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Not only are organisations facing challenges of greater complexity that ever before, they are having to cope with them in an environment in which the pressure of competition is relentless and the rate of change is accelerating. The emerging threats and opportunities are more difficult to guess. There is therefore need to develop leadership competence capable of assessing organisational contingency factors and their team dynamics to maximise organisational performance.

Senior Management Development is therefore one of the most valuable elements in a talent management strategy, creating the environment for employee engagement, superior performance and business growth. Senior Managers must demonstrate competence and confidence, articulate goals and communicate organisational expectations with idealised influence. They must also play a vital role in ‘sense making’ and influencing collective readiness for change by addressing questions that subordinates raise regarding the granular impact of change on the work they do.

Target participants

  • Heads of Departments
  • Heads of Divisions
  • General Managers

Learning Outcomes

At the end of the training, participants would be expected to be able to;

  • Build the leadership and management styles that create confidence, trust and guides teams toward greater performance
  • Understand their organisations’ "value creation zones," determine their role in delivering that value
  • Consistently deliver positive customer experience by focusing on their needs, maximising customer profitability and delivering value transformation.
  • Facilitate the development of talent and culture while executing the business strategy
  • Understand the organization's systems and identify and tackle root causes of negative attitudes at work
  • Improve the management of their teams and bring about effective teamwork
  • Facilitate change with greater speed and flexibility, allowing the organisation to move faster in response to change and challenges
  • Develop coaching and mentoring skills by applying new behaviours to develop employees and teams.
  • Integrate and appropriately apply coaching and mentoring techniques into their leadership style
  • Identify and overcoming common obstacles to the growth and development of employees.
  • Identify when the coaching/mentoring is at an end and transitioning employees to other growth opportunities.
  • Manage individual performance within the concept of superior team performance

What it will cover

DAY 1 

Leadership and management – the contemporary approach.

    • Understanding the difference between Leadership and Management
    • Examining the leadership challenges
    • Fundamental concepts of Senior leadership
    • Senior leadership requirements for high performing organisations
    • Contemporary approaches to effective leadership
    • Leadership influence - power and Control

Transactional and the transformational leadership behaviours

    • Determining appropriate leadership behaviour
    • Productivity vs creative leadership and management
    • Focusing on practical organisational objectives
    • Enhancing motivation and performance
    • Inducing followers to transcend personal interests

DAY 2                       

Creating the right conditions for strategy implementation

  • System’s thinking as opposed to hierarchical thinking – a culture change
  • The influence of culture on strategy implementation
  • Distinguishing the 3 levels of culture – matching culture to operational needs
  • Aligning organisational culture to the business strategy
  • Identifying the key drivers and core capabilities that help implement strategy
  • Foster the shared meaning at the individual, social and organisational levels
  • Driving the behavioural change

Understanding the value creation process - the GEMBA

  • The drivers of value for the organisation and customers
  • Building operational excellence into services
  • Breaking down cross functional barriers for effective collaboration
  • Dealing with critical problem areas of the GEMBA
  • The performance management approach – ‘Genchi Genbutsu’

Consistent delivery of value – customer focused approach

  • Building greater understanding of customer expectations
  • Refocusing on customer needs and delivering valuable transformation
  • Making client delivery service adaptable
  • Sustaining consistency in service delivery
  • Continual improvement of the processes that support the GEMBA

DAY 3                       

Coaching and Mentoring in organisational context

  • Integrating coaching and mentoring into leadership style
  • Structure and models of good coaching and mentoring system
  • Adapting the GROW Model for effective coaching and mentoring
  • Personal coaching and mentoring strengths and development areas
  • Adopting the style the meets the learners needs
  • Focusing on the relationship and appropriate goal areas

Performance Management

  • The principles of effective performance management
  • The organisational goals and your department
  • Matching performance to KPIs/KRAs
  • Monitoring and controlling the performance
  • Coaching for improved performance

Feedback and Performance Management

  • Performance appraisal – identifying the performance gaps
  • Re-evaluating performance goals
  • Encouraging growth and development
  • Barriers to effective coaching and mentoring