Leadership and Management Development

The delivery style of our facilitators is an engaging and interactive one. Working with managers and leaders at all levels of an organisation means that we need to be flexible and adaptable to meet the needs of different people. This is particularly true for senior managers who are typically both busy and experienced development programme attendees. We seek to deliver a fresh approach that is embedded in the reality of delegates working lives – so whatever the subject matter, we seek to ensure all delegates leave an event thinking it was both interesting and useful. Everyone should be focused on embedding some new piece of knowledge, skill or idea that has been generated through the development activity.

Events or programmes we offer include:

  • Introduction to leadership
  • Leadership and management skills
  • Managing and building teams
  • Motivating staff
  • Delegation
  • Communication skills
  • Managing individuals
  • Managing self
  • Planning and organising work
  • Problem solving and making decisions
  • Change management.

One of our specialisms is in developing people management programmes.
These are developed in collaboration with the client so we can fully understand your needs and the outputs and outcomes the programme needs to achieve.

An example of such a programme might include:

  • Individual performance management
  • Identifying strategies for meeting the needs of individuals, managers and the organisation
  • The performance management cycle
  • Agreeing objectives
  • Performance monitoring, giving feedback and having difficult conversations.
  • Developing potential
  • Keeping high performers motivated
  • Dealing effectively with under performance
  • Dealing with capability / disciplinary situations (from a skills perspective)
  • Effective recruitment and selection, including interviewing skills.

Some of the tools we use in workforce development include Neuro Linguistic Programming techniques, emotional intelligence and resilience, assertiveness and coaching skills and the Myers-Briggs Type Indicator® (MBTI®).

All programmes, bespoke or accredited, can be delivered as a single intervention or a longer-term development programme, on or off your company premises, to meet the needs of your business.

Examples of programmes and events we have put together for clients:

A leading change and emotional resilience workshop for all managers (from supervisor to Chief Executive) in a not-for-profit organisation. This 1½ day workshop explored the impact of change on teams and the roles managers had in leading and supporting their teams. It encompassed emotional intelligence, how to develop self-awareness and control, and how to deal effectively with the emotional reactions of staff. It examined leadership styles, strategies for adapting these in different change situations, and practical tools to use back in the workplace. It was supported by 2 toolkits for managers to use with their teams.

Performance Through People:

A three-module programme designed in close contact with the Organisational Development team of a large public sector organisation for all team leaders and managers.

The modules were designed to cover all elements of managing people and performance and closely reflected the culture and values of the organisation. The programme began with each delegate completing an online Myers-Briggs Type Indicator® (MBTI®) assessment, which was supported by a one-to-one feedback session.

The programme included:

  • What is being a people manager all about?
  • Different MBTI® types and how they can impact upon the role of a manager
  • Respect and dignity at work
  • Unconscious bias
  • Recruitment and selection
  • Managing performance
  • Having difficult conversations
  • Giving effective performance feedback
  • Developing performance related action plans.
  • Managing attendance
  • Disciplinary investigation
  • Presenting information in a disciplinary hearing.

All delegates were offered individual follow-up coaching sessions to explore how they could apply their leaning to their job role, ensuring the programme was individualised to each manager.

A 5-module management development programme accredited to the ILM award in leadership and management for a large Local Authority. This programme was specifically designed for managers who worked in operationally remote situations who needed to make sound management decisions using their own initiative.

The programme covered:

An Introduction to Leadership: The characteristics and the tasks of an effective leader drawing on the behavioural competencies for the Council and exploring how managers can practically role model these behaviours.

Managing the Employment Relationship: The fundamentals of employment implications and practices, linked to the Council’s HR policies including disciplinary, capability and grievance situations and managing diversity, discrimination and the law.

Managing Performance: The performance management cycle linked to the Council’s performance, appraisal and competency framework:

  • Agreeing SMART objectives
  • Supporting delivery and motivating staff to perform
  • Monitoring performance
  • Giving constructive and meaningful feedback.

Managing Customer Service: Lean systems thinking, understanding what customers’ value, understanding and improving the value stream, and identifying opportunities for continuous improvement.

Managing Self: The skills and abilities needed by managers to be successful, recognising that, as managers and supervisors, an element of personal reflection and development was critical.

Solving Problems and Making Decisions: identifying a work place problem to explore. Using problem-solving tools, to generate ideas for solving the problem, utilising an evaluation matrix to identify the most appropriate solution plus implementation and communication of their problem’s solution.

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