“The no. 2 driver of category management performance. Only 41% of organisations say they do it…”
We have identified via the survey that formally planning and executing ‘On the job’ learning experiences for category managers is the number 2 driver of category management and ultimately firm performance. Overall, 41% of all respondents strongly agree or agree that that ‘on the job’ learning experiences are formally planned and executed for category managers.
60% of leaders agree or strongly agree that ‘on the job’ learning experiences are formally planned and executed for category managers, compared with 34% of followers.
In 2014-15, 45% of leaders strongly agreed or agreed with this coaching question, as did 39% of followers. This shows that the gap between Leaders and Followers has greatly increased, due to a 15% performance increase by leaders and a 5% drop by followers.
The relative importance and value of ‘on the job’ learning is becoming progressively recognised by leaders as the critical route to adult learning. Follower procurement teams are perhaps not as well supported by learning and development professionals. As a result, these types of learning experiences do not receive the level of focus given to classroom training.
The 70:20:10 (70% of adult learning happens ‘on the job’, 20% through mentoring and coaching and 10% in the classroom) model demonstrates that adult learning works best when it takes place in the context that the skills, practices and behaviours are to be used i.e. in the workplace and on real projects. The survey results demonstrate that Leaders are improving their approach to ‘on-the-job’ learning. It presents a major opportunity for Follower organisations to improve performance.
New Year’s Resolution No. 5: Prioritise the skills for development. Identify which specific skills you would like an individual to improve during the project they are working on, and assign a coach and a supportive mentor to work with them throughout the duration of the project. This does not have to be external, but external support particularly for the coaching will help to develop mental toughness and introduce new ways of working. Also consider creating Action Learning Groups – getting 4-6 members of the team to discuss the application of certain prioritised soft and hard skills and share what’s worked well for them.
You will also find information on identifying potential projects from resolution no. 7, category planningg and insight from resolution no. 9, competency assessment useful (look out for Windows 7 and 9 in 2-4 days’ time!)You can click below to download our 2016-17 Global Category Management Leadership Report Executive Summary.
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