The skills you need to step up to your next role

Alex: Gareth, many of the skills that we help people gain and the processes that we introduce them to, are about helping them elevate themselves in their role.

So, it may be either becoming super competent at the role that they’re in. Or perhaps giving them that capability to step up to that next role once they prove themselves. Now that’s interesting, isn’t it? Because sometimes if somebody’s really good at doing what they were doing, it doesn’t necessarily mean that they’ll then be a good leader, for example. How do we manage that conundrum? And how do we help people step up, where appropriate.

 

Gareth: Yeah. It’s very interesting. And people are often promoted on the technical skills and competencies of their current role. They get promoted and hence those skills and competencies aren’t necessarily fit for purpose for the new role. Hence, you get the phrase people promoted level of incompetence, which sounds harsh. But I think that it’s a reality of life.

So, there is something there about helping people into those new roles, but also making sure they’re fit for purpose beforehand as well. So, what are we doing to equip our future leaders in the commercial world with the skills, capabilities that they’re going to need in those roles. And I think there are some learning that we can take from other organisations.

 

Alex: Okay. So, tell us more about that.

 

Gareth: Well, as you know, I’m quite a quite a fan of history and things like that. So, one thing I know about is that the Royal Navy and the submarine fleets they put their captains through what’s called The Perisher.

Now they get an intense training and always bear in mind of course that these people are skilled people anyway. And what they do is they give them submarine training. But of course, what happens next is they are given them forty-eight hours in charge of a nuclear submarine and all the lives that are on board. Intense training. It’s about, I think a 50% pass rate.

So, it’s not prizes for all. And, of course, fail, you go back to the surface fleet, and you’re never allowed to go onto submarines again. But if you pass, you know you’ve got the skills, the capabilities, the leadership, to do the role. And more importantly, I guess, so does your crew.

 

Alex: So, I love the analogy actually and it’s a great metaphor for what we’re trying to do here, but we’re not in the life and death business. We’re about selling stuff and building great relationships with customers. So, what’s the equivalent in our world, Gareth? And how can we support? Or how can our clients support that kind of growth?

 

Gareth: It is interesting because when it is life and death, people put real thought into this. When it’s not, then people often don’t. So, of course, they’re not equivalent. They’re different things. But I think there is something there about recognising, well, what are the skills and capabilities that people are going to need in those new roles?

What help do they need? What training do they need? And how do we help them practice? And what’s the level of expectation that we put on people? So, what level do people need to get to be fit and purposeful in those roles and to give them the confidence to thrive. And there could be something there about accreditation involved as well. So, it’s not just a one-way thing from the organisation. Clearly, there’s an expectation and the responsibility is on the individual to not only engage but also demonstrate those skills.

So, I think, firstly, identify what those new skills and capabilities are, identify how we can equip those people with the skills and capabilities. But I think, thirdly, what’s the almost like the culture and the expectation of those people so that they become self, almost like self-starting so that they really are equipped for those roles.

99 views

You may also like

Learnt helplessness
Overcoming Learnt Helplessness in Adult Learning Have you ever felt like learning is something that's done to you, rather than something you do for yourself? This is a common experience, and it's called learnt helplessness. In this video, Gareth and Alex discuss the dangers of learned helplessness in adult learning and how to overcome it. They emphasize the importance of taking responsibility for your own learning and being an active participant in the process. Watch the full video and learn more about how to overcome learned helplessness and become a more effective adult learner.
Let's talk 70, 20, 10 in the workplace
The 70/20/10 theory in workplace learning and development: • 70% of change happens back in the workplace. • 20% of change happens because of the way you are supported in the workplace. • 10% of change happens because of training. So, what can you do to maximize the impact of your training? In this week’s video, Alex and Gareth discuss how you can maximise the impact of your training by focusing on the 70/20/10 theory.
People learn in different ways
People react to learning in different ways. Whilst some dive straight in, others may need more time to reflect. It’s important to understand this when facilitating training programmes in the world of adult learning. Something which Alex and Gareth discuss in this weeks #toptips video. Watch the video to discover more.
Mine the experience
Alex draws on his early career experience as a mining engineer in this week’s video, discussing the metaphor of mining, looking for the value. How the job as a facilitator is not too dissimilar to that of a miner, looking for the value – what people think, and using it to aid learning delivery. Watch the video to discover more.
Make the learning relevant to them
We’ve all been there, sat in a meeting or a workshop and been wondering “that’s great but what has this got to do with me?” and you switch off. Maybe you’ve been on the other side and seen the glazed look in someone’s face as you are talking. That’s why it is important to break that barrier and make your learnings relevant to the audience, not just as a business but as an individual. Something which Alex and Gareth talk about in this weeks #TopTips video.
“But why?” — giving adults a reason to learn
Following on from last weeks top tips video, this week Alex and Gareth talk more about adult learning. In any given training room, there will be a range of attitudes and internal dialogues about why they are there. Whether they are excited to learn or a sceptic, it is important to connect people to why they are there, giving them a reason to learn.
Adult learning — It’s not like being at school
Previous experience whether positive or negative can impact on adult learning. When we think of learning we oftentimes think of our school education. That’s why it is important to ensure that your learning programmes are facilitated in the right way. In this week’s top tips video, Alex and Gareth talk the four fundamentals of adult learning— a true recipe for success.
Frustration and confusion. If you’re not feeling it, you’re not growing.
Frustration and confusion — two words we are conditioned to think of as negative, but also two words that go hand-in-hand with learning. Learning is about changing behaviour and pushing boundaries, two things that can often spark those feelings. But what would happen if we reframed the way we feel about these? Thinking of those emotions as positive. In this week’s top tips video, Alex and Gareth discuss the learning staircase and how if we realign our mindset, we can be more open to change.
Practice makes perfect
“Practice makes perfect” is an age-old cliché that you hear from infancy, something you say or hear without giving it a second thought. But there is truth in the cliché, the visceral experience and importance are fundamental to both your personal and company growth. Alex and Gareth talk about the principles of practice and pushing yourself out of your comfort zone in this week’s top tips video.
The law of atrophy
In this video Alex and Gareth talk about the law of atrophy and its effects on skills and behaviour. The importance of consistency and practice and creating a work culture that encourages this. Don't just provide your employees with the tools to self-serve but with the leadership that creates a culture of implementation and momentum to grow. Watch the video to find out more.
Page 1 of 5