Management Training and Development - the Role of the Line Manager

The potential advantages of line manager involvementexist between the effective provision of coaching and
in learning and development has long been recognised.guidance by the line manager and levels of employee
The line manager is in a unique position to reinforcesatisfaction, commitment and motivation.
learning from management training or other forms of6. Finally, to be truly effective line managers need to
development, by integrating them into an employeesunderstand their role as a "sponsor" of an individual's or
working life and promoting a positive approach toteam's learning and development. For example, it sends
these types of activities.completely the wrong message to someone if a
So how should a line manager be involved in theirmanager asks them to attend a management training
staff's management training and development?course but then prevents them from attending some
1. The first area of involvement is for the line manageror all of it.
to set clear expectations with their staff, both in termsAs a sponsor, the line manager should:
of what they need to deliver (job responsibilities,· Invest time, energy and enthusiasm in their
targets etc) and how they are expected to deliveremployees development.
these things (approach, behaviour at work, etc).· Demonstrate public commitment to management
2. The next area of involvement is conductingtraining and development by "walking the talk".
performance appraisals and agreeing personal· Sanction any hindrance or blocking behaviour
development plans, i.e. measuring the "gap" betweenfrom employees reference their learning and
what an individual delivers (and how they do it) anddevelopment.
what is needed.· Be clear with their teams the importance of
3. In agreeing personal development plans linemanagement training and development in raising
managers should not just ask "What are this personsstandards and performance.
weaknesses?" but should also ask "Where will learning· Recognise successes.
and development add the greatest value to theirToo often education and development is the province
performance?"of HR or the training department but by becoming
4. Line managers should understand the breadth ofmore involved in their managers training and
learning and development interventions that aredevelopment, line management will have a greater
available to them. For example, too many turn to theimpact on their teams performance and capability,
ubiquitous "Management Training Course", orwhich will ultimately impact the performance of their
"Presentation Skills Course", when in reality there areorganisation.
hundreds of development actions that an individual can1. Gibb S (2003) Line Manager Involvement in Learning
take from reading a book to learning to play chess.and Development: small beer or big deal? Employee
5. Line managers should also take on more of aRelations, Vol 25, No.3, pp 281-293.
coaching role with their staff. Significant relationships2. Latest Trends in Learning Development and Training.