Berkshire's Research Services
Please refer to our research page, where you can see our example research project.
Berkshire's Contribution to Research
Organisational and Individual influences on Career Development
Sue Young recently carried out a research project as part of an MSc in Change Management Skills and Strategies from Surrey University. Sue carried out a series of in depth interviews with managers from one of BCL's own clients, the Department for Children Schools and Families, for this work.
These interviews were structured to identify the range of influences on people's career development. To what extent did they perceive influences to originate from factors within their personal control and to what extent did they perceive influences to originate from the organisation.
One of the major findings was the influence of line managers on peoples' perceptions of their opportunities for development. They have high influence over a number of identified potential sources of development in the individual's day to day job, such as allocation of work responsibilities, creating the immediate work climate, providing development opportunities in the role, and exposure to broadening work experiences.
Self confidence and self belief were revealed as major influences on individuals' perceptions of their potential. Sue's research showed that Line Managers' perceived behaviour and attitudes could either have a major positive or negative impact on the degree of confidence individuals had about their own development capabilities, and the action they felt able to take.
Sue's research findings are particularly relevant at a time when organisations are looking to their line managers to take a more active and central role in coaching, mentoring and contributing to the development of their people.
Sue is currently using her findings to develop a framework for organisations that helps individuals and their managers have improved quality development discussions. The framework can be used to better identify, mutually agree and review development goals that will be of benefit to both the individual and the business.
What does it take for people of BME background to get into top management?
Ian Phillips is presently researching into 'What does it take for people of BME background to get into top management?' It is an appreciative inquiry inviting people of BME backgrounds who have held or are holding senior leadership positions in organisations to consider the following four questions.
- What is it about you (personal qualities, abilities etc) that contribute to you holding your senior management/organisational status?
- What is it about the organisation/s where you acquired your senior status that has contributed to you achieving your position (line managers; supportive frameworks etc)?
- What other kinds of support activities contributed to you achieving your senior status (mentoring; coaching; involvement in politics etc.)?
- What do you think should comprise the content of a leadership programme directed to staff of BME background aspiring to top management positions in organisations?
It is felt that consideration and understanding of the experiences of BME leaders in organisations is vital to meeting their needs and ensuring that BCL continues to offer excellent leadership programmes for BME staff aspiring to top management positions in public, private and third sector organisations.
If you are a senior manager of BME background you too can participate in this inquiry by simply responding to the attached questionnaire or through contacting Ian Phillips or Pauline Mandava, Project Coordinator, who will be assisting in this inquiry.
Ian Phillips - Principal Consultant
Pauline Mandava - Project Coordinator
