Managerial development

MANAGER / SUPERVISOR DEVELOPMENT COURSE CONTENTS: [A].

Assessment of Candidates A competency assessment to be deployed to managers / supervisors to identify current work culture, strength and improvement areas, and to establish the goals of the Development Curriculum.

[B].

Training During the classroom training, attendees will develop their managerial or supervisory competencies. The facilitator will enhance the learning experience by integrating action items developed from the assessment.

[C].

Coaching Trainer (Facilitator) will work with the participants to develop and practice competencies and techniques learned during training.

THREE STEPS TO TRAINING SUCCESS: ASSESSMENT ( STEP -1) : GOAL  The assessment will identify gaps and improvement areas to increase the operational effectiveness of managers or supervisors.  These are the areas of assessment : Organization, team & individual.

ORGANIZATIONAL DIMENSION  Organizational vision and strategy : 1. Vision and direction are well communicated and are clear for the Managers / Supervisors.

2. Strategy and principles translate the vision into workable guidance that drive decision and action.

3. How the organization sees the Manager / Supervisor role.  COMMUNICATION (STEP -2) :

1. Top down corporate communications to managers / supervisors through executive visits, town hall meetings, newsletter and email.

2. Bottom up communication through routine meetings.

3. One to one discussions facilitated by management 4. Topic focused groups such as task teams, cross – functional teams, and networks.

TEAM DIMENSION (STEP – 3)  Integrated Team : 1. Integrated structure which ensures broad representation and strong coordination 2. Effective decision-making 3. Alignment on policy, standards, clarity of what is important and what will be measured.  Accountability : 1. Role modelling, visible behaviours and frequent presence at the workplace.

2. Delegating responsibilities and coaching direct reports; providing timely support.

3. Promoting people and respectfully challenging those who are resisting.  Roles & Resources : 1. Clear description of roles and responsibilities.

2. A performance management system that sets targets and track achievements in all critical areas.

INDIVIDUAL DIMENSION (STEP - 4)  Individual Motivation through : Engagement, Recognition and Promotion, Desired Values & Behaviours  Clear boundaries of acceptable behaviour and fair and just discipline.  Social benefits.

Individual Learning & Development 1. A learning management system 2. An onboarding and refreshing process 3. An individual development support plan which enables the individual planning process to come to life and learning culture to develop.