leadership skills, leadership styles, leadership courses

Identify How Your Organisation Measures Up – comes from the Free Guide – ‘Are You Annoyed by How Little Line Managers Support the Skills Training of Their Teams?’

The CIPD survey (see page 1) concluded that nearly 75% of all Line Managers are not giving the time, care and attention required to support team development. We know that Line Managers are integral to the development of their team, and team members often look to their Line Managers for guidance about how much they should focus on development.

We also know that Line Managers initiate over half of the conversations about the effectiveness of training. Gibb (2002) suggests that greater Line Manager involvement in learning and development promotes the notion of ‘lifelong learning’. Often, Line Managers know on an intellectual level that they should be supporting, coaching, and helping, but they’re just not. The solutions in this Guide will help.

'Lifelong Learning' Ongoing, voluntary and self motivatedBrian Tracy’s continuous improvement formula offers a great way of understanding the power of lifelong learning.

Action

Identify what percentage of the Line Manager’s time is spent actively supporting their Learners with their learning. Is your organisation above or below the average percentage? The PRO tool can help to make a quick and easy estimation.

Gabby Smith

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