How do you make Management Development learning stick?
Returning on investments, delivering on expectations, wanting to see people succeed, a desire to deliver quality learning and looking after our people are amongst the reasons we do what we do (especially some of the latter ones!). We want (and need) our training programmes to be successful so they're not just a flash in the pan one-off-event which doesn't really have any lasting impact.
We have made massive progress over many years moving away from the belief that just putting someone on a one-off training event would be the be all and end all where magical overnight improvements would appear. We know there's more to it than that!
So that's the question from me today. How do you make Management Development learning stick? The same question should actually be applied to any topic and any learning, how would you make that stick? But the question for me today, focusses in on Management Development training specifically.
Take for example a Management Development programme, consisting of six workshops, ran monthly. Each on a different topic. There may be a module on coaching, one perhaps on performance management, one maybe on leadership etc. You get the idea! There's some great theories and models covered, in a way that suits the audience, who are new to management and new to these topics. Everyone no doubt would leave with their heads filled with new ideas and concepts and a workbook brimming with content and their own reflected thoughts.
So what are the bits that need to happen (maybe before, during, in between and after the programme) to help this learning to be remembered, put into practice and embedded?
How do you make Management Development learning stick? - would love to hear your comments below...