Management Learning Programme


Managing the Task

Managing Myself as a Manager

As a manager, it is likely you will significantly contribute to the success and failure of your team; it is therefore vital that you start any learning initiative with a long, hard look in the mirror. This workshop will help you understand more about your own personal attributes (good and less good), your impact on those around you, your preferred working and communication styles and much more. Whether we use one of the validated tools in the public domain, such as MBTI, SDI or Insights Discovery, for example, or stick with some critical questions and discussion points, you will leave with an increased understanding of who you really are, your ‘Identity of Self’ and an action plan to take away and work on as a part of your ongoing personal development journey.

Managing My Manager

Sometimes known as ‘managing upwards’, this is a vital skill and confidence cornerstone for managers who need to compete for resources, training and attention for themselves and their team in the face of competing priorities, in order to be successful. It would be wonderful if success rested purely upon your ability to do your job, but that is sadly not the case. The visibility of your team or projects and other aspects of success within your organisation often depend directly on whether you can manage your manager, rather than merely whether your manager is good at managing you. The workshop provides an opportunity to discuss all aspects of managing upwards and you will leave with a clear plan to take back to the workplace.

Managing Stakeholder Relationships

A critical component to the successful delivery of any project, programme or activity, getting stakeholder management wrong can have disastrous consequences for any organisation. A stakeholder is any individual, group or organisation that can affect, be affected by, or perceive itself to be affected by the decisions or actions you take. One of the most critical elements is how and when you communicate with your stakeholders. This workshop will help you identify your key stakeholders, both internal and external and build a communication plan with each one/group. You will leave with a clear stakeholder map and a communication action plan to implement back in the workplace.

Understanding Business Finance

The purpose of this workshop is to enable you to better understand how organisations work financially, to de-mystify the financial jargon and to support better engagement and conversation around this topic as it affects your daily decision making. It will enable you to better understand the commercial world in which your organisation operates, its language, processes and drivers.  This is a bridge to the specific issues affecting you and your team and will give you the confidence that you know and understand the basics through the use of a memorable model.  It will specifically link to managing the flow of revenue and costs within your part of the organisation through better decision making. You will leave with a deeper understanding on how to think more strategically, better manage cashflow, maximise profitability and obtain best value for money, as well as a clear plan of action on how you will achieve this.

Strategic & Commercial Decision Making

Strategic decision-making ability is vital for those tasked with planning the organisation’s future. From defining its long-term goals to responding to market forces and carrying out its ultimate mission (its reason for existing), senior managers require a high level of confidence and commitment, as well as the skills to analyse risk, plan for the unknown and juggle the organisation’s overall mission and stakeholder requirements. This workshop will take you through a series of strategic planning tools using your organisation as its basis, and you will leave with a clear plan of action and set of tools to apply back in the workplace.

Managing Change & Uncertainty

Uncertainty at work can negatively affect employee well-being (and productivity) and may result from changes to the staffing levels, (especially uncertainty about the security of jobs or the organisation itself), large-scale change to workplace practices or processes, or uncertainty about the economic and social environment the organisation operates within. This workshop will support you as you lead your team through change, by increasing your capacity to manage the team effectively when uncertainty levels are high, and also increasing your confidence in responding to change. It will equip you to manage and mitigate negative effects arising from uncertainty for your team and you will leave with an action plan and clear step-by-step process for helping your team through change.


Managing the Team

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Building & Leading Teams

A challenge for many managers can be, ‘what is teamwork and how can I engage people to work with me to develop good teamworking practices?’ From creating the shared direction, to providing the skills, training and resources that your people need, so that they can work in harmony, there are a number of tasks, personal skills and responsibilities the manager can undertake to build a successful team. We will explore these in the workshop and create plenty of opportunity for practice. To be truly effective, however, teamworking needs to be a continual process, embedded into your team and organization's culture. You will leave with a set of explicit ways that will provide the high-quality output that good teamworking can produce and a clear action plan for achieving this.

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Organising the Team

It can be difficult to know where to start with team organisation, especially if the team is dispersed, potentially in different time zones. From scheduling meetings to organising one-to-one reviews, it is essential that the team manager prioritises the team and not just the tasks to be carried out. As a team it can be tempting to slip into a routine which fails to include scheduled reviews; as the team leader it is essential you ensure you are investing time, effort, skill and money in the right areas by sorting your priorities. By applying some simple and effective methods, we will explore how to realise the capability of your people, so they perform with efficiency and proficiency as a team. You will leave with a clear plan of action to agree and implement with your own team back in the workplace.

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Managing Team Wellbeing

As a manager it is imperative, indeed a legal requirement, that you understand and conduct your responsibilities with respect to providing a healthy and safe work environment (HASAWA 1974). This area is increasingly on everyone’s radar and cannot be delegated to the Health & Safety team or the organisation’s MHFA (Mental Health First Aiders). The workshop is designed to increase your awareness of your legal and moral duty of care and equip you with a range of skills, techniques and resources to better help your team. We will discuss a step-by-step process and escalation options for supporting team members in any given situation. You will leave with a clear action and escalation plan for ensuring you have everything you need to carry out your legal and moral requirements with your team.

