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Aspiring Talent Development
Developing your future talent starts before someone gets the promotion.
Use People Alchemy to help aspiring employees discover their potential, build the skills and behaviours needed for greater responsibility, and demonstrate that they are ready to take the next step. Give your people a structured pathway to develop their confidence, influence and capability while giving HR and L&D a clearer view of who is ready to progress.
Give future talent the opportunity to prove themselves
Identify potential. Develop capability.
The best way to discover whether someone is ready for greater responsibility is to give them opportunities to demonstrate it. The Aspiring Talent pathway helps employees build the skills and behaviours needed to progress, while giving them practical experience, feedback and reflection along the way.
- Help employees develop self-awareness, initiative, problem-solving, teamwork and communication skills.
- Use practical activities to help people apply what they learn in their day-to-day work and build greater influence and responsibility.
- Support employees to take on small projects, work with others, manage change and develop their confidence through real workplace experience.
- Give HR and L&D greater visibility of individual strengths, development needs and readiness for the next step in their career.
A ready-made pathway to progression
Skills for the next career step
Aspiring Talent is a ready-to-use template pathway that gives employees practical opportunities to explore their strengths, develop new skills and increase their impact at work.
Over seven modules, they will work on areas such as self-awareness, initiative and problem-solving, learning and risk-taking, teamwork, project management and communication.
The template can be easily edited, so you can adapt the content, activities and focus to fit your organisation and the talent you want to develop.
Approved by the Institute of Leadership, it brings everything together, ready to plan for their next career move.
This is not elearning in any way shape or form. The content and activities are all designed to be applied immediately in the work environment, and the system is just a way of making it all accessible and is very easy to use. The People Alchemy team are passionate about developing capability in the workplace and the platform supports this in a simple and cost-effective way.
L&D ManagerFind out more about the People Alchemy platform
Frequently asked questions
You’ve got questions. We’ve got answers. Everything you need to know about our Learning Workflow Platform (LWP) is right here, or talk to us.
What’s included in your 26 Steps management development pathways?
There are 26 Steps programmes for both supervisor and line manager level and for blue-collar and white-collar roles. As an example, the weekly topics for the supervisor level 26 Steps programme cover: Your role as a manager, Keeping legal, healthy and safe, Your management portfolio, Dress and speech, Company values, Problem solving, Money and fraud, Holidays, sickness and other absence, Management techniques, Using your manager, Building relationships, Appraisal and disciplinary actions, Statistics and reporting, Feedback and informal review, Empowerment and delegation, Objective setting, Planning, Serving customers, Creating personal impact, Team meetings, Getting people to listen, Managing conflict, Motivating and understanding people, Developing colleagues, Using technology.
Can the off-the-shelf workflows be customised for my organisation?
Yes. We can help you make sure the programmes reflect your organisation’s values, procedures and other aspects of your organisation that are essential for effective management.
Can we run the 26 Steps management development pathways alongside a training course?
The simple answer is yes, but it makes sense to check through the content of both programmes to ensure consistency. The 26 Steps content can be customised to suit your specific requirements.
Who can customise the 26 Steps management development pathways content?
You are welcome to make minor changes to the content. If you want changes that are more than tweaks we would recommend you ask us to work with you on the changes. We are very familiar with the content and can provide a customisation service to change the content to suit your organisation’s values, vision and operational requirements while maintaining the programmes effectiveness and internal consistency.
How do I decide who to put on a first-time supervisor programme?
Most people, before they become a manager or supervisor, don’t have a clear idea of what it involves or how their responsibilities will change. We would recommend using our off the shelf Aspiring Talent pathway prior to other management development initiatives to qualify potential future managers for further development.
How do people fit the pathway activities into an already busy workday?
We will help you design your programme, pathway and activities so they integrate into the delegate’s workflow. We will help you ensure your pathway has balanced and sustainable activity and cognitive loads. It is obviously also important that delegates are supported to prioritise their development so you will need to work with their line managers.
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