Leadership and Management Excellence

ILM Recognised

INTRODUCTION TO THE LEADERSHIP AND MANAGEMENT EXCELLENCE ILM RECOGNISED

Our Goal: Resilient Leaders, Who are Self-Aware, Understand their Impact on Others, and Understand the Human Factors at Play

In reality, many people are promoted into management roles because of their technical skills and we then expect them to pick up the full scope of their management role, often with little input or management training.  Some people can naturally do this but are they reaching their full potential?  Many will not, they will get by, but their teams are unlikely to be high performing teams and for others, it can go quite wrong with mistakes happening, people leaving, work being lost or worse.

To be a good manager and a good leader, we need to know what is expected of us, we need to develop our management competencies and to do this, we need to have awareness of who we are as leaders, what motivates and drives us, understand what drives our team, and understand what impact we have on people around us.  Human factors are an increasingly important part of any leadership development programme as our leaders need to know how human factors influence their behaviour and their team’s behaviour, and the impact on the work, communication in the workplace and performance.

We need to know how to lead effectively, to motivate and inspire the people around us, ensure goals are achieved, lead and manage change, reinforce and perhaps change the organisation’s culture, and communicate really well, in all situations with all types of people.  We need to be accountable and take responsibility, be resilient and cope with whatever faces us as managers and leaders.

The training and development that you provide your people should therefore reflect this.

Does your leadership development programme:

• • Enable your managers to excel, live your organisation’s vision, values and culture, and support their teams to do the same?
  • Does it give them the skills, knowledge and behaviours to be competent in their role, understand how to lead, and be clear on the impact that their leadership has on their team?
  • Leave them clear on their responsibilities and have the confidence and tools to have difficult conversations, manage performance on a daily basis and drive their teams forward?
  • Enable them to develop resilience, understand human factors and cope with unpredictability?

HUMAN FACTORS, SELF AWARENESS, RELATIONSHIP AWARENESS, RESILIENCE AND LEADERSHIP DEVELOPMENT

You will see when we talk about leadership development, that we talk also about human factors, self awareness and relationship awareness, and developing resilience.  Here we will focus a bit more on human factors.

Human factors have become a prominent theme in leadership and management, and other forms of training.

The focus has often been on the prevention and management of accidents in sectors that have to deal with major accident hazards through to organisations working in health and social care with critical tasks.

Beyond this, human factors are part of every day working life, they have always been there but now they are something that all our leadership develop plans should be taking into account and making a focus throughout all the topics that are being covered.  For example, in performance management, goals and feedback are the most consistently proven methods to improve performance but human factors will affect how each person responds to the feedback to the goals and the feedback that is provided.

Exploring this further, we can recognise the role of human factors in a broader range of circumstances, for example:

• How people respond to change
• How they cope under stress
• How they deal with or avoid difficult conversations and conflict (that is, what they view as conflict from their perspective)

In fact, in all aspects of work, different people will respond in different ways depending on the human factors at play, their own motivations and drivers, and the affect of these on themselves and the others around them.

In addition, human factors exist within a progressively set of challenging experiences that people have to work and manage within, including:

• Day to day work
• Performance discussions
• Performing critical work
• Stress and conflict
• Dealing with change
• Emergency and critical situations

In our experience, all leadership development programmes should have at the core, a focus on self awareness and relationship awareness, human factors and developing resilience.

WORKSHOPS 

The Leadership & Management Excellence ILM Recognised is a 24 hour programme that has a core set off workshops selected to meet the learning and development needs of your people.  We have flexibility to meet your needs while maintaining the ILM Recognised standard, and post workshops, we provide a work-based assignment to help the managers apply what they have learnt in the workplace.

• Effective Leadership: Visions, Values and Your Leadership Role
• Strength Deployment Inventory: The Individual and The Team
• Fostering Effective Communication
• Emotional Intelligence in Your Role
• Managing Conflict and Difficult Conversations: As a Leader
• Motivation and Managing Performance
• Advanced Communication, Mediation and Facilitation as a Leader
• Planning and Leading Change
• Coaching Skills for Managers
• Developing Resilience in Leaders
• Exploring Human Factors
• Financial Management for Non Financial Managers

If you have different development needs for your managers, we have a range of other workshops that we can tailor for your requirements.

We also can build in your own processes and approach in areas such as performance management, financial acumen and business strategy.

Our 24-hour programmes of learning offer the following benefits:

• Content and delivery methods that are flexible so we can work with you to create the right approach for your organisation, to meet the development needs of your team and to exceed the expectations of the managers.
• Learning and practical application that give the maximum benefits to leaders while balancing the reality that most managers usually have busy jobs to return to.
• The programmes are recognised by the ILM and meet the high standards of learning required by the ILM.
• A focus on topics that are critical to the success of managers at different stages in their careers as well as elongated learning through pre-course and post-course work will help result in real change back in the work place.
• A strategy and mechanism for helping managers to take what they have learnt, to see clearly how to prioritise this and to start applying the knowledge in their job role. This also provides us with a way to evaluate the learning and to provide feedback in the weeks after the workshops are completed.
• We have designed them to match the ILM qualifications so that:
  • Leadership & Development Excellence is equivalent to an ILM Level 3 to 3.5 depending on what is required.