August 28th, 2009 | Published in 360 Degree Feedback, Coaching, Management skills, management development
In this blog on Training Zone I discuss some recent research on how well employers support new managers, and what they could do to improve in this area.
http://www.trainingzone.co.uk/blogs/joayoubi/360-degree-feedback-and-talent-management/how-effective-are-employers-supporting-new-
August 24th, 2009 | Published in 360 Degree Feedback, Coaching, Employee engagement, Measuring Performance, Training Management
In this article in Training Zone the author discusses the way technology is changing the way individuals learn, develop and manage their careers.
Individual learning and development does indeed translate into ubiquitous performance support, and e-learning and other online forms of learning are brilliant for doing this.
Whilst the individual is certainly responsible for building their personal brand and their skill set, organisations that employ individuals need (now more than ever) to link the performance support they provide to the skills and performance that the organisation needs to succeed.
For the organisation to provide the right performance support, it needs to:
1. Identify the critical skills the organisation needs in order to achieve its strategic goals
2. Identify who the key people are who are going to deliver those goals - These are not necessarily the top
teams - a study by a global courier company found that the key people for them were their delivery drivers
3. Measure the strengths of those critical skills in the key people or group
4. Concentrate on filling the critical skills or competence gaps in the key groups (using both development activities and on the job experience)
5. Consistently and regularly measure the results and refine the training and refine development activities based on those results.
For more information on online tools and support for talent management, visit
www.tracksurveys.co.uk
August 12th, 2009 | Published in 360 Degree Feedback, Coaching, Measuring Performance
In this debate in Training Zone there are some great nuggets about how to create a coaching culture. We would add:
And then how do you know if it’s working?
Once all these key training and cultural changes are put in place, how well are we measuring the effects? I.e. as Trevor says, where is the evidence?
The only way you will know is by measuring, before and after the
manager training, coaching or other intervention:
It’s not difficult, nor does it need to take lots of time, especially now when everything can be doneonline, consistently and confidentially.
It could be as simple as an online questionnaire that the coachee sends to their all colleagues every 3 - 6 months saying, for example:
How am I communicating?
How am I managing?
How am I sharing information?
How am I whatever I am working on with my coach….?
Easy to respond to, easy to score…and easy to measure the results and pull out
the key messages.
Oh and make sure your staff survey asks some specific questions about the quality and frequency of manager coaching.
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