Mentoring

Is your industry struggling to fill vacancies, retain employees and have adequately skilled teams? These issues can be addressed through training and development. However, there remains a reluctance to invest in valuable training, why is this? We Haven’t Enough Time for Training & Development When I talk to business owners, one of the reasons given for not providing a training and development programme is lack of time. This was also identified as a barrier to learning in the 2023 CIPD Learning at Work* report. I don’t believe time is the issue. Firstly, when training and development offer the knowledge, insight, resources and support that individuals and organisations need, we make time for it. Secondly, modular and bite-sized training makes it possible to allocate as little as an hour a month to develop skills and knowledge. Is this idea of time limitations based on the idea that all employees need to participate in an annual training day or attend an industry conference? Whilst those events still exist, these are seldom the best ways to learn. Creating a Learning Community In a recent Masterclass, I shared ‘5 Key Learning Trends for 2024’. One of these is the shift towards learning communities. Insight reveals that employees value private, online communities of direct relevance. These member-only groups are viewed as a safe space to connect and learn. An online community inspires open discussion, problem-solving and the sharing of good practices. As such, it is a supportive learning environment. Equally, members gain access to insight and resources that aren’t available to the general public. Although structured, these online groups respond to what members bring to the table. My Premier Training Club focuses on supporting in-house and freelance trainers. However, there are learning communities for an expansive range of roles and industries. So, find one that relates to your field of interest! Learning Communities: A Solution for Corporate Trainers As a trainer, creating an online community offering could increase learner accessibility. A Goldman Sachs survey revealed that 50% of people have valuable knowledge which could help educate others. Of these, 28% of these were considering starting an online learning platform. If you are one of them, my recommendation is to map out a members-only community offer! A learning community typically features a regular virtual training session and open discussion. Prepare a theme, yet be willing to be flexible. If members are keen to pursue a particular point, it makes sense to adapt and give this more air time. In addition to group sessions, give members content to access at their convenience. You could include e-learning modules, podcasts and guides. Learning Communities: A Solution for Employers As an employer, have you considered online communities as a practical way to equip your employees with knowledge and resources? This could be far more affordable and valuable than a training day or conference. That’s because your employees don’t want to wait a month or two to attend a course. Instead, they want support now. Have you previously considered online communities as a training resource? If not, I assure you that this is an untapped opportunity for upskilling your team. The key is to research existing and new groups. Find ones that align with the company’s goals and desired learning outcomes. Who are the thought leaders in your field and can they contribute to employee and business aspirations? Measuring Training Outcomes Unlike a training day, membership groups may run for several months or be ongoing. This helps embed learning and address issues that may arise in the process. As such, it is likely to result in improved performance and productivity. These are outcomes that drive impact. On the flip side, your employees are unlikely to get an attendance certificate. Equally, it isn’t straightforward to tick a box and say they’ve completed a training course. However, these means of measuring training and development are not meaningful, so let them go! In Summary We have a national skills shortage in many industries that needs to be addressed. Online learning communities provide a practical, accessible and meaningful opportunity to share knowledge, insight and best practices. As such, they can drive employee performance. If they haven’t been on your radar, get researching, as this is a growing trend for 2024. And, if you would like to discover the other key learning trends, or discuss joining my Premier Training Club, contact me! * https://www.cipd.org/uk/knowledge/reports/learning-at-work/

You’ve recruited a strong candidate, they’ve accepted the role and your new manager will soon be in post. Job done! Well, not quite. If you want new managers to hit the ground running, it’s time to plan their induction. Prioritising Recruitment & Retention According to the Ambition Index*, a survey of UK SMEs, there’s a feeling of optimism in the air. The majority of SMEs feel resilient and are exploring opportunities to unlock growth. The survey revealed that 22% plan to invest in talent recruitment and retention to achieve it. As such, upskilling current employees through training and attracting new talent are top priorities for 2024. Is your company investing in internal promotions or recruitment? If so, you want those new managers to be up and running from the offset. You need them to step up, take on responsibilities, drive productivity, generate sales and lead the team. However, they are going to need some input from you and the team to be able to do that. Even the most experienced and competent new manager will arrive with limited knowledge of how your company operates. As for internally promoted managers, they have to quickly shift their approach to fulfil a leadership role. Onboarding New Managers When onboarding new managers, consider the tools, methodologies and information that will equip them to meet your expectations. All new starters benefit from an informative induction to the company. The best way to ensure a consistent message is to produce an induction training programme. Use this to share the company values, key achievements and future goals. The programme can include links to interactive training modules, important documents and the websites of key clients. The next step is to plan a schedule for the first week or two in post. Who does the new manager need to meet? Prearrange meetings with members of the team to discuss their roles and the current projects they are working on. In addition, book meetings with clients, partners, suppliers and other priority contacts. These can be virtual, although it is often beneficial to meet in person. Buddies and Mentors Assign an experienced and positive member of the team as a buddy. They are the first point of contact for any questions in the first week. A buddy helps the new manager negotiate the working environment, bringing them quickly up to pace with business protocol. If you want to get the most from your new manager, mentoring is the next step. A mentor works with the individual’s skills to address challenges, unlock capabilities and optimise potential. This is especially valuable when the recruit has limited experience in a leadership role. Leadership Training for New Managers Continuous development is essential for any strong leader. After your new manager has been in post for a few months, discuss training needs. Is the individual proactive and how do they perform in reactive situations? Can they spot opportunities in the pipeline, as well as ensuring the team meets a deadline? Workplace training often focuses on building technical capabilities. However, for new managers, leadership training is valuable. What issues are they finding difficult to address? My online training short courses include common requirements including Employee Engagement, Effective Delegation and Team Motivation. These can be a good starting point. Building on this, advanced leadership training supports professional growth. Covering the essentials of communication, presentation and influencing skills, it supports the achievement of personal and business ambitions. Gather Feedback from New Managers Although recruits are finding their feet in your organisation, they bring expertise and experience to the table. What’s more, they see your business from a fresh perspective. For this reason, ask them for feedback on how the company might achieve its goals. What do they see as the strengths, weaknesses, opportunities and threats? Can they spot issues that could be resolved to streamline processes or better communicate the company values? Be open to feedback and benefit from valuable insight. Leave Them to It or Leverage Success So, when you recruit a new manager, you can just leave them to it. Their skills and strengths got them the job, so now it is over to them to deliver. You’ve spent enough time on the recruitment process and you need to crack on with other tasks. Alternatively, you can put measures in place to help leverage success. Prepare the necessary induction and you will benefit from managers who are equipped to hit the ground running. Contact Sue Garner for information on leadership training, mentoring or preparing interactive induction programmes. * https://www.three.co.uk/business/the-ambition-index

