In short
There are many approaches in employee development processes, but the most effective are a mix between:
Experimentation - creating experiences that allow employees to grow (more complex tasks, development of special products, mentoring of other colleagues).
Exposure - learning through observation (working with a coach, feedback process, shadowing and networking processes)
Education - learning through theoretical and practical study (books, manuals, training sessions, online/hybrid courses, conferences, etc.)
Skills development
A more skilled and informed workforce can improve productivity and efficiency across all lines of business. When employees are trained and developed in their roles, they are better equipped to handle their responsibilities and are more likely to perform at a higher level, and experience an increased level of satisfaction with their role.
People development always helps promote a culture of learning and growth within the company, improving employee engagement and job satisfaction, leading to increased retention rates and a more positive work environment.
Personal development programs help identify and develop future leaders within the organization. This increases the quality of the pipeline of high-potential employees and ensures a more efficient succession planning process.
Manager as a Coach
Improve the influencing skills of managers to better implement the development tools and methods that allow them to discover the potential of the people in the team, motivate them and increase their performance.
The concept itself enables a shift from the traditional command-and-control leadership style to a more collaborative and supportive approach.
When managers adopt a coaching mindset, using feedback as a tool for growth and development, they can empower their teams to take ownership of their work and overcome their role limitations, leading to increased employee engagement and increased performance .
Such programs transform feedback and coaching itself from tools into habits practiced in real situations in the life of a business and develop the skills to use evocative and exploration-oriented questions.
Energy management
Personal energy management programs help employees feel more balanced, focused and energetic, which improves their ability to identify and reduce stress.
When there is the energy and concentration needed to complete their tasks, employees are more productive and efficient and can have a real work life balance.
Organizations also benefit from energy management programs by observing increased employee engagement at work, improved performance, reduced absenteeism and turnover, and an improved organizational culture.
Growth Mindset
Companies that have a growth mindset as their value and operating principle manage to deliver more value to their shareholders with the 80% than companies that do not have a "growth mindset" in focus.
The program is a mix of hands-on sessions in which participants use tools such as goal-setting and self-assessment forms, reflection sessions to identify areas where they are trapped in a fixed way of thinking that does not allow them to grow certain competences and scientific know-how infusion sessions delivered in an easy format.
The emphasis is on the value of the effort put in, encouraging the participants to look for challenges and see them as opportunities to develop skills, not as a source of frustration or fear of being seen as weak/unprepared in case of a less than satisfactory result.
The results are quickly visible both at the individual level and at the organizational level:
increased motivation and involvement - challenges are seen as a source of learning and development of skills increased performance - thanks to repeated attempts and continuous improvements increased problem-solving skills increased resilience and creativity improved collaboration and work environment which also translates into a desirable employer brand
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