Cancer Research UK is the largest independent cancer research organisation in the world, focusing on research and information to save lives. No small undertaking! Being at the forefront of cutting edge clinical studies and a determination to beat cancer, the organisation needs empowered, bold and high performing people doing their best work.
=mc: Thank you so much for taking this time Charlotte to share your experience with us. Tell us what prompted you to commission training for your managers across the organisation? What changes were you aiming to see?
Charlotte: In my role, I manage the day to day running for the New and Future Managers Programmes at CRUK. The New Managers Programme provides a blended learning course for people stepping into management for the first time; whereas the Future Managers programme is for people who have not yet had any management experience.
Previous employee survey results indicated that colleagues didn’t feel they had access to the professional development and training opportunities they needed to meet their career aspirations. We needed to change this so we made the decision to invest in internal career development pathways and developing our internal talent pool of effective people managers. We also wanted to prepare colleagues for people management roles and remove the “no experience – can’t get experience” blocker.
=mc: That’s really powerful. Many people struggle to get that first step into management, precisely because of that issue of needing experience first. The Future Managers programme addresses this directly and aims to support aspiring managers. What does that mean to you and what were your specific requirements?
Charlotte: We wanted to achieve two things: one, create a developmental opportunity to support individuals at CRUK who have people management as a career aspiration. We also wanted to develop a future pipeline of excellent people managers. The Future Managers programme has proved the perfect solution, enabling our aspiring managers to gain an introduction to fundamentals of people management, reflect on the type of manager they’d like to be and build skills that can be applied to their current working relationships.
=mc: With those dual aims in mind, how did you design and develop the New Managers programme?
Charlotte: The New Managers Programme was designed and developed in partnership with Philly Graham (Senior Learning and Development Consultant at =mc). The workshops and learning materials were developed collaboratively between the Learning and Talent Development team, =mc and stakeholders across CRUK to ensure the content reflected our context. A Pilot cohort was held in Spring 2023 and the programme has continued successfully since then.
=mc: Why was a blended learning approach important to you?
Charlotte: A blended learning approach and is important for us to create an inclusive learning experience while providing a range of methods to suit the variety of preferences and needs we have across CRUK. We have a hybrid working environment with colleagues based across the UK so the virtual workshops have enabled everyone to participate regardless of where they are based. The self-directed learning materials mean that the programmes can be completed in the learner’s own time and around their other commitments.
The cohort approach for the New Managers Programme means that participants on the programme are provided with a peer network facing similar challenges across the charity. Buddy groups are also a feature and provide a valuable forum for new managers not only to connect but to reflect on their learning while supporting each another. They are also great for embedding the learning and creating accountability, as buddy groups are expected to meet between the workshops.
=mc: What has the impact been for people who have completed the programme?
Charlotte: Both the Future and New Managers Programmes are extremely popular and receive excellent feedback. Participants often comment on the positive difference it has made to their management approach and working relationships. Many people who have attended the New Manager Programme comment that it should be mandatory for all managers!
=mc: What has that meant for the people they manage?
Charlotte: Our people managers have scored extremely highly in recent employee surveys. Equipping them with the skills they need to manage their teams effectively helps create an environment where everyone can do their best work to make progress towards our vision of people living longer and better lives, free from the fear of cancer.
=mc: What one piece of advice would you give to other Learning and Talent Development professionals about this kind of programme?
Charlotte: Select a partner who really understands your organisation and what you’re looking to achieve. The support provided to us by =mc Learning has been invaluable for developing a successful programme. The facilitator feedback and review meetings after each programme cohort has enabled us to adapt to changing priorities and learner needs to ensure the programmes stay relevant. Philly and the team are always so approachable, knowledgeable and proactive. They are genuinely passionate about creating an excellent learning experience.
Curious to find out more about the New and Future Managers Programmes? Read our full impact report where you’ll find out more about the content of each programme and the approach taken, as well as participant feedback.
If you’d like to talk to us about how we can support your aspiring, emerging, or experienced managers contact us online or call 074 3690 3103 to speak to one of our consultants