When you promote or hire a new supervisor, manager or even director, how do you ensure they have the skills,
knowledge and cultural sensitivity to be successful in the role? Delegates tell us time and again that they were
promoted to manager on the basis of their technical success in the previous role, and that they are expected to know 'by osmosis' how to be a successful manager or leader.
We all know that learning for the technical part of one's role is built up over years of study, assessment, practice and feedback.
Managers, on the other hand, need to learn early on to juggle and manage the conflicting priorities of the job: the task, the team and the individual team members who will compete for their attention. Our clients call on us to help managers become more competent and confident, ultimately more effective in their role.
Providing management development in an integrated way means using the available resources, technology and infrastructure to provide learning that is accessible and practical. Typically we integrate a number of elements and learning methods, for example self-directed pre-workshop research, webinars, online learning, follow-up coaching using technology, third party assessment through the ILM etc.
To talk to us about our Management Development programmes, please call us on 020 7183 0081
or email us at email@example.com