A member of Training Matters Associates Ltd was appointed as an interim training manager for a well established financial services company based in the North-West of England. The company was undergoing rapid expansion and taking on new staff at all levels.
The two most urgent needs that the HR Director identified were:
- Managing the small and very inexperienced training team
- Initiating and developing a management training programme
Accordingly the interim training manager developed and ran train the trainer events. Basic trainer skills were covered and 1:1 coaching given as needed or requested. Off site visits to various training events and seminars, including World of Learning Exhibition and the CIPD Exhibition, were undertaken. Coaching was also given to team members who were working through their Certificate in Training Practice with the CIPD. They were also encouraged to attend CIPD branch meetings as part of their professional development.
Each of the trainers was given a carefully supervised project to undertake. One was required to design a one day company induction programme. This was checked by the interim training manager before being piloted. Constructive feedback was given to the trainer and adaptations made to the course where required.
The other designated project was a two week, customer service, new entrant programme. This was designed and delivered by the trainers with oversight and constructive feedback given by the interim training manager.
Both these courses are now well embedded in the company. They have become progressively more interactive over time, and the feedback from these is very positive.
The trainer’s skills have enhanced to a level where they are now doing 1:1 interviews, evaluating course outcomes and writing reports and recommendations on the basis of these.
Initially there were inexperienced managers in post who had not yet experienced any management training within the company. The interim training manager liaised with both the HR Director and the newly appointed Learning and Development Manager regarding their perception of what the programmes needed to include. Discussions related to the company culture and what skills the participants on the programmes needed to learn and develop in order for the company to progress in the way required. A series of bespoke management programmes were agreed upon. The skill sets taught to participants during the workshops were tailored to fit the company’s need to develop competent, adaptable and co-operate staff. Implicit in the discussions was the need for managers to be taught transferable skills to enable them to manage effectively within the learning and development/T&C requirements.
The programme began with six modules. Half of these covered basic management principles and the remainder concentrated on coaching. Feedback and evaluation forms and interviews have indicated that the three coaching modules have had the most significant impact within the company. There have been two strands to this. Managers feel that they have become more self-aware about aspects of their own behaviour. They also feel that they have confidently used their coaching skills to develop their staff, which in turn has positively affected performance and therefore company outcomes.
At a recent independent evaluation of the management training programme, managers expressed a belief that the suite of courses had improved their management capabilities and significantly altered their behaviours.
As a result of the successful outcomes from the initial training programme, negotiations were entered into with the company. An on-going and expanding management development programme has been agreed, with workshops covering an extra twenty modules. Topics and their position within the programme reflect the changing dynamic of the company and its workforce
The inauguration of the Management Development Programme has had several unexpected benefits. There is evidence that individuals have made a decision to remain within the company rather than move on because of the quality of the in-house training they are receiving.
Also a link has been forged with an associate provider of the Chartered Management Institute. Both Diploma and Certificate qualifications are currently being undertaken by employees of the company. The Management Development Programme supports learners as they progress through this external qualification, and 1:1 coaching is seen as a valuable aspect by all concerned. |
