“We noticed in our Talent Management and Organisational Development team that we don’t have access to just-in-time training. When individuals need help with something, they need it now and not in a few months’ time. We need to find a different way of supporting our staff through training and development.”
– TM & OD Manager, International Governmental Organisation
Stickiness is Key
Here’s what we recommend: provide your managers and leaders with high impact learning events when they need it.
And how to make these short bursts of development activity engaging and ‘sticky’ for executives who are already overloaded with things to do and people to see?
We believe that we have found the answer. Incorporate our six design principles in any and all of your learning events, making sure they are modular experiences spread out over six months or longer to provide opportunities for repeated practice.
1. Start at the root: Replace limiting beliefs with empowering ones before introducing new skills and behaviours.
2. Make it real and relevant: Work on actioning participants’ real-world challenges and solving business issues.
3. Expand on existing strengths: Tap into the ‘wisdom in the room’, put people in the driver’s seat.
4. Leave traditional thinking behind: Offer non-traditional, unorthodox sources as new fountains of inspiration.
5. Gain commitment to growth: Help participants understand what’s in it for them, and for their organisation, before they begin their development journey.
6. Measure and sustain: Assess progress regularly and build an internal support network to sustain the new mindset and skillset.
For further inspiration, take a look at Leadership By Design, our library of 30 two-day modules that have been designed according to the above principles and can be fully customised to your specific requirements.