Talent Sherpa Program for Managers
Trainer Mojo’s Talent Sherpa for Managers program is a 3.5 day intensive program to equip people managers with skills to facilitate sustained learning within their teams to inspire peak performance and
an agile, innovative approach to meeting organizational goals. The program draws on cognitive psychology and organizational theory.
Today’s organizations are radically different from 20 years ago. But many still operate on assumptions about organizations that were formed during the Industrial Revolution, when management was invented.
These assumptions include things like the future is predictable, resources are controllable, long term plans when instituted will work best, managers are the best source of knowledge, good systems are the answer to everyone’s problems and people want to work to their highest potential.
And while many organizations say they have a postindustrial mindset, many describe their future in terms from the past. Whether they like it, today’s organizations are unpredictable, constantly changing and uncertain about their future.
To be successful, leaders need to craft a workplace that is agile, reflective and engaged. And this is only possible when staff are engaged and constantly learning. A critical role for managers in the future is enabling their teams to innovate and constantly build their skills.
To be effective at this requires a fundamental mindset that understands people and how they work. Staff are not merely cogs, in the massive series of gears that we know many organizations to be. They are dynamic, thriving creators of value.
Tomorrow’s managers are talent Sherpas. Guiding their teams to excellence, so that every team member can be better at their job.Trainer Mojo’s Talent Sherpa for Managers Program is a 3.5 day program for managers who want their teams to be the best in the organization. For managers who are passionate about unleashing the talent they serve to help meet their organization’s objectives.
This program is rigorously based on research. It’s not a kumbaya retreat for managers to discover the magic of learning. Rather, a practical program of deep learning to equip managers with skills to do the nuts and bolts of helping their teams improve performance.
This program equips managers and supervisors to unleash the power of their people by being strategic about developing their talent and leading them to peak performance.
- Describe the dynamics of today’s modern organizations.
- Discuss impact of constant change on the organization in terms of business performance and staff engagement.
- Identify key shifts in workplace culture that have taken place in the past ten years and what they mean for business success.
- Describe key players in the talent continuum and their roles in skill development.
- Discuss the importance of aligning development strategies to organization goals.
- Explore the role of manager or supervisor in terms of developing their staff.
Sherpa Steps for Facilitating Talent Development
- Build a Sherpa relationship to foster developmental conversations.
- Build and maintain trust to support honest feedback and support. Establish ethical development of relationships that honor the learner.
- Deal with developmental dissonance that may occur within a Sherpa relationship, such as conflict, poor performance or lack of engagement.
- Identify development needs for individuals.
- Discuss the personal values that staff connect to their work and engagement.
- Facilitate a critical job analysis that identifies tactical and strategic development needs.
- Discuss the importance of personal responsibility in building skills.
- Plan an informal development strategy that can feed into formal appraisal systems
- Establish development impact and learning objectives that are measurable and accountable.
- Link objectives to organizational goals in a way that demonstrates learning is aligned to business objectives.
- Describe your personal values as a talent Sherpa or people developer.
Science of Talent Development
- Describe the mechanics of learning in terms of what has to happen for people to improve their workplace performance.
- Describe the conditions of learning that maximize development and skills learning in the talent continuum.
- Describe the dynamics of achieving peak performance in terms of deliberate practice.
- Describe how the talent continuum interacts and its impact on organizational performance.
- Discuss contemporary issues for talent development and how sustained learning strategies that interact with formal learning
- functions such as the training department and front-line managers can support healthy change, innovation and agility.