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How many times have you read the term ‘Staff Development’ in a duty statement and sighed or rolled your eyes and then set about identifying the right “buzz words” to say at interview to secure you the job?

The thing is – a great project team leader is one who takes responsibility for making sure team members have the skills, knowledge and experience required to produce outstanding results. At Transformed we focus on a number of key elements that make up staff development:

Develop and Articulate a Vision

Develop a shared vision among all project members and articulate a common set of goals and expectations. A vision shouldn’t be written in the meeting minutes and forgotten – assess regularly the team’s progress against the vision and goals and identify where there are gaps that need to be addressed.

Invest in Training and Development

Avoid ‘quick fix’ solutions to problems. Training and development should be long-term and continuing over time in order to respond to team members needs as they are changing from novices to experts in the new project.

Assess or Monitor Progress

Discuss plans for individual development and regularly assess team members’ progress and needs. Leaders are frequently uncomfortable in this role. However, studies show that greater frequency of discussion around learning needs results in a feeling of being supported and the fruit is better motivation.

Provide Continuous Assistance

This tactic by any other name – coaching, consultation, follow-up – is the same. It is the provision of assistance based on information gleaned through discussion of learning needs. Team members will be more comfortable with the leader’s assessment of their progress when it is followed by assistance to improve.

Plan and Provide Learning Resources

Time is precious and so, for team members to keep up to date, make available books, online resources, training programs and on-the-job opportunities for them to readily access. Make learning easy!

Create a Context Conducive to Learning

When team members share a vision of what they want to achieve, broadly participate in decision making and think about continuous improvement, they are functioning in a culture conducive to learning. In such a culture, relationships of all members are caring and supportive. Creating such a culture is a long-term endeavour, but once well established, it endures for a long time.

If you would like help to prepare a project manager development plan contact Transformed today for a needs assessment.

Take our self assessment survey

Are you interested in finding out if you have options for Recognition of Prior Learning (RPL) for a qualification?

Do you have some work experience or have been in the workforce for a number of years but not sure how you can apply your existing knowledge to achieving a qualification?

Our self assessment survey will give you more information for what your self paced learning pathway looks like based onyour work and life experience – ie do you have options for Recognition of Prior Learning (RPL) or is a distance package best for you – or a blend of both.

The survey is free and it takes just 10 mins to complete and within 24 hours you will have a response from a Transformed team member with your recommended learning pathway as well as the fee to complete and the next steps should you wish to enrol. We have payment plans to suit all budgets.

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