Self-Directed Learning Engine Benefits for Managers
Managers may be reluctant to conduct a coaching conversation due to lack of specifics on what and how to coach each direct report. They might cite "lack of time" as the reason for infrequent coaching.
With a data-driven list of skill gaps in the SDLE, managers have more confidence and are more willing to support employees regularly. The SDLE prevents them from spending time coaching the wrong things.
Today employees want more frequent touches and more specifics. Without the SDLE, this could feel like a daunting task. The more a manager talks to employees regularly about their development the more likely they are to stay.
The SDLE enables the manager to conduct frequent 1-on-1s in a structured manner, leveraging employee input that continually drives toward shared goals.
Mentoring programs are often expensive, time consuming and difficult to manage. They may require additional systems and administration, require that mentors be "good" in lots of areas, require that mentors be trained in the mentoring program, and require large time investment and commitment by potential mentors.
The SDLE uses assessment data to enable managers to locate task-based mentors and easily build bench strength. Almost everyone can be a mentor at something - and the SDLE supports the ability for everyone to have the opportunity to grow as a mentor in those skills where they are strong. High performers, who may have few skill gaps, can continue to grow as they develop mentoring skills.
Managers cite emotion as a barrier to frequent coaching. If a manager tries to coach on areas where the employee feels they have no weakness, it could create dissention.
The SDLE makes it easy to discuss perceptual differences, converting emotional conversations into data-driven conversations about what behaviors they should perform. So the manager can say, "Give me an example of something you've done that demonstrates this particular level of proficiency" to level set expectations.
Stay in control
The SDLE benefits managers by helping to:
- Eliminate the guesswork
- Provide a specific coaching action plan for each direct report
- Facilitate a data-driven conversation about perceptual differences in performance
- Raise awareness of employee skills and capabilities
- Identify task-based mentoring relationships
- Have knowledge about how to assign the right people to the right projects
- Retain your best employees