Putting the energy back into Learning & Development
The Customer
Vestas Wind Systems A/S is the world’s largest supply and service company for wind turbines. Due to rapid growth, the UK & Ireland Service business needed to scale up its operations whilst better managing its operating costs.
The Vision
Prior to 2014, Learning and Development wasn’t a business priority, however since then the business has gone through areas of change which has resulted in many people moving into different job roles.
With this came the promotion of technical experts into people management roles who hadn’t experience in this area, therefore it was the businesses vision to develop their skills to become effective leaders.
The Discovery
As the people were new to management we could suggest areas of focus for the group. To ensure that the training was going to be meaningful for their roles we met with their line managers to discuss and diagnose what the key outcomes needed to be, and challenges that they may face day-to-day. They needed to understand what the role of a manager looks like and communication was a key part. Also they needed to have the right level of knowledge and confidence to be able to deal with situations outside of involving HR.
The Process
The design took place over a number of days ensuring that material and content met their objectives. We launched the programme with all of the new Managers (participants) and their Line Managers. We find that the attendance of Line Managers at this stage plays a greater role in the transfer of learning. The Service Director opened the programme, explaining to the group why the business has made the investment and what he was looking for them to achieve from attending. Line Manager guides were developed to act as a refresher and guide to aide pre and post module conversations.
The Solution
Them as managers and the role they needed to play
- Communication skills to enhance better communication throughout the business within their team and other departments
- Dealing with Difficult situations and Managing and Reviewing Performance – these were to support them in handling a number of management situations without having to involve HR
- Developing their teams – so they can delegate and step up into the management role
- Presentation Skills – to support with meetings and getting the right message across.
- More confidence within their new roles as managers
- Getting involved in situations ahead of them being escalated to HR
Communicating more effectively so they can express themselves clearly and are able to get the message across more quickly in meetings.
The Results
- More confidence within their new roles as managers
- Getting involved in situations ahead of them being escalated to HR
- Communicating more effectively so they can express themselves clearly and are able to get the message across more quickly in meetings.
