If any of the following scenarios resonate with you in any way then we may be in a position to help you.
The best managers strive to harness employee strengths, interests and knowledge to create greater value for the business. The most successful organisations (of any size) search for ways to create learning opportunities that link to, and improve, organisational performance. Further, they systematically link individual development goals to observable behaviour change that aligns with team department and business operational land strategic objectives.
Here are several steps you can consider that may stimulate learning and development in your business:
- Share detailed information with your senior team about current business activities. Be transparent about the firm’s challenges and direction, inviting their questions, thinking and suggestions on these issues as well. Encourage your senior leaders to cascade this approach with their teams.
- Support the development of internal social networks that span functions and divisions in order to give employees broader understanding of the organization and help them spot opportunities to learn and to add value.
- Instead of the traditional annual performance review, have frequent short conversations throughout the year regarding employees’ career goals and interests, and their performance toward achieving them. Regular career conversations help employees refine their goals. As you help your employees clearly link their career development to personal and business objectives, you and your employees are in a better position to identify developmental opportunities.
- Ask employees to identify how they can contribute underutilised skills or talents to current or future projects. Encourage them to outline how these skills will help the business move forward and at the same time develop their competence and capability. Don't be afraid to ask your people how they could contribute to projects that are outside the parameters of their normal role activities. If you don't ask you may never discover that your IT administrator has extensive graphic design skills that would help your marketing team.
- Give employees the opportunity to learn new skills that could add value to their role and to the business at the same time. Identify how they could be incorporated into project activities or on-the-job learning.
- Ask employees to report back periodically to you and fellow team members on what they have been learning and how they are using new skills and knowledge.
Keep in mind that in addition to helping employees develop and pursue meaningful learning goals, regular career conversations also help to mark progress in development. They also serve as a reminder of the organisation’s commitment to employee learning, which in turn strengthens employee commitment
Our objective is to help you improve your people development activities so that you can Prosper Through People and move your business forward in pursuit of strategic and operational objectives. We do this by offering the following services:
Coaching: tailored individual and team coaching to create behaviour change that supports improved people performance at all levels of the business.
Consulting: targeted professional advice designed to lift your people development capability by resolving specific organisational and people focused challenges.
Training and Development: facilitated learning that enables knowledge transfer into work activities and includes helping your line managers and senior personnel become more effective workplace coaches.
Outsourced Solutions: specific, proven systems and processes can be introduced into your business by using our skills to implement a three tiered people development solution.
People Process Review: application of a simple diagnostic that will enable you to pinpoint specifically where to start on improving your people development activities.