By Mark Orpen, CEO at The Institute of People Development (IPD)
While technical proficiency is essential to performance, management skills are critical to getting others to perform. Therefore, technical experts should receive management specific training to empower them to manage effectively.
A crucial element in this training process is the business’ organisational style. Are your organisation’s objectives shaped based on the collective of your people’s individual objectives, or are your people’s objectives formulated around the organisations objectives? These opposing organisational styles foster vastly different cultures, with those who aspire to be people managers facing varying challenges.
Rising staff churn leads both to the erosion of workplace skills and to the loss of valuable institutional memory. This places greater pressure on succession planning – which is becoming more complex due to evolving political, social and economic climates both locally and abroad. Managing is an art requiring constant innovation, employing new ways to stimulate performance and productivity.
To create effective learning solutions, an understanding of diverse people management challenges and a wealth of experience in skills development are essential. As such, designing an innovative, flexible and agile learning solution is essential. This programme strives to provide managers with the necessary skills to deliver implementable, well-structured succession planning strategies.
Delivering cohesive training that fast tracks improved performance, integrates organisational specific policies and procedures, and ensures that job-specific workflow processes and outcomes form part of the learning and assessment process is the goal. This provides a basis for immediate measurement of improved performance and return on investment for the programme, while improving the retention rates of trained managers. The result is graduates who are qualified and can apply their skills in (and to the benefit of) the workplace.