We recognise that, in today’s world, learning needs to accommodate individual and flexible-working approaches. The Development & Action Guides provide you with easy-to-access self-paced learning, where you can prioritise topics depending on your development needs.
The guides let you start your learning as soon as you begin in your new role. This means that you don’t have to wait for your agency’s next scheduled programme, which could be several months away. By that stage, you could have missed out on the critical development you need early in your transition.
You should allow between two and four hours to complete the essential parts of each D&A Guide. This includes reading articles, watching videos, and completing planning and reflection tasks. Some of the tasks are likely to be a part of your day-to-day activities, which you can incorporate into your work without allocating extra time to complete them. You’ll be expected to have conversations with your direct reports, so the total time needed to complete those conversations will depend on how many direct-reports you have. The suggested deeper-dive readings and videos are optional, so allow extra time for these.
It’s important that you complete all the activities and answer all the questions. If you simply skim over the work and move on, you’re not likely to achieve the depth of learning required.
Some people scan or skip through workbooks or programme pre-work and rely on only getting a gist of the learning. While that approach might work sometimes, the development and action guides are different. They need to be completed as comprehensively as you can. If you simply skim them or only get the basics of what is being covered in them, you’ll also skim the learning and not give yourself the best opportunity for development.
You should start with the Mindset development and action guide. After that, choose the guides in order of where you need the most development. We recommend that you complete the NPL 180 Assessment first. The assessment will help you discover and reflect on the skills and behaviours you should focus on to develop your leadership capability.
Your team: Leadership success is about your impact on and reputation with those you lead. Ask your team for their input and feedback on how you are getting on. When it comes to learning and trying new things out, let your team know about your learning and development and listen to their feedback.
Your manager: When it comes to developing yourself and working on ‘stretch’ areas, your manager will offer important support. They know what success looks like in your role and can help you to develop.
Your HR agency lead: This person can help you with agency-specific development plans, finding development opportunities for when you have completed the development and action guides, and general HR policies.
LDC is happy to receive feedback or queries about the development and action guides and assist with LDC website logins. Email LDC at firstname.lastname@example.org