The enhanced GDP has delivered a range of business specific improvements to the development aspects of the programme, including;
Craig Smith - Learning & Development: Graduate Programme Manager said;
‘We are delighted to win the Power Team of the Year Award. This recognises 18 months of hard work taking National Grid’s Graduate Development Programme from good to great. Interaction Learning and Development have been an integral part of our Graduate Development Programme for a number of years and have significantly contributed to its overall success’.
We have been working with National Grid for ten years delivering the behavioural component of their GDP.
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Training managers who manage graduates would help to provide graduates with better development in roles and placements and would also improve consistency of experience across organisations. Managers suggested short workshop type sessions that were interactive and provided practical help and support in managing gradautes as a distinct group of employees. They suggested involving managers in designing the training.
When challenged whether managers would actually take part the managers advised graduate developers to get support from senior management and insist on attendance.
Any thoughts, experiences of this or ideas?
In learning and development the findings are similar to previous years with coaching by line managers and in-house development programmes remaining to be seen as the most effective development practice for employees. For leaders it is a different story - coaching by external coaches and attending external conferences, workshops and events and seen as the most effective approaches.
The gap between private and public sector seems to be widening with job satisfaction amongst public sector workers falling.
Predictions for 2012 are for trends to remain similar to 2011 with particular concern raised about the high unemployment of young people in the UK and uncertainty about the Euro zone.
]]>The Seven Habits of Spectacularly Unsuccessful Executives.
Happy New Year from everyone here at Interaction.
]]>The research is summarised nicely on Psyblog.
The research acts as a helpful reminder that objectives need to be accompanied by other thinking and behaviour:
Three websites stand out as useful starting points:
Based on the principles that in going global we need to ensure we operate legally, look after our employees, and manage our financial risks, and following research starting at these websites, I was able to develop a checklist of issues to address:
As a result, we now have a foreign currency broker, a Euro bank account, business travel insurance and we are actively looking for the best way to manage accounts in multiple currencies.
We have already spent a couple of days delivering training in Switzerland and are looking forward to trips to Spain and Italy.
]]>In the podcast he talks about how to increase creative thinking and also what happens when we are in FLOW. He also talks about what happens when you have interpersonal rapport with another person. The podcast ends with a tip about how to increase your emotional intelligence. He advises that if we do just one thing we should heighten our self awareness so we can be more aware of what is happening to ourselves and others.
We use the EI framework as the basis for much of our leadership and management development work. Follow this link for more information.
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