| 21 August 2024
As the Sector Skills Council for Health, we know that prioritising learning and development is often easier said than done for public sector organisations. However, implementing new learning and development initiatives doesn’t always have to be expensive or take a lot of time. We’ve come up with a few creative ways to get you started with developing new learning and development opportunities for your employees.
Shadowing and mentoring
Implementing a shadowing or mentoring programme uses the expertise of existing staff to train others and can be very cost effective and time efficient. These methods minimise the need for external resources where, for certain topics or situations, it may not be necessary to do so.
These types of programmes not only develop the skills of the mentee/shadower, but also the mentor/shadowee by providing them with the opportunity to develop their leadership, teaching, and interpersonal skills while supporting less experienced colleagues.
Additionally, shadowing and mentoring schemes also foster stronger cross-department relationships and improve job satisfaction, leading to higher employee retention.
Collaborative organisational goals
By encouraging employees from different departments to work together on common objectives, companies can create a dynamic work environment where diverse skills and perspectives are shared, leading to improved problem-solving skills across the organisation. Structured organisational goals that require collective effort can be supported through workshops, joint training sessions, and regular progress meetings.
A collaborative approach can not only build individual skills, but it can also strengthen the organisation’s cohesion and communication, further developing a culture of continuous development and mutual support. Therefore, creating collaborative goals as part of your organisation’s learning and development activities can be an effective way of providing a unique learning and development opportunity for your employees.
Bite-size learning
Offering bite-size learning as part of your organisation’s learning and development programme provides numerous benefits. Bite-size learning delivers content in short, focused modules that are easier for employees to digest and apply immediately, enhancing their ability to integrate new skills into their daily tasks.
This type of approach to learning and development gives you and your team flexibility and convenience, allowing employees to access training on-demand and at their own pace. It can fit seamlessly into busy schedules without significant disruption, making it one of the easiest ways to integrate a new learning and development initiative into your organisation.
Encourage team members to lead meetings
Another simple way to provide learning and development opportunities to staff is to encourage more junior team members to lead meetings. This hands-on experience can help them develop their communication and leadership skills, building their confidence and providing them with a deeper understanding of team dynamics and the decision-making process.
Having more junior members of the team take on this kind of responsibility not only accelerates their personal and professional growth, but it also fosters a culture of trust and empowerment within your organisation. It can help identify and cultivate future leaders, ensure knowledge transfer, and promote an inclusive and collaborative work environment, making it an important addition to learning and development within your organisation.
Networking
Encouraging networking with other organisations is a great way to inspire conversations and knowledge sharing. By networking with people from other organisations, your employees will have the opportunity to hear about different approaches and alternative ideas, helping them to grow and develop new skills to bring back to their own role.
To get networking started at your organisation, you could send your employees to industry events and workshops, host a networking event at your own organisation or offer employees the option to sign up to conferences and events relevant to their role . These events in turn will help your organisation build on its culture of learning and development, promoting personal and professional growth for employees, and it will help your workforce feel more engaged and motivated at work.
By implementing some initial ideas like these, your organisation can begin to nurture talent, enhance skills, and promote a culture of continuous improvement. Book a consultation with Skills for Health today to find out how we can support your organisation to take these learning and development initiatives further.