Change And Learning Manager Job Description

The role of learning and development managers in a changing world

Learning and development is about changing people and organizations. Being able to embrace change is an important attribute for anyone in a learning and development role. Change has never been needed so much by an organisation.

The study by the CIPD found that most UK organizations use outdated methods for training their staff, and learning methods which are now considered the least effective. Only around 11% of people are using e-learning and just over a quarter are planning to reduce their reliance on classroom and instructor-led courses over the next couple of years. The point is still that technology is becoming a core part of learning.

Many organizations already have newer technologies such as mobile and HTML5 in place, and may have to implement technology as part of their learning strategy. Great learning and development managers are constantly on the lookout for change. Learning and development managers like to keep their skills up to date, and they like to stay connected with the reality of their industry.

They keep up to date with learning trends and developments. Being proactive, ready learners who are self-starters gives great learning and development managers the ability to not only track change but also anticipate it. They are better at spotting it, responding to it and implementing it.

Learning and development managers have other skills that allow them to balance their passion for their job with the needs of the business. No organisation wants something to be implemented just because it looks sexy. Learning and development managers have to spot what's hot but not get distracted by it.

Change Management

Change management is based on theories from many disciplines. There are many different models to choose from. Lewin's Change Management Model splits the change process into three stages, called "unfreeze-change-refreeze," while Kotter's 8-Step Change Model provides a more comprehensive guide through change.

Change management theories say that no change can be done in isolation. Change can affect the whole organization and all of the people in it. Change management can help you encourage everyone to embrace your new way of working.

It is helpful to think about what the negative outcomes of not making the change would be. Beckhard and Harris' Change Equation shows that for change to work, there needs to be enough unhappiness with the old way of doing things. People need to be confident that the new approach will better and that there is a clear path to get there.

Change can be effective if it is right for your organization. Change projects can be managed differently from organization to organization. Some methodologies are very rigid, while others are more open and flexible.

There are many different strategies that you can use to change. Kotter's 8-step change model explains how to inject a sense of urgency into your actions so that you build momentum and encourage everyone to get behind your changes. Communication can be a part of change management.

The Role of Internal Communication in Organizational Change Management

Companies that can't adapt and grab growth opportunities are more likely to be outcompeted by competitors. Preparing for change is one of the top priorities. McKinsey found that the failure rate was higher than 60% in a survey of nearly 3000 executives.

Organizational change is more complex and challenging because of COVID-19. It's not unusual for change management programs to take years to be implemented, even though employees have to quickly adapt to new ways of working and communicating. Driving change doesn't mean giving employees new software or new ways of communicating.

A proper internal communication plan, training programs, and evaluating the success of the program are some of the things that need to be done to implement change. The future of work is happening now and there's no doubt that the way companies are managing organizational change now will have a direct impact on their ability to ensure business continuity. Change can be perceived as negative by many employees.

Business transformation is all about getting employees to buy in to new behaviors. Poor leadership and lack of alignment are some of the main reasons for organizational change to fail. Great leaders know how to inspire their workforce and embrace change.

Identifying the resources and individuals that will facilitate the process and lead the change is crucial for success. It can be difficult to identify the resources and budgets before the process starts. Change management processes should have a plan.

Managers

Managers are at many levels of an organization, from the CEO to a manager of an initiative or small team. The term manager can be used to refer to a leadership role or a project. People managers shouldn't expect others to be late when they are themselves late.

They should meet expectations and inspire their direct reports to perform. Managers are also responsible for delegation. The manager can't take on all the responsibilities of the staff so it's important they can identify who is best-equipped for each duty and delegate tasks appropriately

Managers are usually responsible for training new employees and employees who have been promoted to a new position. They are usually tasked with training their team on new procedures. The best managers are those who are personally engaged in the training process.

Managers are responsible for setting up the workspace and streamlining employee processes. The manager is the one who can identify the challenges and develop effective solutions if the team is performing well. A CEO or president is usually responsible for high-level, broad-reaching issues such as corporate strategy and company policy.

There may be a full c-suite of roles supporting the CEO, including chief financial officer, chief marketing officer, chief technical officer and more. VP and director level professionals usually report to the c-suite, and there may be additional managers overseeing various teams or projects within each department. Mid-level managers are often responsible for both managing employees and their team members.

A Certificate in Change Management

The rate of change in business is increasing as organizations evolve to keep up with technological advances and compete with each other. The discipline of change management is growing rapidly because projects with effective change management are more likely to be successful. A change manager is a key part of the success of change in the business.

