Tyllr
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Management & Leadership

Supporting your manager's learning journey

Hannah Keal
Hannah Keal 3 min

Defining your personal values as a leader

Actionable advice to create lasting behaviour change

Launching a new learning tool for your managers can be a daunting prospect. From figuring out what platform is the best fit for your team’s needs - to measuring impact and return on investment, there’s a lot to think about. 

Defining your personal values as a leader

In this article, we’ll cover some essential steps to help you plan, launch and embed learning platforms for managers successfully - in a way that increases manager confidence and capability; ensures your team members feel supported and crucially, wins the People or HR team back some valuable time and energy. 

Pre-launch planning

Before you - well, launch into things, it’s worth spending a bit of time laying the groundwork to make sure your learning initiative will embed successfully. This means getting clear on what you’re trying to achieve and then looking for solutions that fit those needs. 

It’s likely that your team will have a wide range of learning styles, so it’s important to look for tools that provide variety. On the tyllr platform, we like to mix it up with videos, practical tools, written content and breathwork. 

Pre-launch planning

However well you know your team, developing your learning strategy isn’t something that should ever be done in isolation - but rather in consultation with both team members and managers. Look at existing data sources like employee surveys which might indicate manager development areas and ask for direct feedback from managers about what they’d value most. You may also want to pilot solutions with small groups of managers to ensure your chosen platform is going to hit the spot. 

Communication and engagement

Once you’ve chosen a tool you’re excited about, time to shout about from the rooftops- or at least your internal communication channel equivalent. Ensure your messaging is tailored and targeted. It’s important to share with managers how you’ve taken their feedback on board when choosing a learning solution, rather than ‘voluntell’-ing them about the new tool with little context (something that will be much easier if you’ve consulted them during the process). Your tone should be supportive and encouraging as opposed to something that puts them on the defensive about their abilities. 


It’s also worth sharing the investment you’re making with the wider team, not just those that will have access from the get go. This will be encouraging to those who hope to progress into management roles - and it will also put your wider team on notice that their managers will be experimenting with new approaches in the coming months. Team feedback is essential to lasting behaviour change, so setting that expectation is important.

Communication and engagement

Let it flow

 

One of the biggest challenges for managers - even those who are ambitious and growth oriented - is finding time for learning. This means it’s crucial for People teams to invest in tools that can deliver impactful learning moments and meet managers where they’re at right now. 


Champion your new tool by sharing content that complements your People partnering - identifying what’s topical for managers. tyllr has designed a lot of content to support managers through the very real challenges they face day to day - from our grab and go scripts that make tough conversations less intimidating, to our ‘Humans at Work’ series which explores how to support team members different needs. Whatever platform you’re using - find ways to stay on top of and signpost what’s most relevant to your managers and their individual learner journeys.

Build community

Although every one of your managers will have different learning needs, learning in isolation can be, well, isolating. 

Developing strong manager peer groups can help learners stay engaged. Even something as simple as a slack group to share manager wins can have a powerful effect, giving people a place to celebrate trying out new tools and techniques and share their learnings. 

It can also be useful to encourage people to access external support networks to broaden their perspective - whether that’s finding a mentor or engaging with something like the tyllr community to meet other managers facing similar challenges.

Measure impact

Finally, it’s important to measure the impact of any learning tool you invest in. Impact should be felt over time - no-one becomes a perfect manager overnight- but it’s important to define what success looks like for you and how it will be measured.

Metrics like platform engagement levels can give you an early indication of whether your new tool is resonating or whether there’s more work to be done. Learner feedback is crucial to ensure you continue developing your learning offering in line with your managers’ needs.

So there you have it - your high level roadmap for selecting, launching and embedding new learning initiatives for managers and creating genuine, lasting behavioural change.

Next steps

To see the tyllr platform, hit the 'book a call' button at the top of this page and see how we can support you with all of the above.

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