Tag: learning and development

Verbal communication and teamwork also top of list

A new study on skills in the workplace, commissioned by LMS provider Digits, has revealed the most important skills that workers expect from their managers. Of the 2,048 working-age adults polled, 51% of men and 45% of women agreed that leadership skills were the most important skills for managers.

Next on the list was verbal communication and teamwork, at 35%, followed by empathy at 30% and problem-solving at 29%. Written communication was at the bottom of the list at only 8%.

Just 10% of the respondents did not have any specific skill requirements for a manager.

Ranked by popularity, the most important skills needed by managers are:

  • Leadership skills (48%)
  • Verbal communication skills (35%)
  • Teamwork skills (35%)
  • Empathy (30%)
  • Problem-solving skills (29%)
  • A strong work ethic (21%)
  • Good time management (18%)
  • Conflict resolution (15%)
  • Written communication skills (8%)

Leadership skills include a variety of skills, hard and soft, and the term can mean different things to different people.

Bradley Burgoyne, Head of Talent at Digits, believes that the core leadership skills of a manager include:

  • Vision setting
  • Empathy and listening
  • Inclusive leadership
  • Coaching skills
  • Self-awareness
  • Collaboration skills

When analysed by age, the survey results revealed that opinions on managerial attributes differed depending on where people were in their careers, with 56% of people over 55 believing that leadership skills were the most important, compared to only 28% of 16 to 24-year-olds.

Other important attributes across the age groups were:

  • A strong work ethic is important to 25% of 16 to 24 year-olds
  • Verbal communication skills are preferred by 36% of 24 to 34 year-olds and 44% of over-55s
  • Teamwork skills are very important to 36% of those aged 35 to 54 years old

Burgoyne commented: “We’ve got more generations in the workforce today than we’ve ever had. And, each group of workers prefers slightly different managerial styles and leadership qualities.

“Every individual has their own expectations about how they want their managers to lead them, coach them, support them, relate to them, and empower them. Those skills don’t just happen, even the best managers need to receive regular training and development from their employers.”

“The challenge for HR and L&D teams is to ensure that their training strategy is broad enough to cater to all levels of employees in the organisation because, I think, everyone benefits from leadership or management development.

“It’s important that employers actively listen to their workforce and find out where the skills gaps are – what training do employees think they need? What training do employees think their managers need and what leadership qualities do they respond best to? They can then utilise the data to create training courses or a series of engaging development activities in their learning management system, that are really relevant to the people within the organisation rather than something that could, potentially, be seen as just a tick-box exercise.”

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“Trinnovo Group is purpose-led with a mission to build diversity, create inclusion, and encourage workplace innovation.” – Richard MacMillan, Chairperson, Trinnovo Group

In April, Trinnovo Group made two announcements: the appointment of Richard MacMillan to the Board of Directors as Chairperson as well as the launch of its fourth brand Equiris Consulting.

Richard has a 25-year history in the staffing industry was CEO of health and life science staffing and services company called Independent Clinical Services (ICS) for 14 years. He led the growth and diversification of ICS through three periods of Private Equity ownership until it sold in September 2020. During his tenure, ICS completed multiple acquisitions, expanded its international presence, and developed several innovative healthcare services.

Richard commented: “Trinnovo Group is an exciting and dynamic business led by exceptionally talented people and I am delighted to join as Chairperson. Trinnovo Group is purpose-led with a mission to build diversity, create inclusion, and encourage workplace innovation. They have a unique and exciting approach to the full talent cycle. The business is flourishing, and I look forward to working with the team as they continue to diversify the business and grow internationally.”

James Cox, Trinnovo Group CEO also commented: “I am delighted to have Richard join us as Chairperson. Richard’s track record in international growth driven by an entrepreneurial and technology focused approach is second to none. The Board and I are hugely excited to work with Richard and to continue disrupting the recruitment sector via our people and delivering our vision, to be the fastest organically growing and most impactful recruitment business on the planet. Ashley Lawrence continues to support the group working with the Trinnovo Board in his new role as Founder.”

The announcement of the new brand, Equiris Consulting will enable high-growth businesses to attract, retain and develop amazing people and high-performing teams that are representative of society by ensuring that the world of work is a more inclusive and equitable place for everyone.

