NEW APPROACHES IN HRM

82 The completion of these questionnaires gave the opportunity to identify possible training needs that had not been incorporated in the completed management development program. Delivery of this training is further supported by 360º questionnaire analysis, from the Work Foundation’s Outstanding Leadership analysis, and a one- to-one feedback session with an independent coach, from the Work Foundation. The feedback session encourages reflective practice, and helps participants think about what leadership means in their role. Key to the success of the workshops are the group activities and facilitated group discussions, which encouraged knowledge sharing across the cohort. This is then backed up and reinforced by peer mentoring, where each participant had a learning partner. Learning partners (or „ buddies ”) meet outside the structured workshop days and complete assignments together which help them to reflect on what they had learned on the workshops. We have also included optional Action learning sets (ALS) in the program to further encourage shared learning. These are half- day sessions between the modules. In these sessions, small groups of participants challenge and support each other as they each tackled their own real problem and then go on to implement their own solution. RESULT The feedback from participants has been very positive. They have reported that they have gained new insight into other parts of the University, have developed an understanding of the role of emotional intelligence in leadership, and feel more confident to lead and manage change. The group learning ethos in the program has broken down barriers and some of the action learning sets are committed to continuing without facilitation. The very practical approach taken in the workshops has helped participants with putting theory and learning into action. As a result, participants are better able to lead and motivate others because of the coaching, learning and development approach. As part of the evaluation of the program and to assess its impact, City sent out a survey for delegates to complete. 58% of staff who attended one of the cohorts responded to this and the results indicated that following participation in the program: · 100% agreed it had increased their awareness of their own leadership style