All new staff at the University can sign up to attend a welcome meeting. The sessions take place each term, so one should be available within a few weeks of starting.
The meetings offer new colleagues an opportunity to find out more about the University, network and see what is available to staff across campus. For more details, click on the Staff Welcome Meeting heading above.
Frequently Asked Questions
What kind of development and support does Organisational Development offer?
The department offers a range of face-to-face courses, longer programmes, online courses and video resources (as brief, individual learning activities). Visit Learning Activities to review courses and resources available to all staff. For activities to support specific teaching or research focused development, click on the tabs at the top of this website for Academic Development and Research Active Staff respectively.
We also support broader development opportunities such as:
- a Coaching and Mentoring scheme, open to all staff across the University. Visit the Coaching and Mentoring webpages for more details
- academic shadowing - visit How Warwick Works: Academic Shadowing and Development Scheme for Academics for more details on the support for colleagues developing in leadership roles within academic departments
- resources to help individuals consider and plan their own career and development. Visit Careers and Your Development for more details
What opportunities exist for my leadership development at Warwick?
A comprehensive range of development opportunities from one day workshops to longer periods of learning are available. Visit the Leadership and Management Programmes page for more details.
What can I personally do to help to embed my learning?
- Before any development opportunity take time to think about what you are hoping to learn, including any specific questions you may have and examples relevant to your work context/specific needs
- Ensure you make notes/ask questions during any development sessions
- At the end of a session, note how you plan to apply the learning
- Back in your workplace, discuss your learning and progress with your line manager
- Make a note in your diary to review your progress and ask for feedback from your line manager
As a line manager, how can I support my staff to engage with ongoing development opportunities?
- Review the monthly Organisational Development newsletter and Research Active Staff newsletter for the latest developments and activities ... and encourage your staff to do the same. Visit the Organisational Development Newsletter page for more details and how to sign up to the mailing list. Relevant staff automativcally receive the Research Active Staff newsletter
- As part of the Personal Development Reviews carried out with your staff, discuss relevant courses and learning opportunities. Visit the Personal Development Review webpages for more details on understanding the process and supporting your staff
- Use team meetings to discuss learning opportunities with the team
As a manager, how can I help colleagues to embed their learning?
- Before attending/completing a development activity, discuss with the colleague what they are hoping to get from it
- After the activity, take time to discuss how the sessions went and how they intend to progress/use what they have learned
- Set time in the diary to discuss feedback and progress further
- Ask colleagues to share learning with other colleagues