Managerial & Leadership Development
- Effective Transition Management is a key to Managerial Success
- Our programs use a blended learning approach that is supported by Coaching
- Workshops can be run in various formats aligned to organizational realities
Edgeworth Consulting – we help companies in managing their managers. They say “when you lead by example you multiply yourself in your followers and the output is exponential”
One of the toughest phases for an employee is when he/she is promoted from an individual contributor level to a First Time Manager. This is more than a role change– it means that now the person is responsible for a team and has to get the best from others, moving away from an individual contributor mind-set. Many First Time Managers are unable to handle this change in the new role and expectations – they are either unable to understand what it means or unable to deploy the skills and attitude required. As a result, the percentage of failures of First Time Managers is very high. Unfortunately this impacts the organization in a big manner – in terms of costs, lost opportunities and motivation levels.
Thus it is necessary for First Time Managers to be trained to succeed in their new role. The approach that we take is a systematic engagement through a series of workshops and Action Learning Projects supported by Coaching.
By the end of the program the participants will be able to effectively transition in three areas:
- Skill Requirements – The new capabilities required to execute new responsibilities
- Time Applications -The new time frames that govern how one works
- Work Values – What people believe is important and so becomes the focus of their effort
- Managerial Transition
- Essentials of Managerial Skills
- Performance Management & Feedback
- Managerial Routines
- Team Management
- Understanding Self & Others
- Understanding & Managing Expectations
- Personal Effectiveness
- Impactful Conversations
First Time Managers
This transition is important in terms of the changed responsibilities and approach. The MOM has to build a high performing team by taking ownership for Managers who in turn are managing the Individual Contributors. The MOM also contributes to the talent strategy and is responsible for talent development at the Individual Contributor and Manager level and has to attract, develop and retains talent ensuring that people with the right capabilities and motivation are in the right positions at the right time.
The MOM is also responsible for empowering their management teams and hold them accountable for managerial responsibilities. They need to work effectively across regions to create a climate in which people feel empowered to unleash their potential and grow from their experiences. They also need to assure effective group and inter-group work while promoting clarity, alignment and communicating effectively to their team and to the relevant interfaces. MOM’s are expected to drive group motivation and lead changes essential for the achievement of long-term goals.
The program would enable the MOM’s to acquire the desired knowledge, skills and attitudes to succeed as a MOM by deriving optimum contribution from team members, developing high performance teams and ensuring performance through empowerment.
- Understanding and communicating your organizational values
- Interpersonal styles (DISC/MBTI)
- Influencing others
- Conflict Resolution
- Political Astuteness
- Communicating Assertively
Manager of Mangers
In today’s environment of evolving organisations, mentoring can create a strong competitive advantage. It provides support for employees towards meeting current and future needs. Mentoring is an investment that helps in developing key resource people for long-term benefit of the organisation.
Using a process of advice and inquiry ,helping individuals access their own energy or inner strength to reach their own level of awareness, mentoring challenges and supports individuals to discover their personal best.
The program focuses on developing mentoring skills that help the mentors engage with the mentees. The workshop explores skills needed to build an effective mentoring relationship, as well as dealing with the issues that can arise during the process.
This workshop is highly interactive using methodologies like discussion, role plays and case studies.
The Participants will be able to:
- Define mentoring and differentiate between training, mentoring & coaching
- Explain the ‘learning ladder’ and how this impacts learning and development
- Describe the role of an effective mentor
- Use a range of tools and techniques to enhance the mentoring process
- Recognize the stages of the mentoring relationship and identify techniques to facilitate development
- Identify and practice mentoring techniques
Managers and above
Coaching is an important tool in the arsenal of a Manager to provide systematic guidance and encouragement to the coachee challenging their thinking so that they can come up with how they would want to improve. A Coach draws from his or her experience. They ensure the successful performances of their coachee by measuring hard data and subsequently measuring improvement and progress after coaching sessions. A Coach focuses on the behaviors or the steps that the coachee takes to get to those results.
Coaching uses a process of inquiry so that people can access their own energy or inner strength to reach their own level of awareness. Tapping into a person’s previously unused strengths and talents advances personal growth and learning, which challenges people to discover their personal best.
This program build on the basic skills of Coaching and provides for extensive practice of skills ensuring transfer of skills to the workplace. The Participants will be able to:
- To understand when to Coach
- To list and practice Coaching conversation skills
- To practice coaching using the GROW Model
- To identify Coaching opportunities on an ongoing basis
- To develop a plan of action that can be implemented when the participants go back to their work place
Managers and above
Leadership development helps leaders practice interpersonal skills to maximize employee performance, work cohesively within groups and build alliances. Participants gain opportunities to reflect, share, network with other leaders, explore, share innovative practices and procedures, and gain insight on differing leadership styles.
A recent Gallop survey indicated that:
- Just 35 % of managers are engaged in their work
- Only 40% strongly believe they have opportunities for growth
- 1/3 strongly believe they have a supervisor encouraging their development
This brings into focus the important role that leadership development can play in business. Leadership development is important because it trains leaders to be better, engage with employees, gain knowledge of customer needs and wants, and strive to set an example for others. Leaders who seek to improve their own performance often motivate employees to do the same. Leadership development also enables leaders to boost their own performance, craft solutions to address organizational problems, enhance decision-making skills, brainstorm productivity strategies and promote accountability within the organization. The Participants will be able to:
- Lead from the front
- Engage better -Interpersonal styles (MBTI)
- Build High Performing Teams
- Influence & Negotiate
- Develop Strategic Acumen
Leaders up to Functional Heads