It is such a pleasure to have Lucy Hayward, one of our associates as a guest blogger again. She is an expert in a number of areas, but has been doing some work in Performance Management recently so I thought it would be cool if she gave us her take on the subject. Of course she had to mention pants!!
Hang on a minute, before I talk myself out of a job – please let me explain…..
Recently I’ve been facilitating some workshops on Performance Management. The workshops look at the whole process from recruitment through to conducting formal reviews and uses drama based learning to bring it to life. Lots of fun to facilitate and very informative for the managers involved!
Once we’ve worked through setting clear and measurable objectives and get to the section about “Supporting Performance and Development”. The thing that continues to surprise me, is that no matter how experienced or forward thinking the managers are. They are still relying on scheduled classroom training as the go-to for all learning and development requests from their staff.
But what happens when this “one size fits all” approach of prescribing training doesn’t work or what if there’s just no budget for classroom training?
From listening to the manager’s responses, this usually means their teams don’t receive the development they require. Staff engagement and morale take a bit of a dive, their individual performance dives with it and the overall department ends up at risk of not hitting target!
Granted, a lot of this is due to the heavy workloads and tight time constraints that today’s managers are working to and sometimes it’s just down to a lack of knowledge as to what alternative solutions are on offer!
The GOOD NEWS is there are loads of GREAT ALTERNATIVE LEARNING SOLUTIONS!
In today’s world of Learning & Development we have so many options that can open-up the exciting world of learning to so many people.
One of the exercises we do as part of this workshop is to write down as many ways of learning you can think of in just 2 minutes…you would be amazed at how many there are!
Go on, have a go at doing it yourself…. How many did you get? 10? 20? 50?
Here’s a few to start you off (you’re very welcome). In the workshop, we get up to 90!!
- Lunch and Learns
- Buddying/Peer learning groups/job shadowing/secondments
- Writing Blogs/articles
- On-line learning/join a forum
- Reading/Self-study/Book clubs
- Ted Talks/Pod casts
- YouTube videos
- Delegating tasks & projects
- Action Learning Sets
How many of these do managers know about and how many do they make available to their staff on a regular basis?
So, the question I want to ask you all is…
When it comes to Performance Management and getting the best out of your teams is the traditional classroom offering always the answer to development requests?
Sometimes Yes, absolutely it is… I’m a facilitator who passionately believes in the benefits of trainer led workshops. I use accelerated learning techniques to ensure they’re linked directly to the organisational needs, they’re results focused and enjoyable for the individual learners. I love my job and the feedback I receive from individuals and organisations lets me know I’m doing it well!
But as managers, you can take control and explore the other (sometimes more cost effective) options. Try creating a learning culture within your teams and encouraging your staff to book an hour out of their day to study! Allowing your teams to access learning materials online so they can take ownership and responsibility for their own learning and development. Empowerment is the key!
Who knows it could take off and spread across the whole organisation…