Manager Engagement: The Key to Effective L&D

The article “The Effective Development Starts with Managers” rightly emphasizes manager engagement as an essential reality in improving and making L&D activities more effective. Here’s how:

Why Managers Matter:

• Understanding Needs: Managers have a close understanding of individual and team skill gaps, allowing L&D to tailor programs for maximum impact.
• Motivation and Support: Managers who champion L&D by encouraging participation and follow-up application boost employee motivation and engagement with learning.
• Application and Reinforcement: Managers can integrate learned skills into daily work, providing opportunities to practice and reinforce new knowledge.

What Managers Can Do:

• Needs Assessment: Collaborate with L&D to identify skill gaps within their teams.
• Program Advocacy: Promote L&D programs to their teams, highlighting the career benefits.
• Active Participation: Engage in L&D sessions themselves, demonstrating commitment and value.
• Performance Integration: Connect learned skills to performance goals and provide feedback on application.

Example: A Manager Leading L&D

I once worked with a sales manager, Sarah, who actively participated in L&D. She identified a need for improved negotiation skills within her team. Sarah collaborated with L&D to create a program, then actively participated, setting a great example. After the program, Sarah provided coaching opportunities to help her team apply the new skills in real-world negotiations. This resulted in a significant increase in closed deals.

Missed Opportunity: A Disengaged Manager

In another instance, a manager, John, delegated all L&D responsibilities to his team. He showed little interest in the programs or their application. This resulted in low participation and a sense of disconnect from the learning objectives. The team struggled to implement new skills, ultimately missing out on a chance to improve their performance.

The Takeaway:

Manager engagement can make or break L&D initiatives. By actively participating, advocating, and integrating learning into work, managers become crucial partners in fostering a culture of continuous learning and achieving significant performance improvements.