Managerial & Leadership Development

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Enabling Structured Managerial Development

management skills training
  • We use a blended learning approach to develop managerial capability
  • These workshops are delivered over a period of time
  • All interventions and aligned to your organisational realities and culture
  • Benchmarked with the best practices for managerial development
  • Holistic approach for overall leadership development 

Empower your managers to be effective

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Our Management Skills Training Offerings

Individual Contributor to Manager

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 mindset. 

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 organisation in a big manner – in terms of costs, lost opportunities, and motivation levels.

The participants will be able to identify and work on the

  • 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

Manager of Managers (MOM)

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 retain talent ensuring that people with the right capabilities and motivation are placed accordingly.

The MOM is also responsible for empowering their management teams and holding 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 with their team and the relevant interfaces.

MOM’s are expected to drive group motivation and lead changes essential for the achievement of long-term goals. Thus, it is necessary for MOMs to be trained to succeed in their new challenging and extremely responsible role.

Their program would enable the MOM’s to acquire the desired knowledge, skills, and attitudes to succeed as MOM by deriving optimum contributions from team members, developing high-performance teams, and ensuring performance through empowerment.

The participants will be able to:

  • Understand and communicate organisational values
  • Understand self (DISC/MBTI, Hogan)
  • Influence others
  • Resolve conflicts
  • Develop political astuteness
  • Communicate assertively
  • Develop managers
  • Recruit the right people
  • Coach and Mentor
  • Manage performance


In today’s challenging environment, mentoring can create a strong competitive advantage. It provides support for employees towards meeting current and future needs.

Using a process of advice and inquiry, helping individuals access their own energy or inner strength to reach their own level of awareness, mentoring conversations helps individuals to discover their personal best.

The workshop explores skills needed to build an effective mentoring relationship, as well as deal 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 it 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 the development
  • Identify and practice mentoring techniques


Coaching is an important skill in the arsenal of a Manager to provide the employee confidence by challenging their thinking. A Coach focuses on the behaviors or the steps that the coachee needs to get desired results.

The coach 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 to discover their personal best.

This program builds on the basic skills required for engaging in a conversation and provides for the extensive practice of skills ensuring the 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 workplace

Leadership Development

Leadership development helps leaders develop leadership skills that enable them to lead their teams and deliver consistent outcomes. Participants gain opportunities to reflect, share, network with other leaders, explore, share innovative practices and procedures, and gain insight into differing leadership approaches.

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 develops 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 organisational problems, enhance decision-making skills, brainstorm productivity strategies and promote accountability within the organisation.

The participants will be able to:
  • Lead from the front
  • Engage better
  • Gain insights about self (MBTI, DISC, Hogan 360)
  • Lead High-Performing Teams
  • Influence & Negotiate
  • Coach and Mentor
  • Develop Strategic Skills
  • Build Financial Acumen

Enable your managers to lead a few notches higher

Other Solutions you may be interested in


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Bring effective organizational change in an ongoing, systematic manner.


Strengthen employee performance with a supportive organizational feedback system.

Boost Employee Engagement and Increase Productivity

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