This lesson looks at the key principles that underpin valuing people.
This course includes five lessons, which you can access flexibly. You're free to go at your own pace. The content has been designed so that you can dip into individual lessons which typically take 30-45 minutes if you complete all the content and reflective activities.
The full course provides comprehensive learning on the theme which equates to the content covered on a one-day face-to-face course. We therefore believe this can play a significant part in your professional development journey.
You may choose to complete this course all by yourself. But, you’ll get more out of the learning with some support. So, speak to your manager, coach or mentor to help you decide the best way forward. You could review the learning at the same time as a few colleagues, for instance. This will allow you to share your different thoughts and opinions.
Remember, you're also part of our wider community, with its vast range of experience. So, complete the reflective activities and get involved in the community discussions. Share your unique perspective. We are all there to support each other.
In essence, what matters is that you get as much out of the learning as you can. Take your time to reflect on and apply the key messages in your context. Watch the videos more than once, if possible, and make notes in the downloadable workbook as you go along. Before you know it, you’ll put the learning into practice and making a real impact in your role.
Mapping to the standards
This course maps to the Chartered level of the Valuing people standards. If you just want to gain an introduction to these standards at the Foundation level we recommend that you watch the video below.
This short, animated video provides an overview of the key elements of this core behaviour. It brings to life the four statements at Foundation level for Valuing people in the CIPD Profession Map:
- Understand the purpose of your work
- Empathise with others and consider their well-being
- Support others to develop and be their best
- Ask a range of people for their opinion and listen carefully to responses
View the transcript
Meet Dmitri. He's an L&D specialist working for a not-for-profit organisation that provides telephone counselling for people who’re experiencing domestic violence.
He's been tasked with re-designing the organisation’s basic training programme for new counsellors. The existing, 2-week, face-to-face programme has been effective but is proving increasingly onerous and inflexible for new starters who typically now work from their home base.
Many find it hard to spend so long away from home, which is hindering recruitment.
Additionally, those trainees with lots of counselling experience are finding the programme is too long, while others have barely achieved the desired level of confidence by the time the programme's completed.
Time for a change.
Dmitri assembles a team, including a representative from HR, the existing instructors, managers from the counselling team, and an expert in learning technologies as well as few the counsellors who’ve recently attended the existing programme.
Dmitri leads them through an exercise to establish their goals for the project. They agree that their primary purpose is to reduce the time to competence, while maintaining quality standards and providing a more flexible, satisfying learning experience for trainees.
Valuing people means understanding the purpose of your work.
This team now has a clear, unifying purpose which will sustain it throughout the project.
The team spends some time agreeing who their key stakeholders might be and what hopes and fears these people will have about the changes.
They're particularly concerned that new counsellors joining the organisation are able to achieve the required level of competence without the disruption of having to be away from home for a sustained period. Many find this extremely difficult because they have lots of commitments, including care responsibilities.
On the other hand, they don’t want the programme to be an entirely remote, isolated experience. The work is stressful, and many counsellors benefit from the support of contacts they make during their initial training.
The team also openly discusses the anxieties that might be present within the team itself. It soon becomes clear that the existing instructors feel threatened by the prospect of the programme becoming predominantly online.
Valuing people means empathising with others and considering their well-being.
The team has deliberately adopted the perspective of all key stakeholders, so they can do their best to consider the interests of everyone involved.
They decide that they don’t have enough information to design a learning experience that’ll be sufficiently engaging, relevant and accessible for all new trainees.
So, they decide to put together a focus group made up of a wider population of counsellors who’ve recently been through the programme. They work with this group to pinpoint the challenges that counsellors face when they first join the organisation and to identify the factors that would contribute to an improved learning experience.
Valuing people means asking those involved for their opinion and listening carefully to responses.
This team is working hard to make sure they understand the needs of their learners. The focus group will provide them with insights they’d probably never achieve if their only input was from management.
The team progresses well with their analysis and comes up with a draft design for a programme that combines self-study, one-to-one and group activities, and includes some face-to-face sessions. The new programme will be tailored so that every trainee gets exactly what they need to reach the required level of competence in the quickest time possible.
Moving appropriate content online will mean that the existing instructors will need to take on new roles and acquire some new skills. The learning technology expert agrees to help the instructors to find the support they need to excel in this new environment.
Valuing people means supporting others to develop and be their best.
For most people, it's highly motivating to develop mastery in the skills required for their job. It would be easy to dismiss the instructors as 'old school' and look for new people to take their place, but this would be losing lifetimes of experience and commitment to the organisation.
Better to move forward as a team.
And that’s what valuing people is all about.
This course will help you to build your confidence and practice in:
- building a sense of team spirit and communicating the purpose of work to motivate and inspire people
- treating people fairly and demonstrating humanity and compassion in your work, thereby increasing and promoting well-being amongst employees
- enabling others to develop and support their team's development
- enabling people to have a meaningful voice by involving them in decisions that impact them, and bringing a people perspective to organisational decision-making
You need to be a CIPD member and logged into the website to access each of the lessons.
This lesson looks at 'good work', engagement and treating people fairly, and the ways in which they are all connected
This lesson looks at how situations impact performance, and what can be done to support different staff in their high performance
This lesson looks at the importance of employee voice, and how involving people in decisions supports effective decision making
Download the course workbook
This interactive workbook will help you to make the most out of the course. Use the workbook to reflect on your learning and record your notes as you go along.