The Effective Leadership Programme

This programme designed by Eric Jenkinson many years ago and developed and enhanced since then, has proven to be hugely successful for our clients.

It is aimed at Supervisor level, newly promoted Managers or Managers who have received minimal formal leadership development within an organisation. The objective of the programme is to the development of critical management and leadership skills to enhance communication skills, set the standard for accountability, delegate more effectively and manage the performance and productivity of their Teams. Our aim is to help your supervisors and managers to achieve a better balance between working in the business and working on the business.

Participants will be aware of the importance of how their leadership ability, how they manage performance the impact this has on achieving goals and objectives for themselves, their team and the organisation.

The aims and objectives of this programme would be delivered through 3 days of workshops. All subject matter referred to in the programme overview is supported by reference materials including handouts, case studies, theoretical references, exercises and practical examples from a range of organisations.

Leadership Development

Identification of Personal Learning Styles

This enables the participant to fully understand their own preferred learning style and become more effective at discussing learning and development requirements with their team members. The identification of an individual’s preferred learning style has relevance within the performance management process to ensure effective and realistic planning of learning and development in line with job and organisational objectives.

Delegation and Empowerment

This focuses participants on how effective they are at delegating and empowering their people. It looks at the concept of training people and then enabling them to take accountability and responsibility for tasks. We conduct a self-assessment exercise which helps participant identify whether or not they would improve how they set goals and delegate to their people. We emphasise the impact of good delegation on the leader and the time that it creates for them to take charge of greater actions and challenges.

The Leader’s Role in Communications

This looks at why leaders must be good communicators and the importance of effective communication within the workplace to ensure people fully understand what is expected of them. We use a listening skills exercise to help participants identify whether or not they do listen effectively.

Managing Performance

This focuses on how leaders can develop high performance teams and how important it is that people understand what they have to achieve and how they are performing at any given time. We explain how a leader should manage poor performance as well as rewarding good performance. We also look at how performance and learning and development are linked.

Leadership Style

We help individuals identify their specific leadership style and degree of flexibility. We also focus on emotional intelligence and get participants reflecting on their own personal leadership style and how leadership style directly affects organisational culture.

Team Building

We focus on how critical it is for the leader to build an effective team and to get them to high performing stage. We emphasise the need for managers to network with and support their peers in other departments to enhance the development of a positive culture which spans departmental boundaries. We use a self-assessment exercise to establish what type of team player each individual is and also look at the results for the group in the workshop cohort. We build up a summary of the results for all the cohorts on the programme so that the organisation may review the spread of the team player types that they have.

Coaching People

Coaching skills are a core leadership competency in today’s business environment and as such we concentrate on helping participants understand the techniques involved as well as their own coaching style. We use both self-assessment and team exercises to support this concept. We emphasise the need for all managers in the organisation to be competent at coaching their staff. Coaching people has a direct and positive impact on the delivery of the performance review process within an organisation.

Continuous Improvement and Positive Culture

We look at the principles of continuous improvement and how the concept of innovation and self-management are central to this approach of working. We review the management style required for this to be effective and the need for good communications and teamwork within the organisation.

Motivating People

We focus on skills of motivating people and how leaders can get their people to want to take action without being directed. We use a self-assessment exercise which indicates whether a participant has an effective balance between managing the task and managing the person or not.