Their mission is to prepare the organisation for change to realise maximum benefits and to mitigate any negative impacts to both internal and external customers. They use change management strategies to ensure a faster rate of adoption. Change managers work with people.

They can provide support and coaching to executives and people managers to help them instill change in their teams. Many change managers have a degree in a field such as business, economics, management, or human resources. Change management certifications from recognised bodies will be highly regarded.

Learning and Development Managers

A learning and development manager needs to have a good idea of the organization they are in. They should know how the company does things in a short and simple sentence. You need to be critical about the need for training as a manager.

You may be told that a division in your organization is not giving the results you were expecting. Basic training of the employees is a recommendation. Lack of productivity is just a symptom of a good Learning and Development.

The real problem is something different and it is affecting the productivity. The problem might be distraction, technological charges, loosing focus, and getting confusing instructions from the team manager. You have to be a good speaker for understanding the problems and for conducting the training sessions.

It is a challenge for the manager who is not good at communicating. They will not be able to motivate their staff properly or explain the need of training to their employees. Anyone can be a potential training session attendee.

Communication Skills for Change Management

Managing change is a normal part of life. Learning how to manage change well is a skill that has to be developed and honed. Organizational change often involves a lot of moving parts, including different people, systems, technologies, and goals.

Communication skills are important for a change project. Communication is important to clarifying what you want the change to accomplish. It is possible to overcome resistance to change by convincing your employees that the change is necessary and giving them the support they need to do their part.

Regular check-ins to gather feedback and make sure employees are implementing planned changes are how you keep things on track. Communication requires taking time to understand the people involved in the change. When building a communication plan, it should speak to what most of them are going to feel.

You have to create a message for the entire organization. Effective change requires ongoing messaging and information tailored to each employee. If your employees do their work in a way that doesn't make sense, your change management plan won't stick.

You risk making changes that don't work. To make sure the change works, employees need to be involved and know they will be heard. Strong research skills allow you to learn from others and other experience in change management.

Project Management

In Management, the one thing you can be certain of is constant change, added responsibilities and rising expectations. The most successful managers are those who learn to increase their flexibility, expand their managerial skills and close gaps. You need to be more than a single manager.

You must be willing to invest in yourself and your people. Critical thinking is a key component in both managing teams and developing strategy, and is one of the main tasks on any manager's plate. The ability to think critically will help you solve problems and make decisions.

Finance skills are a part of the job, whether you are balancing marketing budgets or working on payroll, understanding how to make strategic decisions based on financial risks and rewards is a necessary skill for every manager. Project management is more than just that. A project manager is responsible for all the elements of planning and executing a project.

You can be a more effective project manager by mastering the other managerial skills. People attend management seminars to make changes. Changes that will deliver the results needed for a long and fruitful career

Organizational Learning: From the Stage of No Learning to Full learning stage

The concept of organizational learning has become more important due to rapid changes in the business environment. An extensive review of the Literature shows that organizations that build their learning capabilities can enjoy a leadership edge in the competition, can remainnovative and can improve their top line and bottom line profitability. In 1990 the seminal book "The Fifth Discipline" by Senge provided an elaborate coverage on the core disciplines which contribute towards building a learning organization and those are shared vision, learning of teams, systemic approach, personal mastery and mental models.

Organizational Learning can be seen in a continuum from the stage of no learning to the complete learning stage. No learning stage is characterized by rigidities, insensitive approaches or closed attitude towards sharing realities and experiences. Full learning stage is characterized by openness, flexibility and adaptability towards the changing events.

The Magic of Leading

Leadership directly affects the level of engagement and commitment an employee feels towards their organization. 75% of employees quit their jobs because of their manager. There are more than one way to become a manager.

In one moment you are an employee and in the next you are a new manager with a completely different set of responsibilities and challenges. Management requires preparation, coaching, and time to get right, and it is a trade in and of itself. Mary is an expert in her field, but she is not ready to be a manager.

Being a manager is a complex position that can be hard to define, and anything human in nature can not be reduced to one simple definition. One thing that remains consistent is that a manager is ultimately responsible for supporting and leading their people to be the best they can be. It is not about the power, control or authority.

It won't work out if you're in it for the glory or title. Being a manager is about making people happy. That is the bottom line.

It is worth every second of the complexity if you are in it for the right reasons. Being a manager does not mean being a god. It is one of the most human-based roles out there.