Author – Jamie Chisholm, Business Development Director, Mitchell Phoenix
With the completion of day 5, the Foundations of Management programme is now finished. Having had a month to reflect on the experience, in one word it’s left me with – ‘clarity’, by providing clear and practical frameworks to work within.
It’s also answered some questions:
- Why invest in training?
- Why should everyone be learning something all the time?
- How can training target business results?
- What is it about the Mitchell Phoenix process that enables the learning to transfer into behavioural change?
Before sharing these answers, you may be wondering what our final day covered. The theme was ‘Governing Change’ – exploring our futures as Leaders and Managers. Topics included, working with objectives, promoting others, managing stress, effective motivation, your legacy and reputation and self-awareness.
The significant take-outs for me from this workshop were:
- Creating concrete objectives must cover – What, who and by when?
- A good attitude can be likened to ‘water’
- Always finds a way, negotiates obstacles
- Sits comfortably & happy to exist in different forms
- Can’t be crushed or compressed
- We can consciously and positively influence the sub conscious of others by being well prepared, concrete and open to their ideas
As managers and leaders, the development of ourselves and our people poses many questions, some of those I had been asking myself, which may chime with you.
Why invest in training?
Your people have to be equal to your ambition and the challenges they face. The pace of change in all sectors of business is now so rapid that to remain ‘as we are’ is a dangerous and probably terminal strategy. In no area of commerce is it possible to be successful without relentless innovation, change and improvement. Whatever your strategy, your people have to be equal to it to drive it forward and deliver.
Why should everybody be learning all the time?
It is almost impossible to imagine that the above dynamism can be achieved without a continuous investment in learning at all levels within a business. In most cases learning can be provided in the workplace by on the job training by those already experienced. But where can managers learn leadership skills? This a specialist area that requires insight, a deep understanding of how humans interact, skills in coaching and mentoring, along with an ability to unlock the potential that exist in a widely disparate group of individuals. These skills are rarely found within the business and those who have them are already too busy guiding and driving the venture to be in the classroom teaching others!
How can training target business results?
So long as the training programme is built around these 4 core philosophies:
- Delegates should be encouraged to target immediate business results that are visible and can be measured
- The content has to be relevant, robust, intellectually demanding and stimulating for all levels of management
- The structure of the course should enable immediate ‘learning transfer’ into ‘behaviour’ within the workplace
- The facilitation of the programme should provide all delegates at every level with a supportive, accountable and demanding learning environment
What is it about the Mitchell Phoenix process that enables the learning to transfer into behavioural change?
It’s designed and delivered as a complete practical training system governed by 4 operating principles:
- Focussed on business results, recognising the sponsor requires a return
- Robust content transferable to all workplaces
- Working structure – 1 day seminar – 1 month of application – report on results
- Expert Facilitation – content alone cannot secure transfer of learning
My conclusion is simple, “Learning which is stimulating, quick and easy to apply, whilst delivering results is always the happiest learning!”