Developing skills has come to represent an integral part of management for two main reasons.

Firstly, given that company environments change increasingly quickly, proficiency in critical skills has, in some cases, become a factor for survival.

Secondly, given today’s context of rarefied human resources, encouraging individuals to expand their range of skills is the surest way to attract – and retain – talented people. This now crucial role is no longer the sole responsibility of the HRD or of training managers, it also concerns local managers who are often the most capable in the field.

 

Developing skills no longer involves simply sending people off for training, it is a critical skill in itself, and one that must be learnt.

Firstly, it involves thinking about the short and medium-term needs of both your team and your company.

A diverse range of resources must then be implemented, including coaching and daily feedback.

Lastly, it means adopting a veritable form of management combined with training, thereby ensuring that your colleagues fulfil their potential and adapt to the company’s strategic requirements.

 

Learning plan

Identify the skills to develop in your team

• The skill’s different components

• Define the key skills and choose which skills to develop

Adopt straightforward methods for developing skills

• Prepare your training projects

• Support a delegation to develop skills

• Get positive feedback

Develop skills long-term

• Successfully coach a colleague

• Provide successful tutoring

• Gain proficiency in the different styles of management to help your colleagues progress

• Organise training alongside work

• Encourage responsibility in your team