The following briefly summarises the elements and module objectives you may consider when introducing a development program for front line managers.
These can be put together in any combination to meet the development objectives you have identified and delivery will take into account the time availability of participants, instructional design, learning materials available, delivery costs and experience of facilitators.
16 key modules
- Role of the manager - What’s expected of me?
- To help participants understand the role of the manager
- To identify some important component parts of the role
- To consider the impact of specific organisational objectives and values on the demands, choices and constraints facing each manager
- To consider how to deal with the role effectively
- Working together - Teams
- To help participants understand their role leading and working with teams
- To consider how best to achieve success through understanding how teams develop and operate and provide guidelines to help facilitate this
- To experience the added value teams can deliver and some of the challenges associated with this
- Getting organised - Time management
- To discuss some of the basic principles of time management
- To track where the time is currently being spent
- To put management of time use into context
- To identify how to best organise oneself and invest time to achieve the results required
- Effective recruitment - Finding the right people
- To consider some of the myths and dangers of recruiting practices and beliefs
- To provide a process for effective recruitment
- To help line managers identify and practice the techniques needed to use this process effectively and to understand their responsibilities
- To increase the chances of making good hiring decisions
- Communications - What do I mean?
- To provide participants with a framework for assessing the effectiveness of their interpersonal communications within the workplace – especially with their key business contacts
- To provide a six step methodology for improving the delivery of communications
- To practice some techniques for improving skills
- Meetings - Effective not dreaded!
- To consider the role of meetings within participants’ organisation
- To preview some of the typical challenges meetings present and consider some methods for dealing with them effectively
- To provide some templates, checklists and processes to make meetings effective
- Job instruction - Train the trainer
- To help participants recognise the opportunities which exist for training members of their teams
- To consider the importance of establishing clear learning outcomes
- To provide participants with a systematic approach to job instruction, taking into account different learning styles
- To give them practice in applying that approach
- Motivation - Creating the environment
- To introduce some theories of motivation
- To consider the responsibilities of the manager and the needs of their team members
- To consider some practical steps participants can take as line mangers to help improve the satisfaction and performance of their staff
- Delegation - Why, what, who, when and how?
- To help participants understand why and when (and when not) to delegate
- To help participants identify what (and what not) to delegate
- To provide a seven step process for how to delegate and continuously improve effectiveness
- Problem solving and decision making - Doing it right first time
- To introduce a systematic seven step approach to problem solving and decision making
- To consider how different thinking styles have an impact on our problem solving effectiveness
- To identify and practice using a range of data collection and analysis tools
- To distinguish between dealing with effects and fixing causes
- Effective performance management - Right people doing the right things
- To give line managers an understanding of the purpose and value of effective performance management
- To help line managers identify and understand their responsibilities within the process
- To develop skills in goal setting, evaluating and managing progress against the goals
- To consider the impact of every employee being engaged, continuously developing, and delivering, high quality results
- Discipline and grievance handling - Doing it early
- To give line managers an understanding of their responsibilities in the areas of discipline and grievance handling
- To consider the steps needed to identify and deal with concerns
- To understand the difference between consistent and fair
- To develop participants’ awareness of the preventative role of early action
- Company policy and procedures - Who’s responsible?
- To ensure participants understand the importance of having consistent policies and procedures and their role in implementing and maintaining them
- To consider the range of employment legislation and to give line managers an understanding of the implications of this range
- To consider participants’ own responsibilities in the workplace and the value of good management practice
- Major project - Putting it into practice
- To allow participants the opportunity to apply skills, knowledge and competencies developed during the program
- To deliver a return to the organisation
- Organisation specific or technical modules - Other skills and functions in my organisation
- To understand some key principles of functions such as Finance, Sales and Marketing, or Distribution
- Program review and implementation - How competent am I?
- To review the key learning areas
- To complete individual implementation plans for application back in the workplace with built in review processes
- To identify further areas for individual development
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