Last year, 10Eighty ran a number of workshops concentrating on skills and the list of our top 4 workshops is interesting. You can view our Leading and Managing in Uncertain Times recorded workshop here. 

  1. Leading and Managing in Uncertain Times
  2. How to prevent burnout
  3. Enabling managers to give and receive feedback
  4. Managing teams in a hybrid environment

It’s interesting that feedback training is such an in-demand topic, of course there are always new managers coming through). Self-aware professionals know that seeking feedback is an essential component of effective learning. It’s key to how we improve our performance – constantly thinking about how we are doing and questioning ourselves as to how we can improve.

Providing timely and meaningful feedback is a live issue. 68 percent of respondents in a McKinsey Global Survey reported that ongoing coaching and developmental feedback positively affect an individual’s performance. In addition, the analysis shows that when managers can effectively coach employees, the performance-management system is much more likely to be perceived as fair. [McKinsey ]

We’d like to hear from you – what you think is top of your worry list right now? Is it the skills and resource shortage or is it managing in the new world? Please contact us and we’ll explore the issues that are raised.

Workplace transformation

The pandemic and lockdown have created a huge change in the workplace, 4 in 10 professionals (38%) feel their career has stalled since the start of the crisis. A robust strategy for attracting, retaining and developing employee’s needs to encompass hybrid working, flexible work patterns, career breaks allow employees to explore a range of career paths.

A human resources strategy to develop new skills will be vital to maintaining competitiveness. Think about:

  • What skillsets you need to compete in a fast-moving environment
  • What investments you need to make in upskilling and reskilling as well as recruiting from a broad based talent pool

Training and development initiatives can be expensive and too often employers worry that they will train employees only to see them leave. You can’t rely on recruiting talent, you need a comprehensive approach – a grow your own talent strategy.

Upskill for growth

Provide workers with a targeted combination of learning, training, and relevant workplace experience to build the talent needed to exploit emerging opportunities and ensure the business is future-proof.

Upskilling an existing workforce means they can apply their skills and knowledge in real time, enabling the practical aspect of development that adult learners prefer. A strategic commitment to continuous learning and upskilling will allow the organisation to attract and retain top talent. We know that millennials report the quality of training and development programmes is a compelling factor in choosing an employer (Boyd, C., 2017,

Self-directed and informal learning are increasingly popular and e-learning is the norm with self-paced online courses. Aim to incorporate non-classroom channels that enable workers to access the learning they need when, where, and how they prefer with on the job learning and mentoring programmes. This allows your people to quickly and effectively apply their learning in their day-to-day work.

Change is inevitable

The way we do business is changing at an astonishing rate and sourcing the talent needed to make the most of new opportunities will be a significant challenge facing in the near term. Corporate commitment to lifelong learning will enable workers to build careers in the post-lockdown new normal.

Continuous learning plays a key role in helping employees to develop the necessary skills and expertise both to navigate their chosen career path and to serve corporate objectives. Although training and development initiatives do represent a financial investment, the long-term benefits for companies and individuals clearly than outweigh the costs involved.

Tackling the skills challenge is imperative for both employees and organisations. To play an effective part in the new world order, we need to equip ourselves and our people with the knowledge, skills, and capabilities to work effectively in a digitised, globalised, automated world.

Liz Sebag-Montefiore

Liz Sebag-Montefiore is a Co-Founder and Director of 10Eighty. With over 15 years of business experience, I have an extensive and impressive blue chip client base. I have worked with numerous firms working in partnership with the client to understand their needs. My current role involves managing relationships with clients, developing new business, and coaching individuals in their career. I really enjoy meeting new people and have strong client relationship and networking skills. I am passionate about coaching as a means to motivate individual performance and believe that proactive career coaching will set direction, bolster employee engagement and self-confidence.

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