Overview

The Practical Manager is for those who have been in a management role for at least a year and who wish to gain a deeper insight into the practical side of management. The focus will be on those core fundamentals that are consistently proven to lead to greater success as a people manager. This programme will support them in their management roles; providing tangible tools to lead high performing teams, motivate and engage their staff and give an opportunity for peer-to-peer networking and support.

Module

Content

Management Best Practice

  • Programme overview & objectives
  • Identify key strengths and areas of development in role as a manager
  • Recognise the difference between good and bad managers
  • Explain the difference between leadership & management and characteristics of both
  • Review key ‘manager moments’ & success criteria needed to be an inspiring manager
  • Recognise management traps and how best to avoid them
  • Avoid the curse of assumptions by using the ladder of inference
  • Understand management best practice from big picture strategy through to execution
  • Set SMART performance objectives
  • Use the situational leadership model to know when to adapt your management style
  • Value to effort matrix – getting results through others & prioritising your time
  • Identify the main delegation pitfalls and biases
  • Get results through others by delegating effectively

High Performing Teams

  • Define high performing teams
  • Identify advantages & roadblocks to high performing teams
  • Understand the factors needed to create a high performing team
  • Explore the difference between individual vs. team success with a Team survival activity
  • Benchmark current teams against Tuckman’s stages of team development
  • State the 6 characteristics of successful teams
  • Assess current team effectiveness and areas for development
  • Set a team vision & charter
  • Establish core behaviours needed for effective teams
  • Understand Belbin team roles and their impact on team effectiveness
  • Explore the Belbin team roles during a live project plan

Communicating Effectively

  • Identify barriers to effective communication in your role as a manager
  • State the benefits & tips for effective communication
  • Recognise the core communication skills needed for effective communication in teams
  • Build rapport quickly with others
  • Make questions count
  • Develop active listening strategies
  • Boost social intelligence & the ability to read other people
  • Understand the impact of personality types on communication
  • Define the key traits of the four colour personality types
  • Communicate more effectively with the different colour preferences
  • Experience and reflect on the colours in action
  • Create a communication action plan

Engaging People

 

  •  Define motivation & recognise where it comes from
  • Overcome factors that can negatively impact motivation levels
  • Recognise the difference between disengaged & highly engaged staff
  • Identify the main factors that ruin or enhance motivation
  • Explain the difference between intrinsic vs extrinsic motivators
  • Assess current motivation levels at work
  • Understand the impact of Maslow’s Hierarchy of Needs in the modern world
  • State the 6 areas of Human Need and their impact on engagement
  • Understand the impact external events can have on motivation levels
  • Describe Herzberg’s 2-factor theory & how hygiene factors can negatively impact motivation
  • Recognise the importance of identifying intrinsic drivers and how to tap into them
  • Elicit individual motivational drivers in self & others
  • Link drivers to goal setting to increase engagement & success levels

Coaching Others

 

  • Importance of coaching in the role of a manager
  • Definition of coaching & potential coaching challenges
  • State the difference between coaching, mentoring, training & counselling
  • Explain the difference between directive and non-directive coaching
  • How coaching works psychologically
  • When to use formal vs. conversational coaching approach
  • Use SMART as a conversational coaching framework
  • Describe the key stages of the coaching process
  • Identify preferred learning style in self & others
  • Adapt coaching style to the four main learning styles
  • Develop the two main skills needed to be a great coach
  • Define the four stages of the GROW model
  • Use the GROW model to conduct a coaching session

Performance Conversations

 

  • Define the importance of having an effective performance management process
  • Overcome barriers to managing performance effectively
  • Describe the 4 stages of the performance management cycle
  • Identify where appraisals sit in the performance management cycle
  • Outline the structure & content of an appraisal
  • Set clear direction & managing behavioural expectations
  • Use a simple 1-2-1 framework for regular performance conversations
  • Identify and fill performance gaps
  • Set development plans and identifying learning and development needs
  • Our negativity bias and its influence on feedback
  • Top tips for delivering timely & effective impactful feedback
  • Use the RISE model to deliver reinforcing and developmental feedback
  • Know your ‘why’ when delivering development feedback
  • Psychological tips for preparing for feedback conversations
  • Practice feedback conversations with peer feedback

By the end of the course learners will be able to…

  • Understand the role and expectations of being a manager
  • Avoid common pitfalls that often derail managers
  • Prioritise daily activities to maximise impact on performance
  • Understand the characteristics that make up high performing teams
  • Understand how to communicate more effectively with different personality types
  • Identify core motivational drivers to improve performance & morale
  • Coach peers & direct reports to enable them to get results, both formally & informally
  • Set & manage behavioural expectations in line with organisational values
  • Provide constructive feedback around performance management issues