A Year in the Life of a Manager Development Programme | Part Six Readers of this series, “A Year in the Life of a Manager Development Programme” will know that the Programme consists of a series of workshops. The workshop focus on the leadership challenges that the participants face in their daily working lives. But that’s not
A Year in the Life of a Manager Development Programme | Part Five In this, the fifth instalment of the ‘A Year in the Life of a Manager Development Programme’ series, we explore what happened during the second workshop and look at why career conversations are important for building strong teams. Preparation for practice Before the
A Year in the Life of a Manager Development Programme | Part Four In this, the fourth instalment of the ‘Manager Development Programme: A Year in the Life’ series, I’m going to look at the issue of building trust in the context of developing relationships with new employees. In my last post you’ll remember that the
A Year in the Life of a Manager Development Programme | Part Three In The Surprising Truth About New Managers and Development, I mentioned the Development Programme would launch with a Co-Design Workshop. The aim was to agree the desired outcomes and content of the Programme. We held that workshop on 5 November so I thought
A Year in the Life of a Manager Development Programme | Part Two In my blog post “A Year in the Life of a Manager Development Programme” I explained I was designing a Programme for new managers. Â And I mentioned I was going to start by calling each manager to start the conversation about what
A Year in the Life of a Manager Development Programme | Part One I’ve just started a new project designing and delivering a 12-month Manager Development Programme for a client in the technology sector. And I’m hoping you’ll join me on the Programme Design and Development Journey. I’m planning to share the experience by blogging about it.
Successful leadership development relies on combining a number of development experiences and connecting them back to the workplace. No matter how good the content of a workshop may be, classroom training alone is not the most effective way to accelerate the development of leaders in an organisation. Many HR & Training Directors think that the answer
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