Development Conversations

Managers who know how to conduct development conversations create value for the organisation through improved engagement and retention levels. These managers contribute to a learning organisation with a strong and sustainable pipeline of talent, and enhance your organisation’s reputation as an employer of choice.

According to research, employees are most motivated when they have a sense of purpose, a sense of freedom and a sense of mastery at work. Managers who leverage these key motivators are often rewarded with better business results. The key is to put the employee at the centre of the development discussion without ever losing sight on the wider business goals.

81 percent of organisations indicated that their leaders are not at all, or only somewhat, effective at developing their employees (Brandon Hall Study – 2015). Indeed, when asked, almost a quarter of employees are dissatisfied or very dissatisfied with the opportunities they have to develop their skills in their job.
(CIPD employee outlook 2017)

The workshop

During this session, we’ll provide you with the tools to conduct effective development conversations, practise your coaching skills, and generate development plans that align both the organisation’s and your team member’s unique needs.

An organisation that prioritises development, feedback and coaching stands a greater chance of engaging and retaining its people. So how will your organisation:

• Balance the immediate need for results with the longer-term need of building capability?
• Create a culture where development plans are co-created and shared between managers and team
  members?
• Systematically build skills and competencies required for your business to achieve its strategic goals?

During this 1 day workshop, we’ll work with leaders to help identify ways to co-create development plans.

You will:

• Learn to use advocacy and enquiry to align your employee’s and your organisation’s aspirations.
• Practise your listening skills in order to uncover the motivations of your team members.
• Complete a tool specifically designed to help you prepare for a development discussion back at work.
• Practise your coaching skills as you help to uncover the ‘sweet spot’ and create a tangible development
  plan.
• Identify a variety of learning options that will help to provide personal stretch team member.

Building skills to develop others can provide measureable outcomes for you and your organisation, including:

• Higher levels of engagement and retention.
• A stronger pipeline of ‘ready’ talent at all organisational levels.
• A stronger talent development process that includes more stretching and coherent development
  plans.

DOWNLOAD “Development conversations” AS PDF

Developing People

You are always welcome to contact us for advice on which course or programme will suit your needs the best.