The last theme I want to explore in relation to international development centres I have discussed over the past few weeks, is its core purpose: personal development. 

A development centre must be the start of someone’s development journey. You might think this is a well-known and well-trodden path. However, I am constantly coming across people who tell me that they never receive proper feedback or follow-up support after participating in a development centre. 

This is such a wasted opportunity for everyone: the company loses the chance to raise someone’s performance: the employee loses the development. 

Why does this happen so often? We run many development centres, both classroom and online, and it’s a recurring story. Perhaps the organisation thinks that giving someone a written report is enough. But knowing what you need to develop is quite different from knowing how to do it. If you knew in the first place, you would probably not need the development. Perhaps they don’t realise how raising just one element of your performance can lead to significantly greater results. In the UK in particular with our poor productivity levels, it has to be worthwhile to support development as much as possible. Great feedback and some coaching or mentoring support accelerates development significantly 

Is “resilience” the latest buzz word for recruiters, or is it critical to our wellbeing and that of the organisations we are part of? Does it make us more resilient, and therefore better able to cope with adverse events when our purpose in life aligns with the organisation’s values and mission?

Calum Byers, who is one of our lead coaches, is exploring these questions in a survey he is conducting for his MSc dissertation at Henley Business School.

The aim of the survey is to look at purpose in life, the extent to which meaning is derived from work, resilience in a work environment and underlying resilient traits in order to look at the links between them.

This discussion is timely given the recent emphasis on the wider role of the organisation and whether its fundamental purpose is to maximise shareholder return, or to have a responsibility to a range of environmental and social stakeholders. 

Please take this survey

Participants will receive the survey results along with tips on how to incorporate the findings to create an enhanced employee experience.

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Janice Caplan

© Janice Caplan 2019