tag:blogger.com,1999:blog-7093446203403926786.post1881343248146216021..comments2024-03-01T07:28:59.832+00:00Comments on Learn2Develop - Thoughts from the World of Learning and Development: Make Learning Stick......the role of the managerChris Morganhttp://www.blogger.com/profile/12415768801378147250noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-7093446203403926786.post-17569724023499509212008-11-23T05:31:00.000+00:002008-11-23T05:31:00.000+00:00Chris - Great post on the role of the manager befo...Chris - <BR/>Great post on the role of the manager before, during, and after a development activity. And thanks for the mention.Dan McCarthyhttps://www.blogger.com/profile/12634914124037453298noreply@blogger.comtag:blogger.com,1999:blog-7093446203403926786.post-39750111811526586532008-11-15T11:01:00.000+00:002008-11-15T11:01:00.000+00:00Thanks for the insights:-) Good to know that there...Thanks for the insights:-) Good to know that there are other people keen on learning and growing people to their strengths.<BR/><BR/>It is not an easy job, and yet it is fun when the learner is learning and the teacher as well:-))<BR/><BR/>Learned that in the Foundations for Leadership workshop with Peter Senge in March in practice.<BR/><BR/>Best regards<BR/><BR/>RalfRalfLippoldhttps://www.blogger.com/profile/15149352083082630755noreply@blogger.comtag:blogger.com,1999:blog-7093446203403926786.post-2937563203303425772008-11-05T00:34:00.000+00:002008-11-05T00:34:00.000+00:00I think your first point is the most important thi...I think your first point is the most important thing managers can do before a learning intervention - "have frequent discussions with their people about their development needs." <BR/><BR/>Telling an employee they need to make an improvement can come off as an insult if a manager isn't careful enough. By talking with the employee about development opportunities, the employee won't be caught off guard and will be more receptive to the learning activity. <BR/><BR/>Great post!G Neilhttps://www.blogger.com/profile/16505415939811230868noreply@blogger.comtag:blogger.com,1999:blog-7093446203403926786.post-12483408252759000452008-11-04T20:56:00.000+00:002008-11-04T20:56:00.000+00:00John - that's a really good point. I have lots of ...John - that's a really good point. I have lots of material that I plan to share over the coming weeks that should provide some practical advice for line managers. For example how to have those difficult conversations with people when they think they should be promoted.....but in reality they aren't yet ready.<BR/><BR/>If you need something more urgently then drop me an email.<BR/><BR/>ChrisChris Morganhttps://www.blogger.com/profile/12415768801378147250noreply@blogger.comtag:blogger.com,1999:blog-7093446203403926786.post-1207391870231019122008-11-03T13:42:00.000+00:002008-11-03T13:42:00.000+00:00Solid advice - do you know of any 'handbook...Solid advice - do you know of any 'handbook' that provides this type of information for managers ?<BR/><BR/>I'd suspect that with L&D/HR colleagues you are 'preaching to the converted' - hence it would be interesting to know if someone has already framed the arguments in a way that line managers respond to positivelyjohn castledinehttps://www.blogger.com/profile/13608079307602020299noreply@blogger.com