Management Development

As a manager, the most crucial aspect of the role is to have effective staff working for you. This means getting the right people, with the rights skills who are motivated to perform effectively. In so doing they will assist you in achieving your goals. People management is one of the most difficult aspects of the job to get right. We are often only aware of this until things go wrong for example when we have poor performers or difficult people to manage.

We believe that there are four key aspects to People Management:

Having the Right Skills for the Job Managing People’s Performance Empowering and Motivating Staff Achieving Results

Below are a range of programmes we have run for our clients. They provide skills which either prevent people management problems from occurring or enable managers to handle difficult situations as they arise.

Having the Right Skills for the Job

Recruiting and selecting the right person for the job and then developing those skills necessary to become and stay effective is a key requirement of every manager. Below are some examples of programmes that we have run to support managers in this area:
  • Recruiting And Selecting The "Right" Person For The Job: This programme was developed for NHS middle managers. It covered both the recruitment process (advertising, etc) plus all aspects of selection, including interviewing and psychometric testing. Sample Agenda
  • Coaching Skills for Managers and Professionals: This was an open course run on behalf of the NHS Training Authority for line managers and professionals. It enabled managers to acquire the skills necessary to use work and the working environment for the development of their staff. Sample Agenda
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Managing People’s Performance

By managing people’s performance effectively, managers can avoid some of the problems associated with poor performance. Where performance does deteriorate, then managers need to develop the skills to deal with this problem quickly and effectively. Below are some examples of programmes that we have run to support managers in this area:
  • Performance Appraisal as an Aid to Performance Management: This programme was developed for middle managers in the food industry. It explored the skills of appraisal interviewing as part of the process of managing performance.
  • Managing Poor PerformanceThis programme was developed for middle managers of a railway organisation. It enabled managers to understand the causes of poor performance and develop strategies and skills to take corrective action Sample Agenda
  • Discipline and the Disciplinary Interview: This programme was developed for Directors of Public Health. It explored the role of discipline as part of performance management, and the organisational procedures, legal requirements and skills for carrying out a constructive disciplinary interview.
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Empowering and Motivating Staff

Engaging and maximizing people’s potential through commitment and passion is a key element of managing people. These are skills that are often overlooked when developing management skills. Below is just one example of the programmes that we have run in this area:
  • Workplace Counselling Skills for Managers: This programme was developed for middle managers of a dairy company. It enabled managers to acquire basic workplace counselling skills so that they can provide support to their staff in a way which empowers them.
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Achieving Results

Core to achieving results is to ensure that:
  • Staff focus on the right work priorities
  • They have appropriate responsibilities delegated to them
  • They are set realistic workloads and deadlines
  • Managers are able to creatively develop solutions to problems as they arise
Below are just a couple of examples of programmes that we have run in this area:
  • Creative Problem-Solving For Managers: This programme was developed for middle managers in a food company. It explored the organisational and personal barriers to the application of creativity and innovation in the management role. It introduced techniques to overcome these barriers and to develop greater creativity either working individually or with others in groups. Sample Agenda
  • Managing Stress within Your Organisation: This programme was developed for middle managers in the NHS. It enabled managers to understand how stress develops, recognise the early signs of stress in their staff and take appropriate action to minimise unhealthy levels of stress.
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General People Management

Sometimes our clients are looking for programmes that cover a range of these people management skills. A typical example would be:
  • Management Skills For Technical and Professional People In A Leadership Role: This programme was developed for new managers in a pharmaceutical research organization. It provided an introduction to management for staff who had achieved a high level of competence in their specialist field, but who were now required to manage/supervise others.
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