Middle managers are often referred to as the glue that holds an organisation together, bridging the gap between the top team and colleagues on the front line. Yet managers are often promoted based on their individual contribution rather than their leadership ability or experience.
Developing your managers is essential if they are to thrive in today’s changing and challenging world.
What are the ingredients that make our programmes so successful?
Our manager development programmes not only help people to think rationally , but also engage emotionally to drive behavioural change. We believe that managers should ‘unlearn to learn’ – becoming more curious, craving feedback and dealing with adversity along the way. This is more impactful than any sole capability they can develop.
We offer a safe space for your managers to practise and take risks using our tools and techniques. Whether virtually or face-to-face, our experienced consultants share real-time feedback whilst engaging with hands-on, experiential learning. Learning is contextualised within ‘business-as-usual’ so your managers can immediately transfer their learning back into their day-to-day role.
We measure impact from start to finish, giving you reassurance that your investment is delivering on your objectives. If we discover that a development intervention is not creating shift or having the desired effect, we adopt a continuous improvement mindset and change it there and then.
In this webinar, we discussed:
✔ Why developing managers matters now more than ever
✔ The new core skills that managers need to be successful virtually
✔ Considerations when building a successful virtual development programme
From bespoke manager development programmes tailored to your business context through to off-the-shelf training modules and a suite of self-service digital products, everything we do is underpinned by rigorous research and the very latest thought leadership.
We offer your managers a complete blended experience and can deliver at scale, globally, in multiple languages and through virtual or face-to-face channels.
Success of any management development journey starts with engaged learners. Managers need to understand the purpose of their learning and commit to making a change. They also need to understand where their strengths and development opportunities lie before they can successfully enhance their performance.
Providing a variety of problem-centred learning inputs allow managers to explore a topic and see the links to their own role or performance. From there, our experimental learning methods will encourage managers to discover and experiment with new skills and put them into practice.
Feedback and measurement tools allow managers to identify their progress and plan for long-term changes in their behaviour. Purposeful practice then enhances performance by helping skills and behaviours become automatic.
Reflection is key to experiential learning and is integrated at each of the previous three stages of the learning journey . A locker of resources allows managers to tap into the brain’s natural curiosity and their intrinsic motivation to develop.
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