Modular Management Programme - RightTrack Learning

For Organisations Only

In-house training

Face-to-face (flexible structure <15 people)
Live virtual (flexible structure <15 people)
With or without actors
Fully customisable

Modular Management Essentials – 3 days

This highly popular Modular Management Essentials programme has been structured to include 6 x half day modules delivered on three consecutive days. The programme content provides a solid foundation of management and leadership skills and knowledge, for those who are either new to a management position or want to update their skills.

The participative workshops involve attendees in group discussions, individual and syndicate exercises, case studies and practical development, applying the learning to their situations as the course unfolds.

There is an option to have the programme content endorsed by the Institute of Leadership and Management. Taking this option will mean attendees, who attend 100% of the learning and partake in all the learning activity, will receive a Development Award from the Institute.

ENQUIRE NOW

Course Content

Day One: Leading Yourself as a Manager

What is my role as a manager? What drives my behaviour, and how can I interact with others in my team/the business more effectively?

Session one content:

Understand the structure, purpose and intended outcomes of this programme and how the learning will be achieved i.e., content, purpose of assignments, ILM (if taken), etc.
The role and responsibilities of a manager / leader
Explore own values and understand how these are manifest in relations with others in the team, and how they related to wider business values
Explore personal characteristic and the effect these have on the individual manager’s behaviour and interactions
Understanding different leadership styles and when to use each one

Collaborative Communication

How do I communicate effectively with the team and others? How can I share information and ideas and influence outcomes?

Session two content:

Recognise the basic elements of effective communications
Be able to identify the main causes of communication breakdown and eliminate them from their teams
Understand the power of body language and micro inequities that can do so much to hinder openness and cooperation with colleagues / team members
Gain the ability to adapt our influence style using the ‘push or pull’ model and understand the range of Influencing styles
Learn about communications style preferences and their links to improving influence
Aggressive, Passive and Assertive modes of communication. Assertive communication: The Three Step Technique
Have set a personal plan to transfer the learning to their day to day role

Session three content:

Understand how as a manager balance my time and activities between the tasks we have to complete, the team and individuals
Understanding self and others: This activity will involve our Colour of Communication assessment to enable managers to understand people are all different and have a different way of communicating and seeing the world
Creating a ‘Rolemap’ to help us understand how to flex our style to meet the various needs of people in our team (practical activity)

Recognise how an understanding of the principles of Transactional Analysis can improve self-awareness and aid the building of better communications and relationships.

Day Two: Team Building

How do I motivate the team to get the best from them?

Session four content:

Advantages and disadvantages of working in a team
What hinders effective teamwork in your team?
Recognising the components of high performing and efficient teams
Belbin Team Roles: Understanding the different strengths people bring to the team
Motivating a team to get the best from them
Practical activity to apply the learning to Team Leader’s own team situations
Have set a personal plan to transfer the learning to their day to day role

Day Three: Performance Management

How do I manage day to day performance of individuals within my team?

Session Five:

Involve your team in planning and managing workloads to build trust and improve communication. Use a tool like the RACI model to clarify roles and delegate effectively.
Manage high-performing individuals to keep them engaged. Provide them opportunities for growth and development.
Identify and address the root causes of poor performance. This could be a lack of skills, unclear expectations, lack of motivation, etc. Then determine appropriate solutions.
Use delegation as a development tool by following the seven steps: 1) Assign the work, 2) Explain why it’s important, 3) Set clear expectations, 4) Provide adequate resources and authority, 5) Check progress regularly, 6) Provide feedback and guidance, 7) Follow through to completion.
Give honest and constructive feedback using a model like the Gearbox model – Goal, Example, Explanation, Recommendation. Focus on behaviors and actions, not the person.
Develop your communication and leadership strategies to set a positive example.

Session Six:

Understand why diversity and inclusion are important for business success. A diverse and inclusive culture leads to more creativity, better problem solving, increased employee satisfaction, and higher productivity.

Recognize your own unconscious biases and work to mitigate them. Provide fair opportunities and evaluation regardless of gender, ethnicity, age, sexual orientation, disability status, and other attributes.
Deal with inappropriate behavior promptly and constructively. Make it clear such behavior will not be tolerated.
Model inclusive behaviors and set a positive standard for your team to follow. Promote an environment where people feel valued and respected.
Set a personal plan to improve your performance management skills in a way that does not sacrifice quality. For example, focus on increasing productivity by 60% through improved delegation and reducing inefficiencies.

The key strategies covered include building trust through communication, clarifying roles, managing for engagement, feedback and coaching, inclusive leadership, addressing biases and inappropriate behavior, and continuous self-improvement. The overall theme is developing a high-performing team culture where people feel motivated, valued, and empowered to do their best work.

Let's get started...

Contact us with your availability for a call and we will send you a proposal, programme outline and quotation for your learning and development project.

Use Actors in Your Training

Through clever script writing, goose-bump inducing delivery and professional facilitation we can bring so much to life. We stimulate emotion, penetrate the long-term memory and create lasting change.

When we use live drama, we are able to have the actors play out the scenario and then be hot seated for the audience to ask them questions whilst they remain in character. Hot seating works so well because actors work with a pre-rehearsed backstory, so they are able to respond in character. Meanwhile, they progressively reveal unexpected elements of their story that will not have previously been told. As a result, It can bust assumptions that the audience might have made based on the scenario (situation) but not fully understanding the impact at first sight.

Using actors in this programme enables us to bring to:

See a typical situation from a different perspective
Give attendees a chance to challenge the actors whilst they are still in character
Demonstrate that things aren’t always what they seem at first glance
Provide delegates with an opportunity to test out alternative ways of approaching different situations
Create an experience which stays in the long-term memory