2 Responses

1. Supportive!
   Jemma,

   Clearly it goes without saying “Supportive”. But it’s how this is demonstrated.

   One thing I’ve tried is to have potential attendees make an appointment with their line manager to review the outcome of their following the course. This would include possible actions going forward.Typically to ensure that any learning received is put to good use. We all know that anything learnt on a training course, if not put to use gets forgotten.

   Regards,

2. Analyse needs, support programmes and active investment
   I run a one-day course for our team leaders on this – so I think they have quite a big role (along with the HR team, Department Head and the individual learner).

   In summary I would say their role is to analyse needs, support programmes / development interventions and active investment.

   · Analyse Needs – help identify development needs from business objectives, individual development needs, performance issues and individual career plans. Identify performance gaps and future changes
   · Support programmes – agree business case, costs, time off etc. Hold formal pre and post course briefings (to discuss learning objectives, how they can put the learning into practice in the workplace, how they can share the learning with others in the team). Understanding of different levels of evaluation.
   · Active investment – Identify alternatives to training – coach, mentor, give feedback, arrange on the job training, encourage team building, clarify objectives, delegate, hold reviews

   Regards
   Annah