strengthens teamwork by promoting trust, encouraging open communication, and equipping individuals with collaborative problem-solving skills.
Positive Work Culture: A culture of open communication, respect, and collaboration contributes to a more positive and productive work environment.
2) Increased Employee Engagement and Satisfaction
Higher Morale and Motivation: When employees feel supported, valued, and equipped with the skills to succeed, their morale and motivation increase.
Reduced Turnover: Engaged and satisfied employees are more likely to stay with the company, reducing turnover costs and preserving valuable talent.
Increased Job Satisfaction: Behavioural training can help individuals develop skills that enhance their job performance and contribute to a greater sense of accomplishment and satisfaction.
3) Improved Productivity and Efficiency
Better Decision-Making: Behavioural training equips individuals with the skills to make informed decisions, solve problems effectively, and navigate challenges with confidence.
Reduced Conflict: Effective conflict resolution skills minimise disruptions, improve communication, and maintain a productive work environment.
Increased Efficiency: By improving communication, collaboration, and time management skills, behavioural training can lead to increased efficiency and productivity.
4) Development of Future Leaders
Identifying Potential Leaders: Behavioural training can help identify individuals with leadership potential and provide them with opportunities to develop their skills.
Leadership Development: Training equips individuals with the skills necessary to lead teams, motivate others, and drive success.
Succession Planning: By developing leadership skills within the organisation, companies can create a pipeline of future leaders and ensure a smooth transition for key roles.
To measure the impact of your behavioural training program, it’s important to track key metrics.
Measuring the Effectiveness of Behavioral Training
Measuring the effectiveness of behavioural training is crucial to ensure that it is achieving desired outcomes and providing a return on investment. Here are some methods for evaluating training impact:
1) Pre- and Post-Training Assessments
Knowledge and Skills Assessment: Conducting assessments before and after training can measure improvements in knowledge, skills, and attitudes related to the training content.
Identify Knowledge Gaps: Assessments can also identify areas where further training or development may be needed.
Measure Behavioural Change: Use assessments to track changes in specific behaviours targeted by the training, such as communication skills, conflict resolution, or leadership behaviours.
2) Feedback and Surveys
Participant Feedback: Gather feedback from participants through surveys, focus groups, or individual interviews to gain insights into their perceptions of the training’s effectiveness and identify areas for improvement.
Satisfaction Surveys: Measure participant satisfaction with the training content, delivery methods, and overall learning experience.
Open-Ended Feedback: Encourage participants to provide open-ended feedback to gain a deeper understanding of their perspectives and identify specific areas of impact.
3) Observation and Performance Metrics
Behavioural Observation: Observe employees in the workplace to track changes in specific behaviours targeted by the training. This can involve observing interactions with colleagues, customers, or clients, or assessing performance on specific tasks.
Performance Metrics: Analyse performance data, such as productivity metrics, sales figures, customer satisfaction scores, or employee retention rates, to identify any measurable improvements following the training.
360-Degree Feedback: Gather feedback from multiple sources, including supervisors, peers, and subordinates, to gain a comprehensive view of an individual’s behavioural changes and performance improvements.
By carefully measuring the effectiveness of your training program, you can make data-driven decisions to improve future initiatives.
Conclusion
Behavioural training is an invaluable investment for any organisation seeking to enhance employee performance, foster a positive work culture, and achieve its strategic goals. By equipping individuals with essential soft skills, behavioural training empowers them to communicate effectively, collaborate successfully, and navigate the complexities of the modern workplace with confidence. Recruiters play a crucial role in identifying candidates with strong behavioural skills and recommending appropriate training programs to develop and refine these essential qualities. By embracing behavioural training as a strategic initiative, organisations can unlock the full potential of their workforce and drive sustainable success in today’s dynamic and competitive business environment.
Behavioral Training FAQs
1) What is an example of behavioural training?
Answer: A common example of behavioural training is a workshop on active listening skills. In this workshop, participants learn how to focus on the speaker, ask clarifying questions, provide nonverbal feedback, and demonstrate empathy to enhance their communication effectiveness.
2) What are the 4 parts of behavioural skills training?
Answer: Behavioural skills training (BST) typically involves four key components:
- Instruction: Providing clear explanations and instructions on the desired behaviour.
- Modelling: Demonstrating the correct behaviour through examples, role-playing, or case studies.
- Rehearsal: Allowing participants to practise the behaviour in a safe environment, such as through role-playing or simulations.
- Feedback: Providing constructive feedback on the participant’s performance, highlighting areas of strength and areas for improvement.
3) What are examples of behavioural skills?
Answer: Behavioural skills encompass a wide range of interpersonal and intrapersonal skills, including:
- Communication skills: Active listening, clear and concise communication, nonverbal communication, empathy.
- Interpersonal skills: Teamwork, collaboration, conflict resolution, relationship building.
- Leadership skills: Motivation, delegation, decision-making, problem-solving.
- Personal effectiveness skills: Time management, stress management, adaptability, resilience.
4) What is behavioural skills training?
Answer: Behavioural skills training (BST) is a type of training that focuses on teaching specific behaviours to improve performance, address skill deficits, or enhance personal effectiveness. BST uses a structured approach that involves instruction, modelling, rehearsal, and feedback to help individuals acquire and master new skills.
5) Why is behavioural training important for employees?
Answer: Behavioural training is important for employees because it equips them with the essential soft skills necessary to succeed in the workplace. These skills enhance communication, collaboration, and productivity, contributing to a more positive and efficient work environment.
6) How can I identify which behavioural training topics are most relevant for my employees?
Answer: To identify relevant behavioural training topics, consider conducting a needs assessment. This can involve surveys, interviews, observation, or performance reviews to identify areas where employees may need to develop their skills. You can also consider the specific challenges and goals of your organisation and tailor the training accordingly.
7) How can I ensure that behavioural training is engaging and effective for my employees?
Answer: To ensure engaging and effective behavioural training, consider incorporating interactive elements such as group activities, role-playing, and real-life scenarios. Utilise a variety of delivery methods, such as workshops, eLearning, and on-the-job training, to cater to different learning styles. Also, ensure that the training is relevant to the employees’ roles and responsibilities and provides opportunities for them to practise new skills.
8) How can I measure the return on investment (ROI) of behavioural training?
Answer: Measuring the ROI of behavioural training can be challenging, but it’s important to demonstrate the value of the investment. You can track metrics such as improved employee engagement, reduced turnover, increased productivity, improved customer satisfaction, or reduced workplace conflicts. You can also gather feedback from participants and supervisors to assess the impact of the training on individual and organisational performance.
9) What are some common challenges in implementing behavioural training?
Answer: Some common challenges in implementing behavioural training include:
- Resistance to change: Some employees may be resistant to change or sceptical of the value of soft skills training.
- Lack of time: Finding the time for employees to participate in training can be challenging, especially in busy work environments.
- Measuring effectiveness: It can be difficult to measure the impact of behavioural training on individual and organisational performance.
- Sustaining behavioural change: Ensuring that new behaviours are sustained over time requires ongoing reinforcement and support.
10) What are some resources for finding qualified behavioural training providers?
Answer: There are many resources available for finding qualified behavioural training providers, including:
- Professional organisations: Organisations such as the Association for Talent Development (ATD) and the Society for Human Resource Management (SHRM) offer resources and directories of training providers.
- Online directories: Websites such as TrainingIndustry.com and Findcourses.com provide listings of training providers and courses.
- Referrals: Ask for referrals from colleagues, industry contacts, or professional networks.
Consultants: Consider engaging a consultant specialising in behavioural training to help you identify your needs and find appropriate providers.
