Managers play a pivotal role in the operations and growth of a company. They are responsible for ensuring that customer expectations are met, profitability is maintained and the company’s team members are guided and mentored to fulfill their potential. To do this effectively, managers need to possess critical skills in performance management, coaching, mentoring, conflict management and assertiveness. This intensive 6 month intervention has been successfully rolled out in multinational companies. Ask us to make a detailed presentation to your company’s leaders on this highly effective intervention.
Benefits:
This is a sustained training intervention with the following demonstrated outcomes:
- Managers being able to move subordinates to a higher level of delegation
- Enhanced team-working amongst peers within a team and between teams
- Improvement in the way conflicts are handled
- Becoming more adept at recognizing and taking on the Coaching or Mentoring role
- Most importantly, realizing that effectiveness starts from a “change within”
Approach and Methodology:
This intervention is based on the following pillars:
- The focus will be on Understanding Self and Communication, which is crucial to the transformation process of enhancing competencies such as Delegation, Conflict Resolution, Working Together, and Managing Performance.
- This intervention in 2-day clusters is spread over 6 months so that what is learned is validated and practiced in work situations (by doing what is learned). This reinforces learning and creates the new habit.
- Experiments involving Self, Others and managerial tasks (such as ‘delegation’), will be given at the end of each cluster and reviewed in the subsequent cluster.
- If needed the intervention will include a presentation about each function (for example, sales and marketing) by the participant from that function.
Measurement of Progress:
On the final day each participant will make a presentation of their learning and transfer of learning, which will be predominantly from the projects that they would have taken up during the intervention. This is preceded and complemented with a 360-degrees feedback. The presentation will be attended by supervising officers of the participants.
Success Factors:
For this intervention to be successful the following two aspects are essential:
- Internal Sponsorship: This is evidenced by the nomination and expressed support of the Top Management AND involvement of participants’ reporting officers as Internal Mentors through the duration of the program. It is very important for the transfer of learning to take place in an atmosphere of encouragement. A half-day briefing about this intervention and their role is part of the overall program.
- Internal Anchor: A senior officer from the HR function needs to be appointed as ‘Internal Learning Anchor’. He or she needs to participate in the workshops and provide internal facilitation for this intervention.