by Helen Tiffany, founder and MD of Bec Development
Development programmes for leaders and managers should respond to the transformation of their target market. What worked for Baby Boomers does not work for Millennials and beyond. At the same time just putting programmes online, or seasoning them with a little AI or some VR wizardry, doesn’t cut the mustard. Both high-touch and digital learning have their place.
What’s offered needs to be flexible, experiential and learner-centric, extremely relevant and easily consumed. Our own experience is that shorter sessions, tailored to person and business needs, work best. Sessions also need to be scheduled (in terms of time and location) to reflect the challenges placed on managers by their intense, all-consuming job roles and without jeopardising their work-life balance.
My conversations about how behaviour affects the operation of leadership teams were more frequent than those about any other single topic last year. This was evident in board away-days, executive coaching sessions and the many leadership courses and workshops that Bec Development and its coach training arm, The Coach House, delivered.
In response to this we have developed and launched RED10, which is based on 10 leadership behaviours, that, through our 17 years of experience as a consultancy, we know make a difference in successful leadership.
These behaviours are woven across 5 modules. Each module is designed to identify and reflect on the behaviours that work, provide a space to practice and refine them and time to think about what needs to change. These 10 behaviours cover a wealth of insight across business essentials such as leading through change, developing a coaching mindset, building and keeping powerful teams and the tricky area of feedback.
If behaviours can be learned then so can skills and if you truly want tip top talent at the top you need to place the same strategic emphasis on skills development.
With this in mind we have also launched FLEX, which develops managers (and managers in the making) in ways that make the most of L&D time and budget.
At the centre of FLEX sits our tried and tested one-day comprehensive overview of management, Management in 3 Acts. This covers the role itself; responsibilities, how to achieve and get things done, get the best from the people you manage and from yourself.
Around this one-day overview, clients select 7 (FLEX) or 4 (FLEX LITE) half day modules covering skills such as interviewing, communication, energy and motivation, time management and coaching.
Both RED10 and FLEX are designed so the modules can be spaced and timed to fit round busy and demanding jobs. They also cover aspects of coaching, as its role as both a skill and a behaviour cannot be overemphasised. Coaching and developing a coaching mind-set, are critical, alongside the behaviours and skills needed to lead through change – and my crystal ball tells me there’s a lot of change on the way.