Outstanding managers prioritise the development of their team members by actively listening, coaching, mentoring, and providing direction. They empower their team members to take ownership of their work and offer support when they encounter setbacks, persisting until success is achieved. When managers prioritise people and relationships, organisations retain talent through engagement and achieve higher levels of productivity through effective motivation strategies. By focusing on others' needs and building trust, managers can influence and communicate effectively with their team members, fostering a culture of trust and respect throughout the organisation.
Managers manage the process, leaders lead the people
75%
of people quit their job to “get away from their manager" at some point in their career (Gallup)
Who is it for: people who are stepping up into a managerial role, and those who are already in post with direct reports at any level of an organisation
During this programme your team will explore...
Management vs Leadership: Through discussion and activities delegates define the difference between management and leadership, and the benefits of each. Participants will identify times, events, tasks and situations where leading could be more beneficial than managing.
Leadership Styles: Using the Insights Discovery Colour energies and the work of the world's foremost leadership and management specialists, professor and psychologists Daniel Goleman, Richard Boyatzis, and Annie McKee, managers can identify their preferred styles and assess their strengths and weaknesses. By sharing their reflections with peers and referring to the Management chapter in Insights Discovery profile, managers can develop specific actions to enhance their leadership capabilities within their managerial role.
Coaching and Mentoring; Like managing and leading, coaching and mentoring both have their time and place. However, acquiring the necessary skills and techniques for both styles can provide managers with valuable resources to effectively bring out the best in their team and communicate more confidently, particularly in terms of managing performance.
Delegation and Feedback: As a manager, it can be difficult to delegate tasks to others when you are a highly motivated achiever. However, it takes confidence and courage to create space for your team to learn and step up. To ensure successful teamwork, it is essential to provide evidence-based objective feedback and be self-aware of your communication style. While it may be challenging for managers accustomed to doing things their own way, it is imperative for ongoing growth and progress.
Leading teams and motivating others: Managers who can influence and know the motivational factors linked with the colour preferences of Insights Discovery can establish a highly effective team that promotes psychological safety, celebrates diversity, and inspires constructive collaboration. This strategy effectively reduces negative outcomes such as isolated working and unproductive team meetings.
Impact:
Increased confidence when delegating and feeding back
A greater understanding of when to lead, and when to manage
A mindset of developing others, as well as a focus on team targets
Ownership over the impact their behaviour has on those they manage
Improved communication skills and ability to influence
More purposeful, productive and constructive team meetings
Improved ability to listen, question, coach and mentor
A greater understanding of their team and what motivates them
The ability to better build, manage and lead high-performing teams
Duration: This programme should be delivered over a period of time for maximum impact and to cover all content. However, masterclasses and lunch and learn style sessions are available
Delivered: Virtually and face to face
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