360Learning - Are we failing our managers?

Managers find solutions to problems. They go out on a limb for their teams. They stay late and start early. They don’t let stress get to them, and always find time for you. Managers just seem to be able to do it all…right?

Maybe it’s time to admit our leaders might need a hand themselves once in a while. Are they really getting all the training they need to deal with the added pressure of their roles? After all, some might be on a steeper learning curve when it comes to mastering management skills than others. Could they benefit from some extra coaching, so they can apply what they're learning in their day to day work lives?

Right now, it’s more important than ever for organizations to provide equal access to management positions for everyone, and to ensure some employees don’t face more barriers to upward mobility than others.

Let’s face it: it’s tough to be a manager. For those who have the “managerial touch”, we should provide them with the support they need to come through for their teams, their organizations, and most importantly, themselves. And this week, we’re here with all the resources you need.

Why not join the L&D Collective and connect with us on LinkedIn, Facebook, and Twitter!

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Leaders and Managers Aren’t Getting the Training They Need—Here’s How L&D Teams Can Offer More Support

In the final chapter of our UK Great Resignation series, we’re looking at the cohort of leaders and managers and how they feel about their jobs. To cut to the chase, they aren’t getting the training and support they need. Worse, some would rather quit their jobs than deal with the stress that being in a managerial role brings. Here, we offer advice and resources for how L&D teams can help support managers and employees to thrive.

Lead the way

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How People Really Learn—And What it Means for L&D Teams—With Nick Shackleton-Jones

The reality is that the vast majority of what we learn, we forget. That’s because we don’t go on to apply these lessons in our day to day lives. This truth has a significant impact on corporate training programs. In this L&D Podcast recap, David James and Nick Shackleton-Jones discuss how our challenges drive our learning, give guidance on how to improve learner outcomes and performance, and highlight what to consider when redesigning L&D strategies.

How do you learn?

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What's Holding Women Back in The Workplace (And How L&D Can Help)

As we’re winding up our US Great Resignation series, we’re taking a closer look at how women in our survey faced particular challenges around burnout, low salaries, and professional development opportunities. We also provide tips on what L&D teams can do to support women in the workplace.

Moving forward

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Diversity and Innovation: Stanford Medicine’s 3-Step Leadership Development Program

Organizational diversity can help generate innovative ideas and create groundbreaking new initiatives. But how do L&D teams ramp up foundational leadership skills in parts of their organization with the most diversity? And how can they encourage inner mobility to build more inclusive leadership? We tackle these tough questions in our latest CLO Connect healthcare interview with Sarah Larson of the Stanford University School of Medicine.

Just what the doctor ordered

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30 Free Employee Coaching Templates to Build Your Own Program

There’s a massive reskilling and upskilling crisis looming over the future of work: a reported 87% of companies say they have skill gaps or expect to within a few years. Employee coaching is one way that L&D teams can support their organizations in closing these gaps—and one way we can support you in launching a coaching program is by giving you thirty templates to get you started.

Time for templates

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What is Learning Curve Theory?

The first time you do something—like make pancakes—it might take you a lot longer than you’d like, and there may be more imperfections than you’d care to admit. But practice makes (almost) perfect, right? That’s what Learning Curve Theory says, anyway. Our article breaks down how L&D teams can use this theory to maximize training outcomes.

It’s all downhill from here