Equiris is a talent consultancy and solutions provider with a diversity, equity, and inclusion methodology that is focused on the full talent lifecycle including attraction, assessment, onboarding, learning and development and retention.

TIARA Recruitment Award winners 2021, Trinnovo understands that every business is unique, and focus on building strong relationships that enable them to truly understand their clients’ business strategies. This focus enables them to embed bespoke talent solutions into clients’ businesses that help them achieve sustainable growth while ensuring that diversity, equity, and inclusion are at the forefront of their strategic agenda. It works closely with its sister brands, specialist recruitment companies Trust in Soda, Broadgate and BioTalent, to offer a full wrap-around DEI focused talent solution.

Cara Myers, Talent Advisory Director at Equiris Consulting commented: “I am so incredibly excited to be launching Equiris Consulting. Across our social enterprise and unique platforms, we have inspired a lot of change within the workplace and worked hard to make it a place that is more inclusive for everyone. We recognised, however, that we have an opportunity to do more, and to not only inspire change but to also work with our clients and partners to offer very targeted DEI focused talent solutions that enable high-growth companies to scale in a way that is diverse, equitable and inclusive.”

James Cox, Trinnovo Group CEO also commented: “The Board and I are hugely excited to launch Equiris Consulting. We created Equiris Consulting because we want to provide solutions that enable high-growth, tech-enabled businesses to grow in diverse and sustainable way. We are on a mission to build diversity, create inclusion, and encourage workplace innovation, and we are excited to see the impact that will be delivered through our new talent consultancy and solutions provider.”


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Watching videos is most popular learning method

According to new research commissioned by Digits, a learning management systems provider, more than one in four people say that they prefer learning through videos and internet-based courses. However, less than one in four of the 2,000 people polled favour face to face options. Only one in six people prefer listening to online or in-app content.

When given the option between in-person one-to-one tutoring and online tutoring, the latter was the least popular, with only one in eight respondents preferring this method.

The results also showed differences between male and female learning preferences.

  • 31% of men prefer watching online videos compared to 27% of women
  • 31% of women would opt for online courses compared to 26% of men.

Further distinctions were found between the various generations:

  • 43% of respondents over the age of 55 have no particular preference for learning methods compared to only 14% of respondents aged 16-to-34-years-old.
  • 29% of generation X-ers, aged 45 to 54, say they have no particular preference for learning methods.
  • 24% of people over 55 who did show a particular preference are more likely to try online courses than online videos (21%).
  • Video content was preferable to everyone under 55.
  • 25% of the 16-24-year-old age group prefer in-person learning to online courses – this could be attributed to pandemic-related disruption, where many learners missed in-person learning.

The study also researched the courses and topics that people have been searching for in recent years. The five most sought-after online courses, based on monthly search volumes, were:

  • Microsoft
  • Angular
  • Microsoft Excel
  • Data analytics
  • JavaScript

Bradley Burgoyne, head of talent at Digits, says: “I don’t think you can underestimate the effects of the pandemic and the seismic shift that it’s had on society as a whole. We’ve proven that we can do so much more virtually and remotely than we could ever have thought possible just a few years ago. It has changed how we interact with each other on many levels, and, as a knock-on effect, how we want to interact and experience learning and development – both professionally and personally.

“I think people really enjoy the flexibility that online learning brings – being able to learn at a time of their choosing, when they are ready to learn, for the length of time that they want to devote to it. As these survey results clearly show, people prefer learning methods that are less prescriptive and give them more personal choice in when and how they learn. I think it’d be really difficult for some people to imagine going back to how certain things were pre-2020. And why would they? Face-to-face learning, taking place at a set location and point in time, isn’t always as easy to fit in around the rest of people’s busy lives as online learning is.

“Of course, there is and will always be a demand for face-to-face learning. And that’s the challenge for HR and L&D teams – and anyone that offers training – as we move forward. When we’re designing a piece of learning or a development activity, it has to work on many levels: it has to be able to cater for different audiences, with different learning needs and preferences, who will all want to interact with it in a slightly different way.”

After more than two years of being forced to stay home, it is clear that eLearning has never been more popular, and most people enjoy the choice and control over how and when they learn.


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