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Creating High Performing Teams

High performance teamwork is essential to organisational success. In today’s complex working environment, the definition of a team is pushed to the limit: project teams, global teams, virtual teams, skunk works and management teams all come under the umbrella label of ‘team’ but may imply different relationships, networks and processes. Leading such teams calls for a complex skill set and a high degree of mental agility and behavioural flexibility. This workshop will explore all aspects of high performance in teams and you will leave with a clear action plan, as well as planned support to carry it out with your own team.

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Managing Team Dysfunction

Team dysfunction can be triggered by a number of issues; a team member with poor communication skills or one who consistently does not pull their weight, for example, can be the start of a downward spiral if left unchecked. You do not have to be a bulldozer to manage a team effectively; you do, however, have to be bold enough to set a standard, and then be prepared to protect that standard. The workshop follows Patrick Lencioni’s work on team dysfunctions, looking at how a breakdown in trust ultimately leads to a downturn in organisational results. You will leave with an action plan and a set of practical steps you can take with your team back in the workplace.

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Manager as Mediator

In today’s workplace, different behaviours, working styles, values and expectations can all give rise to heated disagreements. Conflict that refuses to go away, personality clashes and personal or departmental misunderstandings can quickly develop, leading to grievances and ultimately a loss of focus on results. This workshop, run by a qualified mediator, introduces the manager to a mix of skills and techniques used by mediators, coaches and counsellors. You will gain a thorough insight into the psychology behind conflict and will take away a set of mediation skills and an action plan to put into practice back in the workplace.


Managing the Individual


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Managing One Conversation at a Time

As a manager you are likely to find yourself having a variety of conversations with your team, your manager, other team leaders, customers… the list goes on. Some, of course, will be easier than others, some will be strategically or tactically more significant than others. This workshop will help you identify the people you most need to communicate with and the messages you want to get across. We will spend time understanding ‘the world from the other side of the table’; a vital first step towards getting your message right. With the help of a number of techniques and a model for planning such conversations, you will leave with a clear plan of action for your future management conversations.

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Handling Difficult Conversations

There are many reasons why, as managers, we need to have difficult conversations with our people, for example checking in with a team member who seems disconnected from the team, leading a discussion about necessary workplace or role changes affecting your team when you don’t yet have all the answers or telling a hard-working colleague they are at risk of redundancy. When someone says, ‘I need to have a difficult conversation with X’, we first need to explore what they mean by difficult. As human beings we all find different things uncomfortable, challenging, even scary; yet fudging or avoiding essential conversations now is likely to lead to misunderstanding and potentially anger, upset or even a tribunal later on. In addition, managers may now be required to have these conversations by telephone or video call, rather than face to face, making the process more stressful. This workshop will help managers to prepare, plan and execute any sort of conversation with a colleague, team member, customer or partner and work towards the best possible outcome for all concerned.


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Effective Communication for Managers

A lack of clear, concise and accurate communication is without doubt one of the most commonly cited bugbears for employees we meet. Being able to communicate effectively is about much more than how to structure and deliver a message.  It is about shared understanding: a two-way process. It is also about a clear understanding which leads to action that is timely and effective.  This workshop will set the topic in context and give you the chance to practise some key skills. You will leave with a clear process and the skills to structure your communications for every eventuality.

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Operational Coaching

You require a high standard of quality and output from the team; how you can achieve that is through coaching them. In the last few years there has been an explosion of interest in coaching – and with good reason. Coaching takes an individual and personal approach to learning and if done well, is wonderfully effective in liberating performance. However, it isn’t always well done. This workshop will show you how to do it well, and how to support best coaching practice in others. You will leave with a set of coaching skills and a couple of recognised models for getting started and achieving demonstrable results with your team.

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Managing Performance

Managing the performance of your team is a significant component of the role of a manager; it can often be the part that new managers feel least equipped for. Performance discussions, when held regularly and professionally (and not perceived as being sent to the headmaster’s office), can be mutually rewarding, motivating and can lead to vaults of untapped creativity. This programme is designed to provide you with the necessary skills and confidence to carry out effective performance conversations and regular one-to-one performance meetings with meaningful two-way feedback. You will leave with an action plan and a clear way forwards with your team.

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Leading & Motivating

Being a good leader in today’s rapidly changing environment is a significant challenge for managers at all levels in the organisation. Some managers find themselves focusing too heavily on the daily tasks, thus missing other aspects of the role. An effective leader acts as ringmaster between the different elements of the role: the task, the team and the individuals within the team. In the workshop we will explore the attributes of a good leader and you will leave with a clear picture of your own leadership profile and strengths and a plan for developing yourself further through purposeful practice, feedback and opportunity.