Inviting individuals to step up into a senior role is an exciting time. Now they’ve got to prove their credentials. You could leave it to them to manage projects, colleagues and resources or you can invest in developing their potential. Management roles are diverse and you know they will face challenges. By offering training and mentoring you can hone their skills and get them up and running quickly. This article explores why training and mentoring are key to preparing competent leaders that can tackle the multitude of demands. Equipping New Managers with the Skills for Success Hiring new managers is a punt, as very few candidates offer the full package. They may have leadership potential and the drive to put ideas into action or technical insight and an innovative attitude. So, now they are in post and all fired up. You can leave them to muddle through and learn by experience or you can provide support. Training and mentoring offer the means to immediately develop strengths and fill gaps in knowledge and experience. They help your new leaders to grow in competence, so they can confidently manage projects, people, time and resources. As a result, you are rewarded with effective managers who are equipped to take your business from strength to strength. Why is Being a Good Manager Important? Before we explore the role of training and mentoring in developing leadership potential, we need to understand why this is important. Firstly, one of the primary reasons to invest in training and mentoring is to lower staff turnover. In a Visier study, undertaken in 2022, 43% of respondents had left a role because of their manager. The same study revealed that 85% of employees believe a good manager is important for workplace happiness. Further information on the findings is shared in People Management. Secondly, poor managers extract lower levels of engagement and productivity from their team. When employee skills aren’t recognised and their needs are unmet, motivation and commitment to their work drop. This impacts morale, customer service, company reputation and ultimately, profits. Additionally, when lacking in confidence about specific parts of the role, ill-equipped managers avoid difficult tasks. They focus on what comes naturally to them, the areas that they are good at and neglect tough decisions or conflict resolution. These challenges don’t disappear, but they can spiral into greater issues. These can be detrimental to the business and costly to resolve. What’s the Difference Between Training & Mentoring for Managers? So, managers, the team and the wider organisation benefit when skills are cultivated through training and mentoring. However, you may be wondering why your managers need both. Let’s outline the difference between the two. Management Training Training – a great way to upskill, build awareness and develop leadership potential. It teaches individuals specific knowledge, which might include: Management procedures – hiring, staff appraisals, conflict resolution, implementing company policy Communication skills – listening, inviting feedback, appropriate responses, negotiation Management skills – strategic planning, decision-making, problem-solving, resource management Training typically focuses on company priorities. It’s about getting what you need from the new manager. What skills will empower them to drive things forward, tackle challenges, engage other employees and achieve business goals? My Advanced Leadership Training has been booked by companies across the UK that are looking to optimise the potential of new business managers. I’m already getting bookings for Leadership Essentials, Communicating with Impact and Influencing Skills training through to summer 2023. I also offer a range of online courses covering common challenges faced by leaders. Mentoring for Leaders Mentoring offers guidance, support and a sounding board. It is responsive and flexible to the needs of each individual. The employee drives the focus of each mentoring session by identifying what they need support with. What are their priorities? In essence, mentoring ensures that managers feel equipped for the role and have backup when faced with difficult issues. It also holds them accountable; keeping them on track to achieve personal and professional goals. That’s good for them and good for the business. My VIP Mentoring has helped many leaders to flourish, to get the most from their team and to nip problems in the bud with prompt, decisive action. Invest in Career Progression If you have new or recently promoted staff who are taking on a role in management, training and mentoring can aid successful career progression. Your business will reap the reward of the investment, so let’s make this a year of achievement!