A commitment to developing people is at the very heart of every successful organisation. In the ever changing face of today’s business environment it is absolutely essential to continually invest time, effort and resources in this area. Equipping individuals with the necessary knowledge and skills to meet the demands and challenges of business ensures that organisations thrive and prosper, despite an economic downturn.
The job of developing people at an operational level usually falls to Managers. In order to do this effectively it is important that Managers are given some form of people development training. This is a crucial yet sometimes overlooked function largely because Managers tend to be very busy and may have little time to devote to this area.
Sometimes, too, a Manager can perceive that it’s easier and quicker to do something themselves rather delegate it or train someone else to do it. Of course this is a short term fix as, by not developing people, team performance can stagnate and it can be a struggle to achieve team objectives. People management training courses can really strengthen management capability in this area.
We have identified some top ways to help you to develop people effectively and improve their performance, see our suggestions below:-
Identify the development need
The first stage in the process is to identify the development need. This means identifying the gap between where someone is currently performing and the required future level of performance. Once you know what is missing it is much easier to recognise what is needed to bridge this gap. The best way to do this is through the review/appraisal process and, if your organisation works with competencies, then so much the better.
Find a solution
Training courses may be required in order to address development needs. However, there may be other methods which are much more appropriate. Development comes in all shapes and sizes from the traditional classroom training sessions, coaching, mentoring and events to e-learning. Don’t immediately assume that a training course is the only answer, explore other ways in order to be sure that you are finding the best approach for the individual or team.
Support the process
As a Manager, your development role has only just begun with identifying the activity/activities. This is where some Managers think they have finished. The next stage of the process is to manage the training cycle from setting training objectives to evaluating the effectiveness of the learning event. This involves discussing the aims of the development activity before it is delivered and following up on the outcomes after the event.
Monitor the results
Ensuring that development activity results in real and tangible performance improvement has never been more key. With training budgets tight, or even being cut, the organisation is going to want demonstrable evidence in terms of their return on investment. This means that changes in behaviour and improvements in performance need to observed and recorded. A good 360 degree feedback process is an excellent way to accomplish this.
Dale Kirke works as a learning and development specialist at Thales Training and Consultancy focussed on growing leadership capability, building great teams and encouraging high performance. Dale has designed and delivered a range of learning and development solutions specialising in the areas of leadership and management, people and performance management, interpersonal skills and team development.