First Line Manager Development. Facilitated Blended Accredited

Transcription

1 First Line Manager Development Facilitated Blended Accredited

2 Why is First Line Manager development so critical? We combine The Oxford Group s expertise in leadership & management development and experienced facilitators with Kineo s award-winning elearning and the ILM s internationally recognised accreditation. The Oxford Group, Kineo and ILM are businesses of the City & Guilds Group, a leader in global skills development. Organisations invest in First Line Manager (FLM) development for a number of reasons, such as: FLM development is the quickest and most effective route to driving up employee engagement, which has immediate business payback through impacting on performance, commitment, customer service, quality, innovation and change Investing in FLM development underpins the effectiveness of performance management, culture change and embedding values across the organisation Developing cohorts of FLMs from across the organisation breaks down silos, improves collaboration and builds trust and commitment Helping FLMs develop good habits early in their careers ensures maximum impact for them and the organisation over time First-line managers are responsible for providing a clear link between business strategy and goals, as well as the role of the individual. They are crucial in making the difference between low-performing and high-performing organisations. CIPD

3 What does great FLM development look like? With over 30 years of experience working with thousands of FLMs from companies around the world, we have developed a model for FLM development which defines the key areas that FLM programmes need to address. FLM development Key FLM skills LEADING SELF LEADING THE BUSINESS LEADING OTHERS Self Developing yourself as a team leader Understanding your impact on others Self assessment Self-awareness Business Understanding the organisational context Understanding the business success model Setting team objectives Communicating change & corporate messages Customer awareness *Managing projects *Planning & managing budgets *Implementing quality processes Others Listening & questioning Managing challenging conversations Coaching for performance Giving & receiving feedback Delegating Setting objectives Monitoring & reviewing performance Creating development plans Motivating others *Using the performance management process *Recruiting & onboarding *Complying with employment policies *Highlighted topics are those which typically are very specific to the company s own processes, and are often delivered in-house by the company itself. We are happy to add these to our programmes on request.

4 Our approach to FLM development Our portfolio of FLM programmes Our FLM programmes contain the following best practice: Context: based on real needs, real examples and engages with all stakeholders Blended learning methods: uses a combination of self-reflection, face-to-face workshops, online learning, work-based activities Assessment: includes self and colleague assessment Group learning: programmes are delivered in cohorts, to encourage mutual support and break down organisation silos Line managers: involvement of the participants line managers is built into the learning from beginning to end, including progress check-ins Action learning: incorporates both formal and informal action learning Evaluation: training evaluation and measurement of return on investment is built in All programmes can be provided with optional ILM endorsement the mark of distinction for non-accredited training. Participants complete a short assessment in addition to training and benefit from 12 months membership of the Institute of Leadership & Management, with access to a wide range of resources to support their further learning. In addition, our FLM Development Programme offers optional in-depth assessment and additional activities, which lead to a recognised qualification: the ILM Level 3 Certificate in Leadership & Management. Participants on the accredited programme also benefit from 12 months membership of the Institute of Leadership & Management. 2. In how much depth do you want to develop the participants skills? How can you choose the FLM programme that best meets your organisation s needs? Our programmes address two key decisions: INTRODUCTION IN-DEPTH 1. COVERS ALL FLM EXPRESS FLM DEVELOPMENT PROGRAMME Are you looking for the programme to cover all of the areas in the FLM Model, or to focus on a specific area? COVERS PART ONLY FLM VIRTUAL CLASSROOMS FLM FACE-TO-FACE WORKSHOPS ManagementPlus BLENDED PROGRAMMES All of our programmes are available in a ready-made format so that they are easy and quick to implement. We are also happy to discuss contextualising them to meet specific organisational needs.

5 FLM EXPRESS FLM DEVELOPMENT PROGRAMME This one-day workshop covers the core knowledge and skills FLMs need to be effective in their first management role. Its express format gives newly-appointed FLMs the boost they need to get started quickly. It is light on theory and instead focuses on critical incidents which are important for managers to get right, and it helps FLMs identify the best way of dealing with these situations. The FLM Development Programme is a 12-month, blended programme which covers all areas of the FLM Model. It combines one-day face-to-face skills workshops with online learning modules and work-based activities to provide a comprehensive development journey. Month 3 Months 4-6 SELF OTHERS BUSINESS SELF Understanding self and others Understanding your management style SET UP & PRE-WORK Months 1-2 WORKSHOP 1: GETTING STARTED Role of First Line Manager My objectives Self-awareness My beliefs (limiting & enabling) Communication skills Preparation for online activities Set up peer buddies 3 X ONLINE LEARNING JOURNEYS Set expectations Delegation Monitor performance Work-based activities The role of the manager Management vs leadership OTHERS Communication skills Managing performance and setting objectives Monitoring and measuring performance Motivating your team Month 7 Months 8-9 Month 10 WORKSHOP 2: SKILL BUILDING Review of learning Practise skills from online learning (set expectations, delegation, monitor performance) Motivation & engagement Peer buddies work 2 X ONLINE LEARNING JOURNEYS Give feedback Coach for performance Work-based activities WORKSHOP 3: SKILL BUILDING Review of learning Practise skills from online learning (feedback, coaching) Understanding & communicating corporate messages & change Understanding the customer Overall review & next steps ACTION LEARNING Month 11+ Workshop participants also receive a full resource pack with practical checklists, tips and techniques they can put into practice when they are back at work. We offer two options to gain external recognition for work on this programme: Short assessment activities endorsed by ILM In-depth assessment activities which lead to the ILM Level 3 Certificate in Leadership & Management. On either route, participants also benefit from 12 months membership of the Institute of Leadership & Management to support their further development as leaders.

