Learning and Development
Why invest in management development?
A major piece of research by the Chartered Management Institute into the Business Benefits of Management and Leadership Development found:
• 43% of managers rate their own line managers as ineffective or highly ineffective.
• In top-performing organisations, 80% of managers are rated as effective or highly effective – compared to just 39% in low-performing organisations.
• Management and leadership development activities can lead to increases of up to 32% in people performance and 23% in overall organisational performance – but too few employers are doing the right things.
• High performing organisations spend on average 36% more on management and leadership development per manager per year than low performing ones (£1,738 compared to £1,275 in 2012).
• Professional qualifications are highly rated by managers, especially in early career stages.
You can find more information about measuring your return on investment from learning and development here.
Why choose evidence-based management training?
We design all our management training courses using an evidence-based approach. This helps us ensure that what you learn works, based on research and practical experience. This gives you powerful, proven methods and tools to help you get results.
What does this mean in practice? A good source for evidence-based management information is the Science for Work website. Here is an example. One of their reports finds there is an 80% chance that a successful training outcome depends on the trainee being motivated to learn. They conclude that there are some practical steps that will help motivate people to get more from their training, and illustrate three:
1 ) Training needs assessment (TNA)
A well-designed and properly conducted TNA can help to:
- identify issues
- select the right people
- highlight the competencies that need to be improved.
- Ensure the training addresses real organisational needs, rather than meeting an arbitrary target for the amount of training, or following the latest fad.
2) Communications strategy for training
- Create a clear and effective training proposal in advance of arranging the training.
- Explain why the training is relevant; how it will be useful and what people can gain from completing it.
- Let trainees know you believe they are ready for the course and have what it takes to successfully complete it.
3) Training delivery
- Ensure the trainer gives frequent clear feedback.
- Don’t teach the most difficult tasks at the beginning of the training – build capability through the training.
- Ask employees for feedback on how they feel about the training.
- Encourage or make sure someone is there to give them support.
We apply these three elements in our course design and delivery where possible.
Our learning and development services provide personal development built on three main pillars:
These three subject areas are the key elements for delivering growth and improving performance. The workshops we develop provide a solid foundation for achieving your strategic goals through organisation alignment, leadership development and business process improvement.
All of our learning and development services are provided in-house The most cost-effective option is to present our public courses at your premises. If you want to create an even more powerful course, our standard designs can form the basis of tailored in-house learning and development. If the standard design does not meet your needs, we can design and develop specific courses just for you. These can either be instructor-led or combine face-to-face sessions with online e-learning modules for a blended learning programme.
The course designs are updated after each presentation as part of our commitment to continuous improvement, and to ensure the content is up to date by using the latest proven research findings.
Click on a link above to find out more about our public courses, or contact us to find out more about in-house training: