How L&D can create value: Role of line managers in supporting skills development

The top barriers reported by business leaders to organisational transformation are skills gaps in the labour market, organisational culture, resistance to change, and attracting and retaining talent. These mirror the organisational challenges reported in the CIPD Learning at work 2023 report. Introducing new processes and technologies, and responding to new regulatory requirements require new knowledge, skills, and behaviours from the workforce. The previous articles in the How L&D can create value series have explored how we can harness technology, improve the way that we build skills and support a collaborative learning culture.

The challenge facing L&D professionals looking to drive value is that individuals are within the direct care of L&D for a short period, eg the duration of a training course – how they connect, engage and continue to apply what they have learned back in their teams is often beyond L&D teams’ control. This is where managers form a critical part of the learning ecosystem.

In this final article in the series, we look at the integral role of the line manager supporting their team’s skills development. Developing skills requires practice, permission, and opportunity. We explore practical ideas for equipping line managers so that they are better positioned to support their team as they grow, develop, and improve their performance.

To read the full article, click the button below which will take you to the CIPD website.