Hello PPMA Members and Friends
As part of our 50 Stories for 50 Years series, we’re revisiting an article originally featured in the PPMA 50th Anniversary Supplement of The MJ, published back in April to coincide with our annual conference. The spotlight was on our outstanding PPMA Talent Programmes — with a special focus on the hugely successful Peer into the Future initiative. Over the next few blog posts, we’ll be sharing highlights from that feature.
This week, we hear from Julie Biggs, our dedicated PPMA Talent Manager, who oversees all our programmes, and Caroline Nugent, a Past PPMA President and long-standing board member who played a key role in launching Peer into the Future — and was also part of its very first cohort!
Continuing professional development is vital at every level whether that is through formal training, development programmes, bite-size sessions, articles, books, podcasts, webinars, peer learning, mentoring, coaching, and reflection. Investing in developing the leadership of current and future HR & OD leaders is crucial if they are to effectively support their organisation in delivering its vision, ambitions and outcomes whilst navigating the complexities and challenges facing organisations.
One of the PPMA talent programmes aimed at senior HR & OD leaders is Peer into the Future. Designed by PPMA and supported by experts in their fields, Peer into the Future is a modular, strategic programme with a combination of theory, leading practice and real-world practical inputs from senior leaders across private and public sector organisations. The talent programme provides an opportunity for participants to take time out from day-to-day business to reflect on the key business and workforce issues of the day; to share, learn and develop with colleagues; to enhance their personal leadership and professional skills; and to extend their professional network, providing them with access to a wider pool of subject matter experts, mentors, and leaders to draw on their expertise.
The Peer into the Future talent programme has been running successfully for over ten years and always receives positive feedback from those participating. Many participants cite the programme as being a springboard to further develop their career and we also have previous participants who have become President and Vice Presidents of the PPMA. Since 2020, almost two-thirds of those participating have been promoted since attending the programme.
Julie Biggs, PPMA Talent Programme Manager
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As I was on the PPMA Board I was lucky enough to contribute to the setup of Peer. And what better way to see how it works but to join in! I knew that I would get the chance to hear from great speakers and the thing that is so special about Peer, is that people tell you the warts and all of leadership and where they learnt sometimes from doing the wrong thing. You can never underestimate the power of learning through others honesty. Peer was originally run in conjunction with Julie Towers and Yvonne Skingle from Penna, so I knew I would be in good hands.
We had the chance to have psychometrics and anyone who knows me will know that as a trained assessor myself, I love using these as they give such insight. What was different was that we used one which shows your more dark side. Boy was it accurate! It really makes sure you are self-aware so you hold in that poor negative side and in leadership that’s invaluable. Ultimately you learn how to be a better leader through this and it just all comes naturally then
At that time, we didn’t have a ‘winner’. You just went through the programme. Then as the years went on, we thought having a ‘winner’ would be really useful and initially started out self-nomination with interviews on their learning. We found though that people were frustratingly just too shy to put themselves forward, so changed it so that all participants would be measured throughout and one chosen at the end. Its so great that this year we have two ‘winners’!
At one point in my career, I was the HRD for two London Boroughs who were so fundamentally different that understanding how to operate in these environments was critical. The experience of having listened to previous CEXs on the programmes really helped to see things from their point of view so you could find solutions to problems. It also gave me the confidence to take on the President of the PPMA role which now feels like a lifetime ago!
Leadership in the Public Sector is getting harder year on year. Not only do you have to motivate people under real pressure, challenge behaviours and culture but also think outside the box and push boundaries in order to transform an organisation. The Peer framework gives you the confidence to do that. I’ve seen many of my previous team go through Peer (and the other two talent programmes) and can honestly say every one of them has come back with so much learning and confidence – its a joy to watch.
Frankly why wouldn’t you. You cannot be a good leader if you don’t take the opportunities given to you. We all know that finding time for self-development is hard, as the day job is so busy, but if you don’t learn, then you shouldn’t expect to be the best leader you can be. Having the time to do this and then take back that learning into the organisation is just so precious
Caroline Nugent, Past PPMA President, PPMA Ambassador, CIPD non Executive Board Member, Senior Executive NU-Gen HR
If you would like to find out more about any of our Talent Programmes then check out our website: ppma.org.uk/talent-progammes or contact Julie Biggs at [email protected]
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