While a lot of organizations spend a lot of money on developing formal training programs and learning content for their leaders, one recent study conducted at UConn discovered that an estimated 70% to more than 90% of a supervisor’s training and professional development occur outside these formal structures. 
Basically, the study revealed that supervisors learn the best when engaging in on-the job or “field-based” learning. Here’s more information about why.
Informal Learning Methods are Important to Supervisors’ Learning Process
Per the UConn study, supervisors learn the best when they engage in informal learning methods—when they can experiment with things and conditions in their everyday work environments and when they encounter new experiences each workday.
And while they’re in the field, supervisor trainees can also ask questions, receive timely feedback, and reflect on the things they’ve learned. And most importantly, they can talk to others about their work as it is happening and can observe their everyday work surroundings and what others are doing.
Employees are More Likely to Value Supervisors’ Guidance and Feedback
Employees tend to respect supervisors who have “walked the walk,” so to speak. They are much less likely to trust someone who either is an outsider to their department or has never done what they do on a daily basis.
So, if you want your supervisors to be effective, you’ll want them to know how to do what they’re supervising others to do firsthand. You’ll want to ensure they have the practical work experience and supervisory experience before they are assigned a group of employees to supervise.
Increases Supervisors’ Confidence
When supervisors can learn informally, they’ll be more focused on what’s in front of them instead of simply regurgitating answers for a test or focusing on reading abstract ideas on pages in a manual. They’ll gain the practical experience they’ll need to execute their everyday duties.
And more importantly, they’ll be able to fail and learn from their mistakes in a safe space before they’re officially assigned responsibilities and a team of employees. They’ll essentially be able to build their confidence in their abilities while they’re training so that they feel prepared and capable when they officially start their new roles.
Offers Supervisors a Chance to Learn What Works for Them and to Ask Questions
Another reason why supervisors need on-the-job training is so they can figure out what works for them when leading others. While a lot of effective leaders have similar characteristics, they are still individuals and need to discover their own way of leading others in an effective manner.
While on the job, supervisors can learn what tactics and tools work for them and their employees and can ask questions about how they can lead better and what’s required of them once their work officially starts.
Consider the information detailed above about why your supervisors need on-the-job training as you develop leaders and leadership programs for your own organization.