Share Your Learning
Getting the most out of any development takes commitment and an investment of time from both the line manager and the staff member involved.
To deliver the greatest benefit from any planned development activity, it is suggested as good practice that the following takes place between the line manager and the staff member:
Before the staff member undertakes any development:
- Discuss what he/she wants/needs to get from the development (be as specific as possible – what difference will it make? How will you measure the new learning gained?)
- Identify ways in which it will benefit him/her, in their current role or in the future
- Discuss how it will be useful to the team or group - how will it be shared?
- Book a date and time to review the development activity with the member of staff
Whilst the staff member is involved in the activity:
- Consider how you can arrange for at least some of their work to be re-allocated or covered so that they can complete any learning activity associated with the development event such as a journal reflection or workbook
Soon after the staff member returns, discuss with him/her:
- What he/she learned, including a discussion of key action points
- How you will help him/her to put the learning into action in their job
- How the learning can best be shared with others in the team (e.g. by coaching others or by giving a presentation)
- How to make sure that the skills/knowledge gained are put to use within a short time of returning to work, otherwise much of what has been learned will be forgotten
- How to evaluate - over the next few months look out for positive change in performance against the agreed measure