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Development Pipeline – Conditions for Professional Development

December 14, 2016

Good training builds team member’s confidence and increases their value to the organisation. It saves you the time and irritation of fixing ‘mistakes’, repeating earlier training and correcting bad habits. High Performance Coaching and Training has a systematic approach that allows you to decide who needs training in what, and when and how we can provide it. It will reduce the time you spend training and increase efficiency, productivity, quality of work and morale.

Do you recognize any of these common indicators of possible training needs?

  • High error rate
  • Slow work speeds
  • Some tasks that are avoided
  • High levels of complaints
  • Jobs being done a second or third time due to errors
  • Measures of success not achieved
  • Too many accidents and near misses
  • Last-minute “panics” to meet deadlines
  • Conflict or poor working relationships within the dept or with customers
  • Excessive absenteeism
  • Excessive staff turnover
  • Changing customer needs or expectations
  • Organisational changes
  • Staff changes
  • Technology changes

Once you have identified and recognized some of the factors listed above, it is now time to look at developing yourself or your team.

Whether to upgrade existing skills build new ones or correct a performance problem, know what you expect the training to do. What outcomes or results are you looking for? What new behaviors or skills do you what to see used? How will you recognize them? How will you measure results?

Here are  five factors  that define the conditions that are necessary for individuals, teams, and other work groups to develop in ways that contribute to organisational success.

Insight: People need to know what to develop.  Individuals, teams and work groups of every size need insight regarding:

  • What the organization needs from them.
  • How their responsibilities and actions connect to the organization’s purpose and strategy.
  • Where they stand relative to the organization’s expectations.
  1. Motivation: People and teams need to know why it matters to them. When people perceive a personal payoff for development, it mobilizes their energy to work on things that matter to team and organizational objectives.
  1. New knowledge and skill: People need to know how and where they can acquire new capabilities.
  1. Real-world practice: People need opportunities to apply what they’ve learned and reflect on those experiences to guide their ongoing development.
  1. Real-world performance: People need to assess if their development is having a positive impact on their performance.  The process of consolidating and internalizing what has been learned ensures that using new skills becomes natural, repeatable, and self-sustaining.

I hope you have found this article informative.

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