We have a commitment to supporting the learning and development of our people and MGI Learning play a very important part in that.
I caught up with Jennifer Stevenson, who is the Head of HR at Gateway Housing Association...
'At Gateway Housing Association we have a commitment to supporting the learning and development of our people and MGI Learning play a very important part in that. They understand our people and our business. We have been very impressed with MGI Learning, the trainers are excellent; very natural and knowledgeable; extremely engaging, sharing real life experiences. Definitely the best delivery format to retain information. We are looking forward to continuing to work with MGI in the future'.
Here is what Jennifer had to say:
What did you call the MGI Learning Toolkit internally and how many people have taken part?
Picking Up The PACE and we have over 100 staff members participating in the Learning Journey.
Why did you choose to develop your people using your leaders and online learning?
To help deliver the new People Strategy, four themes have been identified which included LEAD. It was considered important to develop our leadership culture and nurture talent. We also encourage staff members to take ownership and be responsible for their own learning and personal development and have access to the tools and online learning facilities to develop their knowledge, skills and abilities.
What role did the leaders take in the programme?
All staff members have completed the learning. The role of leaders will be to continue embedding the skills; through regular 1-1 meetings, creating Manager Huddles in service areas, as part of team meetings or creating a PACE Space for self-reflection and learning. Three Cohorts of Mary Gober buddies have sessions with new starters, co-ordinated by three Lead Buddies providing support and consistency.
What impact has the learning had on the business?
Through Quarterly Staff Surveys we have obtained feedback on staff learning, values and behaviours and also sharing examples of the principles and how they are utilised in their day to day tasks and how staff can make decisions and positively contribute towards achieving customer service excellence.
We have achieved 90% of staff are satisfied with Gateway as an employer. Responses indicate the organisation is doing well in creating a supportive working atmosphere and staff are aware of the learning and development opportunities available.
What’s Next?
We are excited to commence Year 2 People Strategy which will include launching the Middle Managers' Development Programme. All new starters will be trained in the summer on MGI Learning Toolkit and we have redesigned our Written Communications workshop incorporating our values and behaviours. During the year refresher workshops will be held, providing leaders with the opportunities to feedback on progress and share experiences.
