From Management to Leadership a 2-day programme
Programme Summary:
- 2-days consecutive or non-consecutive days
- Face-to-face, live-virtual or blended
- Groups of <12 people per cohort
- Fully customisable
- Option for Institute of Leadership Accreditation
- 1-2-1 Coaching optional
From Management to Leadership
This two-day interactive management programme has been designed to help managers to increase self-awareness and appreciation of different leadership styles and how to apply that understanding to the context of inspiring and leading their own teams. Throughout this programme we link the ‘what to do’ with ‘how to do it’ so that the learning can be applied immediately in role.
This programme is suitable for anyone in, or about to take up, a management or team leader role wishing to develop their understanding of people management and leadership. The programme is also suitable for those managers who spend a lot of their time ‘doing’, rather than leading.
Course Content
Understanding Myself as a Leader
- Welcome, introductions and programme objectives; A short ice breaker session linked to the course content to set the tone and atmosphere for the day and to agree ground rules
- Know the difference between management and leadership
- Recognise the power of the mind-set in shaping approach to work and life. What does it take to be an inspirational leader?
- Explore one’s own values and understand how these influence relationships and interactions with others and the wider business values
- Understand what we mean by authentic leadership and the growing popularity of vulnerability in contemporary leadership
- Explore different leadership styles and personal preferences in terms of leadership behaviours and ways of working, engaging, influencing direct reports, peers, and more senior colleagues
- Explore the situational leadership model
- Complete a questionnaire to determine what drives us as leaders
- Reflect on the learning and identify tangible actions for our personal action plans
Building a High Performing Team
- Understand how as a leader we balance our time and activities between tasks, the team, and individuals
- Explore how we performance manage and motivate different people in our team based on their specific needs and wants
- Learn about team development cycle and identify where our own teams are at present
- Identify what a high-performing team looks like in the context of your organisation and explore the different challenges of building, managing, and maintaining exceptional teams
- Understand how to open lines of communication and build trust and psychological safety
- Understand how to create and communicate a common goal, set individual objectives, and measure performance in line with your organisations processes
- Explore the challenges and benefits of managing performance remote, dispersed and/or hybrid teams and strategies to overcome barriers
- Gain the ability to adapt our influence style using the ‘push or pull’ model and understand the range of influencing styles
- Practice providing constructive positive and negative feedback using the Gearbox Model
- Reflect on the learning and identify tangible actions for our personal action plans
Find Out More...
Grab a cuppa, press download and explore more about the learning objectives and activities in this programme outline.
Or give us a ring on 0121 222 7313 – we love a chat!
OPTIONAL: Culture Diagnostic
Research suggests there is often misalignment between how leaders and the rest of the employee population perceive company culture. When leaders drive change based on their own experiences, and the lived experiences of their closest peers only, they are less likely to achieve desired results.
By inviting open and honest feedback from all employees through an anonymous survey, we can gauge how different groups of people experience the workplace with regards to five difference aspects of the organisational ecosystem. Data is compiled into a comprehensive report from which we draw meaningful insights for leaders to reflect on as part of the development journey.
In order to collect a meaningful data set this option is only available to organisations where we can gather responses from >250 people.
We invite anonymous feedback from your people regarding five different aspects of your company culture:
- ‘Belonging’ – does your company culture foster a sense of inclusion for all people to thrive?
- ‘Role Models’ – do people managers have the skills to role model excellence and build exceptional teams?
- ‘Approach’ – is your vision and strategy clearly communicated and supported by the right policies, processes & data insights?
- ‘Values’ – are your workplace behaviours clearly defined and regularly reviewed through meaningful performance management?
- ‘Education’ – is there a strategy in place to continually develop and strengthen your people and teams?