Each business and culture, manager and leader, bring different perspectives and opportunities to a business. Powerful and motivational learning and development activity builds on this.

Transforming Organisations into Learning Organisations

In the rapidly changing worked of modern business, organisations need to continuously grow and develop from inside. The aim is to engender within a business a culture where

continuously improving personal performance, leads to continuously improving business performance.

so becoming an organisation who’s growth and development is directly related to the growth and development of its people.

To achieve this requires:

• Maintaining the individualism and drive of each member of the sales force.
• Increasing each person’s sense of their strengths and weaknesses, combined with a desire and expectation of personal development.
• Positioning learning and development as owned (and driven) by the learner, actively supported by their manager.
• Building up the learning capabilities of the business, along with a positive learning culture.
• Ensuring there is enough time to learn.
• Developing coaching capabilities across the business.
• Engendering self development and peer group learning.
• Positioning the role of line managers as “people developers”.
• Aligning development with business drivers, values, needs and objectives.

Continuous Professional Development

To support this, the a Continuous Professional Development (CPD) Programme is often designed and put in place. The CPD programme is about achieving a shift in behaviour and attitude, resulting in improved personal and business performance. It is geared to individual learning and development based on work related needs, rather than formal training and instruction based on set content.

Generally there are four elements to making such a programme a success, and creating a “learning based organisation”:

• Alignment of development activities to the priorities and needs of the business in order to give reason to, and gain support for, the learning.
• Creation of an environment that supports relevant learning activities.
• Ensuring that appropriate learning and development activities are designed and implemented.
• Buy in, and participation by the individuals being developed.

Managers and Leaders as People Developers
All this needs to be supported by leaders who are able to nurture and develop people.

Managers and Leaders as People Developers

All this needs to be supported by leaders who are able to nurture and develop people. To some this comes naturally, for most of us it requires some personal development. In order to support this we provide training in development in the full range of learning and development approaches including:

Developing Individuals 1 to 1 Training & Development Coaching Mentoring

Developing Groups Presentation Skills Trainer training Workshop facilitation

Developing Organisations Self directed learning Peer group learning Continuous Professional Development (CPD) Action learning groups