Annoyed By How Little Line Managers Support The Skills Training Of Their Teams?
If you are like most HR Managers, Training Officers, and Learning & Development Managers, you are probably frustrated by Line Managers that are not engaged in training when it comes to Learning & Development.
This problem related to Line Manager support is a problem experienced by all HR Managers, Training Officers, and Learning & Development Managers. In fact, a CIPD Learning and Development survey conducted in 2007 concluded that 23% of Line Managers do not take learning and development seriously. We suspect that a further 50% pay some attention, leaving only a quarter of Line Managers who are fully supportive.
This guide includes 12 proven solutions to get Line Managers to support the skills training of their team members. When implemented, any of the 12 proven solutions in this Guide will make a big difference. When combined, they will noticeably improve the way your employees maximise their learning after a training event. The ultimate goal is to achieve behavioural change.
This series of guides sets out to provide solutions to three extremely common issues faced by the vast majority of organisations irrespective of their size, location or nature of their enterprise. The issues roll up into a single challenge – How can we make sure that the time, effort and resource invested in training reap rewards? This challenge has been a thorn in the side of training and development professionals and their stakeholders for a very long time. Mary Broad and John Newstrom’s work in the 1980s and Broad’s book, ‘The Transfer of Training’, spelt the answer out clearly. For training to be effective, it needs not only to be designed well, but also needs support from managers back in the workplace.
Darren Smith has provided 16 straightforward solutions that address these issues, from practical advice on distilling learning and converting it into behaviour change (‘real’ learning) and mindset change, to effective engagement. Covering approaches from mind mapping and ‘trigger’ habit development, Smith offers practical actions to extend the impact of training beyond the classroom and back into the workplace.
The profession will welcome these guides and the help they offer.By Charles Jennings, Founder of the 70:20:10 Learning Model.