Hi all,
I have a couple of things that I hope this forum will be able to assist with..
I am developing a training programme to be delivered in house, for new managers and those staff that will likely move into a first level of management role in the near future. It would be useful to have a list of the various subjects that should be included in the programme - the first run through has suggested: How to build your team, success with empathy, leadership qualities, difficult conversations, who to go to for support and when, H&S for managers, budgets. It would be great to have suggestions of any other subjects that could be considered.
I do try to encourage our managers to hold regular one to one meetings with their staff, and over time the managers have developed their own individual format for such discussion. For the new managers programme, I would like to be able to run through how to conduct an effective one to one, and to provide them with a standard template to follow - at least as a start point. Does anyone have a template of this nature that they would be willing to share?
Your help would be very much appreciated,
Tks
Steve
Replies
Just come across this post from the leadership zone that might help
Cheers Steve - let us know how you get on
http://community.dpgplc.co.uk/leadership-resources/a-step-by-step-g...
Hi Steve
Have you spoken to managers who were promoted in the last 6 months and asked them what support they would have liked, and would like?
Other topics you may wish to consider;
Good luck,
Blake
Hi Steve
I think your list and what Sarah has listed below is a great starting point - but there is a lot there. For me you need to focus on what really matters to your organisation and what you need from your new people managers. Less is more sometimes and it's quality over quantity each and every time.
I believe the key is to help line managers have better conversations with their teams - I haven't got a template as such but this article from Forbes describes some things to consider and a very basic structure to enable good conversations to take place.
http://www.forbes.com/sites/work-in-progress/2013/11/11/the-secret-...
Another important thing outside of any formal development is to get the new managers a mentor or a coach from someone who knows what good looks like and can role model to others. Most behaviours are learned from those around us after all - that's what culture is ultimately.
Mike
Hi Steve
In my prevoius role we introduced a programme for first time line managers and we ran this in cohorts over several months. This was based around Steve Ratcliffe's Future Engage Deliver model and received good feedback from participants. I've just had a quick look through the slides and have included some are the areas which we covered below. I hope this helps!
Introduction to programme,and sponsor
Future - what am I leading for
Who is the leader you want to be
Leadership map
Our business strategy and communication of it
Market Update
Introduction to the Leadership framework
Financial and Commercial Business Acumen
Understanding Company results
Profit & Loss
Business Planning
Engage – Levels and aspects of engagement
Relationships
Delivering through others
Leader conversations
Manging difficult conversations
What makes a great coach
Coaching techniques
Creating a high performance team
Reflections:
My personal development and commitment
All the best
Sarah