Hi everyone.
I was after some help with an assignment which I have to complete looking at development needs of managers in two organisational context. I have used my organisation as one example but would like to ask if anyone would be willing to share how line managers and general managers in your organisation are developed.
Thank you in advance.
Debbie
Replies
Hi Debbie
So glad it was useful ;-)
Sarah
Hi Debbie
Thre report below has some good case studies at the back of the report if this helps?
http://www.cipd.co.uk/NR/rdonlyres/45B74613-3157-4064-93CD-7EA30AA8...
Regards
Sarah
Hi Debbie,
In our organisation, our L&D manager facilitates specific sessions for Team Leaders / Heads of Practice - these are usually managing a team of 4-10 people.
We support with external courses too - one of our Team Leaders is now an NLP Practitioner. During her course, she learnt a variety of activities she could carry out in the team to help inspire and motivate them. One example was around goal setting - she had them focus on a work goal and ultimately the individual was extremely motivated to achieve this goal but she as their team lead also knew what support she would need to give to help them achieve this.
We also have an exec coach for team leads and above - although she has also run sessions across the wider office too. I believe the first session focuses on determining whether you are Fire, Water, Air or Earth - in terms of how you communicate. As you become a more experienced manager, the idea is that you are more central than any one category and can adapt your communication style depending on which team member you are speaking with. I can provide more detail if you like but I didn't want to waffle on for too long!
Kind regards,
Sam