People-development skills for managers
'I am interested in developing my skills so as to bring out the best
in my people'
Essential people-development skills
As a supervisor or line manager you can play a vital role in developing your people's potential if you yourself have the necessary skills, attitudes and time to do it!
The TAP Learning System recognises the imperative of integrating you into the development process. The Skills Programme includes 2-day certificated short-courses in the essentials of coaching, training and development. As they follow the same methodologies taught in the L&D professional courses, employees are assured of consistent learning experiences whoever delivers them.
Essential employee engagement skills
Research shows that your relationship with your team members is by far the biggest factor in their decisions to stay or leave, to invest discretionary effort or the minimum, ie. to engage or disengage! Ensuring that you have the self-awareness and skills to build and maintain their high engagement is essential for your success as a manager.
The Manager-of-CHOICE™ Programme is based on the CHOICE™ model, developed by The Training Foundation to address the six key drivers of employee engagement. It comprises 1 and 2-day workshops and online learning.
The programme is designed to convey essential knowledge, self-awareness and skills, enabling you to sustain high engagement levels in your people.
Click here for more information on the Manager-of-CHOICE™ Programme or please call us to discuss how it could benefit you. 00 44 (0) 2476 411288 or email info@trainingfoundation.com
Click here for more information on the Manager-of-CHOICE™ Programme.
Click here for TAP Skills Programme website
The CIPD’s 2007 learning and development survey
- focused on the role of line managers in learning and development
• More than 90% of respondents believe that line managers are ‘important’ or ‘very important’ in supporting learning and development in their organisations.
• However, only 12% feel that line managers take learning and development very seriously and 44% report that line managers are not very effective at it.
• Few train their line managers to coach. 66% train only a minority to coach or develop people and 15% don’t train any.