6 FLM VIRTUAL CLASSROOMS FLM FACE-TO-FACE WORKSHOPS What do you do if you want to provide introductory training in key topics but it s difficult to get your FLMs together face-to-face, either for logistical or economic reasons? Our virtual classrooms provide skills development in bite-sized chunks. Each 2-hour virtual classroom is led by an expert facilitator to provide an interactive and engaging experience for the participants. Participants leave the virtual classroom with a toolkit of key techniques that they can apply straight away to improve their performance. If you want to provide skills development training in key topics and find that your FLMs benefit from coming together face-to-face to participate in training, our workshops provide development at three levels of skills depth: Half day One day Two day Express: An introduction to the topic with specific tools and techniques to raise awareness and be of practical and immediate benefit Essentials: Covers all key aspects of the topic with opportunities to practice to really boost understanding and try out new approaches Expert: Intensive and thorough with multiple opportunities for practice and application to develop and sustain new skills and behaviours OUR CURRENT VIRTUAL CLASSROOMS INCLUDE: Dealing with change Delegating for effectiveness Effective development planning Generating feedback Getting the most from a changing environment Managing career conversations Managing end of year reviews Managing your time Setting objectives We are constantly expanding the topics available in this range contact us for more details. WE OFFER A WIDE RANGE OF TOPICS THAT SUPPORT SPECIFIC ASPECTS OF THE FLM MODEL, INCLUDING: Assertiveness Behavioural interviewing Business partnering skills Coaching skills Coaching style conversations Creative problem solving & decision making Developing your people Doing more with less Effective communications Facilitation skills Giving & receiving high quality feedback Handling challenging conversations Influencing skills Managing performance Motivating & supporting your team Peer coaching Personal effectiveness Presentation skills

7 ManagementPlus BLENDED PROGRAMMES Where our FLM Development Programme provides a breadth of skills development, ManagementPlus takes the key online learning elements to focus on two of the most critical goals of the FLM role Managing for Results and Managing for Change and provides flexible development options on the skills which make up those goals. However, ManagementPlus goes beyond simple delivering of elearning, to provide an engaging blended programme which combines online learning with work-based activities and facilitated sessions to deliver structured change journeys that bridge the gap between learning and doing. We offer flexible development options within ManagementPlus. If you want to develop skills across a whole goal you can complete this through Goal Reinforcement: WE VE TAKEN TWO OF THE MOST CRITICAL GOALS OF THE FLM ROLE, MANAGING PERFORMANCE, AND DEFINED THE KEY SKILLS THE MANAGER NEEDS TO DEVELOP TO BE EFFECTIVE: MANAGING FOR RESULTS Set expectations Delegation Coach for performance Monitor performance Give feedback MANAGING FOR CHANGE Prepare for change Communicate change Embed change launch webinar Or if you want to develop individual skills within a goal, for each skill required you could use Journey Reinforcement: 1 x online module online modules for each skill work based activities work based activities virtual classroom facilitated workshop Each skill is developed over an online learning journey, and the journey s not over until the manager practises the skills on the job, reflects on the results, and demonstrates proficiency. You can choose to follow a single journey or make several, building up over time into a development programme which covers all of the key goals.

8 What clients say about our FLM training The Oxford Group and Kineo have Our partnership with The Oxford been, and continue to be, wonderful Group was cohesive from analysis to expert partners in the development evaluation. The content design was and facilitation of our award-winning engaging, met differing learning styles Management Capability Development though pre-work, interaction, reflection programme; it has had a significant and practical application... It allowed positive impact on our frontline and new and different ways of thinking middle managers around the world. and approaches to leading others. Gary Droghini, Global Talent & Learning, Coats Lucinda Ehlen, Learning and Development Manager, Barilla America Inc. The presenters/facilitators were excellent. Engaging, energetic, credible and convincing. The content was highly relevant and interesting for inexperienced managers. The course provides guidance on essential topics for managers of teams. Course participant, financial services corporation I came away from it feeling reassured in my management abilities and better equipped to manage in both a broader sense, i.e. considering wider team objectives and our place in the organisation, and in terms of getting the best out of individual team members. It was a truly valuable learning experience. Course participant, international charity This has been a critical intervention in driving a programme of change through our organisation to improve management and leadership bench-strength and capability. The facilitators at The Oxford Group are true experts who really understand our business and its key challenges. The programme has given managers and leaders at all levels of the organisation a common language and set of tools and skills which have become embedded in our business. Emma Dutton, Head of Learning and Development, SAS

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