People Development Strategy – A business led approach to training and developing people

Do you have an effective people development strategy?

An effective people development strategy is key for success and being able to react to changing business conditions. Training (or People Development) is a strange thing.

Many firms think they are training their people. Unfortunatly many of their people do not think they get enough training. It’s a catch 22!

“What’s worse than training your workers and losing them? Not training them and keeping them.” – Zig Ziglar

There are some common misunderstandings about training. This blog is an attempt to share one set of thinking. By the way, ask 10 Learning and Development professionals and I am sure you will get 11 different answers!

Whilst in the world of HR & Organizational Development, L&D and Training are seen as different things, at the core of both is the development of peoples’ skills.

This is often called a “People Development Strategy”

Business Growth Model

RapidBI’s Business Growth Model

It is about growing and developing the business. If the business does not grow and change, then there will be no business.

Development of business processes needs to be in step with developing our people.

People Development Strategy or Approach

The goal is to develop people at the same time as the business changes or adapts

+ Business Development
+ People Development

This is often easier said than done!

The risks however are:

– Business Development
– People Development

No development means that any changes in the external environment could well mean the end of the business, certainly reduced market share and profit.

+ Business Development
– People Development

If the business changes but people don’t, the people in the business can feel threatened or stresses. Either way productivity is reduced

– Business Development
+ People Development

When businesses develop their people but the jobs and roles do not change, then often people get frustrated and leave. Or they forget the training they have been given!

Timing is everything.

We need to develop people just ahead of when they need new skills or knowledge. Train too early and people forget. Train too late and mistakes or safety implications occur whilst people learn.

A robust approach to training people needs to have ownership at operational and line level. Good training is NOT driven from some central function.

Only line managers and operational teams know the best timing for training to meet the needs of their people. However the role of Training or Learning & Development departments is to educate managers in the skills of training and developing people. Not to “do the training for them”!

An effective People Development Strategy will ensure that the changes a business needs to grow and be successful are linked to appropriate people development.

Developing your people is part of the equation. To holistically develop your business are you using Business Improvement Reviews like The BIR to ensure a balanced growth plan?