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Seb Anthony

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Management Development Offering

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I'm reviewing our in-house Management Development offering and want to find out what's happening elsewhere. Our current format is a menu of one off core courses (topics such as team skills, influence skills, key skills for managers and coaching etc), NVQ's in Management, Action Learning Sets and 1 to 1 business coaching.
I want to make the shift from a course mentality to other learning interventions. What are you doing in your organisations?
Katy Greig

5 Responses

  1. Training clinics
    Hi Katy,
    Good luck with your innovative initiative. I am working with one of my clients on a “training clinic” type initiative. The idea is that some people may need only part of a skill incorporated in a full day session (for example assertiveness with seniors as opposed to the full assertiveness programme) This is a very pragmatic technique with virtually no theory. The delegate pops in for whatever time has been allocated and is taken through particular skill. easy example is someone may want help setting up a specific spreadsheet as opposed to full excel course)Hope that helps
    If you want further info contact me on [email protected]

    Cheers
    Pete

  2. Workshop and coaching blend
    During my career leading management development, the best way I found of bringing all the learning together was using a behavioural change process. It uses a combination of developing the first line managers along with their managers who are coached to support and develop their own managers going through the process. The need to ensure the learning is transferred to the workplace is achieved over a 10 month period of regular contact (short workshops and coaching). This is a behavioural change process and not a training programme. I have seen significant change in managers and a real long-term increase in confidence.
    I believe in the process to the point where I have become the sole licenced provider for the UK for “Positive Leadership Practices”. For me it brought together all the fragments of development undertaken. I’m so pleased to have experienced the process and am keen to share my experience. More info can be found on http://www.changesolutionsuk.com

    Kind regards
    Graham

  3. May be helpful…
    Hi Katy

    I can put you in touch with a colleague who has helped a number of organisations with continual development. Otherwise, I can give you some information about open/self directed learning and how it’s used in conjunction with tutor-led courses.
    Regards
    Jacquie Green
    http://www.iol-uk.co.uk
    t: 01884 821870

  4. A hot topic
    Hi Katy
    This seems to be the season for this topic at the moment. I am busy with no fewer than 3 projects at work providing blended learning solutions for clients in this regard.

    Unfortunately, I obviously can’t reveal the details of what we’re doing or who it’s for, but we are certainly looking at creating rich blends involving f2f, online performance support and social media.

    The one thing I will say is that, in the interests of successful implementation and the reducation of barriers to learning, it is very important that these intiatives do not take the form of top-down edicts. The managers who will be affected by the change need to be involved in the project as early as possible, and a sense of community developed.

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