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It’s nearly that time of year. We’re waiting for the latest Good Practice Learning Trends Index to come out in just a month or so, and we’re eagerly predicting the results.
The last report showed leadership development remaining a high priority for organisations across the UK – the highest priority for 58% of you in March, and 57% of you in July. Given the increasingly complex environments in which our leaders operate, that’s no surprise. In fact, we’ve just posted on our Latest News page about the challenges of leading and managing in ambiguous, complex or matrix environments.
However, management performance took a huge step forwards to jump into second place. From March to July it went from 18% to 38%, overtaking all sorts of hot issues in the process such as talent management and retention, performance management and change management.
So, is management performance going to hold its place? Will leadership development keep its lead? Whatever you predict, these subjects are likely to remain a key focus for the foreseeable future. With that in mind, we think there are some easy wins to get the most value from your investment in developing your people.
Firstly, we’re not surprised that these are the two L&D priorities of the moment. The last quarter has seen especially tough trading conditions. A strong foundation of leadership and management skills is key to meeting your organisation’s objectives and getting the most out of all your people.
But as always, this development needs to show results quickly and prove to be sustainable. We’ve all had the experience of going to courses in the past, enjoying the training, and then back at work two weeks later we’re doing the same things we’ve always done. Now, you can’t afford to have that happen!
We suggest using a range of methods to make sure the learning is remembered after the training, applied outside the learning room and delivers business benefits. Alongside facilitated learning, you could also consider using (in no particular order) peer teaching and coaching, action learning groups, cross-functional project work, social media, mobile learning and ongoing mobile support, specific workplace and on-the-job development challenges, mentoring or being mentored and cascade of learning to others.
Any of these can make a big difference to what your people take back to work with them and how well they use what they’ve learnt to the benefit of your organisation. We’re always happy to have a no-obligation chat with you about how you can get the very best outcome from your people development.