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Management Development Works

Linking management development to strategic goals really does improve organisational performance, according to a recent report from the Chartered Management Institute. 'Management Development Works: the evidence,' offers a unique insight into changing patterns of management development over the last eight years across UK organisations.

The research, which is based on detailed interviews with 1,000 managers, reveals:

• improved business performance when development is linked to organisational strategy
• a significant shift in the priority given to management development by employers
• a change in attitude towards what makes a good manager and how development should be delivered
• trends amongst organisations towards active talent management and fast-tracking high potential managers.

The report, which is also supported by the Learning and Skills Council and others, shows managers claiming a significant rise in the impact management development has on their organisations. The majority of respondents agreed that management development equips managers to meet business needs. When management development is linked to specific skills that address business needs, organisational productivity levels climb.

The findings also indicate that many employers are now taking more responsibility at a senior level for employee development within organisations. In 2004, 51 per cent of boards were directly responsible for initiating management development policy, compared to 43 per cent in 1996. Senior involvement in implementation remains high at 24 per cent, an increase from 15 per cent in 1996.

For the first time since the start of the survey, the belief that 'leaders are born, not made' has been eclipsed. Managers are now expressing the view that on the job experience is more valuable than natural ability. The report also reveals that line managers are now focusing on job related development, such as in-house management development and job-specific qualifications. This highlights the need for both HR managers and providers to make sure learning opportunities are connected to relevant workplace experiences.

UK organisations have also recognised the need for sustained development programmes. Almost 90 per cent now have regular appraisals to establish training requirements and more than half (57 per cent) admit to 'talent management' by selecting high potential managers for intensive development. The report also shows that the skills most sought after are managing people, leadership and meeting customer needs. Looking forward managers are looking to develop skills including the management of change and risk and the ability to facilitate organisational learning.

"This research is very much in line with findings from other organisations such as Forrester and Accenture, demonstrating the increasing importance that organisations are placing on these key areas," adds Simon Hayward. "One of the biggest challenges facing learning and development professionals is measuring the impact of learning and development on the bottom line. Research such as this is helping to demonstrate the importance of management development in today's competitive environment."

Mary Chapman, chief executive of the Chartered Management Institute, adds: "Learning and development has often been conducted with the implicit belief that it is beneficial. However, this research project provides positive evidence of the value of management development and shows that organisations which base development on strategic business needs clearly benefit from performance improvements."

Leadership Development the Dyson Way

At Dyson, the Leadership Development Programme, developed and delivered by Academee, is an example of how learning and development is being successfully linked to both organisational goals and culture. Dyson's success is built on encouraging its people to be creative and try new things. Everyone is given the freedom to innovate, even if this means learning from mistakes.

Martin McCourt, CEO of Dyson, explains the Dyson philosophy: "We are trying to create an environment where no-one is tied to a desk, where we talk to each other rather than sending emails. Dyson is more ambitious than anywhere else that I have ever worked."

The tailor-made Leadership Development Programme covers management theory, motivation, communication, leadership, coaching, counselling and conflict management. Participants are asked to do some preparatory work before each workshop so that the thinking begins outside the training room. As the programme has evolved, Academee's approach has become increasingly practical, activity-based and creative - always seeking to transfer any theory into practice. This is supporting Dyson's strategic aims and having a real impact in the workplace.

Developing Managers of the Future at A4e

A4E is one of the UK's fastest growing people and business solutions companies. Such explosive growth meant that formal succession planning had never taken place, so A4E decided to focus on developing the managers of the future from within the organisation. Because this was key to achieving their strategic goals, they were keen to make management development a key part of their business planning. A tailor made programme from The Business Specialists and Academee, 'Managers of the Future,' combines face to face training, elearning and coaching to equip participants with key management skills and behaviours, and embed learning in the workplace. The programme is meeting the needs of the business and the individuals involved, and delivering real results.