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If you believe coaching is a great way to approach supervision and develop people, great. But do you give your managers the know-how and time to coach? When I ask managers I work with whether their bosses support their talent development role, many say, no, or not much. Their performance is too often evaluated based only on their functional roles as program managers, sales team heads, etc.
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After a plenary or panel session at a conference, it is helpful to protect time at the end to engage the audience with the content just presented. One idea for doing this is to pose a question for people to reflect on or discuss with others around them (or at their table):
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Founded in 1990, the Vermont Chapter of the Association for Talent Development (formerly the American Society for Training & Development) has provided over twenty years of service to Vermont's dedicated organizational training and development professionals. Thanks to the on-going support of our volunteers, presenters and Chapter Board, our local ATD Chapter remains vital and growing.
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