Here's how you can diversify your team by cross-training members in various business services.

In addition to defining goals, clarifying how the success of these goals will affect multiple levels of the organization overall adds another layer of value and leverage to the full adoption and implementation of the training. Each team member must see themselves as a true stakeholder in the success of the training.

Cross-training should be advantageous to both the organization and the individual. In many cases it will be incumbent on management to explain the personal upside of the work needed to acquire skills that are indirectly related to an individuals current duties. Take that time. Getting buy-in from the trainees ahead of the process is critical to success.

I’m a big “why” person. First always explain why this cross training helps your team members and your team as a whole. Then explain the benefits for your broader company and customers. When people understand the way there is better buy in.

It's important to not only Identify core competencies but also recognize skill gaps and leadership lids. Everyone has limitations, but many employees resist acknowledging them, hindering both themselves and their teams. You need to either be teachable and grow in your limitations to strengthen your weakness, or you need to delegate and empower others who excel where you stagnate. Cross-training can address these issues if it's joined by fostering a culture of continuous learning and collaboration. This is only effective if employees feel secure in their jobs, removing fears that could prevent them from fully engaging in the process and empowering them to inspire others.

Asking your team members what they love doing and what they don’t enjoy doing is a great way for your team to bond better. You may be surprised to find all necessary tasks can be completed within your group and everyone enjoys what they’re doing each day. Remember, people who love their jobs never work a day in their life.

Assessing the team's existing skills is essential. Add to that, knowledge of where each member desires to grow professionally and guide them to the areas of training where their upskilling propels them, the team and the organization forward simultaneously.

All too often companies promote cross training but do not afford the time for people to learn. Having structured times to incorporate blended learning will allow employees to find greater value in their work and provide new skills to support their goals.

The most effective type of training is multiple types of training. Some trainees learn best via 1-to-1, some learn best via 1-to-many, some learn best by doing. By scheduling time multiple learning sessions you increase the efficacy of the training process as a whole and use repetition to significantly increases retention.

Healthy organizations will already have training programs in place for on-boarding and continued learning purposes. Injecting cross-training topics into this schedule can often be accomplished without direct intervention if you have created buy-in by explaining the personal advantages to the cross-training topics.

As important as benchmarking is to the performance tracking process, it is equally important to the learning process. Knowing their goals and success definitions motivates individuals and empowers them to achieve success.

If you don’t provide feedback to your employees they have no part to follow. Make sure you provide positive feedback in addition to constructive criticism or discussing issues. Great mentors acknowledge the positive as much as the negative.