Profile. Leadership Development Programs. Leadership Development. Approach to Leadership Development
|
|
- Evelyn Hamilton
- 7 years ago
- Views:
Transcription
1 Profile Leadership Development Programs Leadership Development Strong leadership will support an organisation in implementing change and driving the organisation from where it is now to where it needs to be. Prominence s leadership development philosophy centres around implementing practical solutions and ensuring interventions have action outcomes and results for clients, in a frame of relational leadership and applied action learning. Approach to Leadership Development In order to design and deliver a high quality tailored program to meet the needs of a client, Prominence will engage in the following process: 1. Define the leadership requirements: This typically involves reviewing strategic direction documents, corporate values, and a meeting or workshop session with the senior leadership team to define what good leadership is to the organisation and identifying the desired behaviours to be demonstrated. A tool such as a leadership behaviour checklist could be utilised. 2. Assess learning and development requirements: Identify the gap between the leadership requirements and current leadership behaviours to identify what is already done well and what needs to be addressed through further development. Sometimes this might involve a diagnostic tool (such as a 360 degree assessment or cultural survey) or simply a management team workshop to discuss strengths and weaknesses (such as a leadership SWOT). 3. Define objectives and outcomes of the leadership development program: The key objectives of the program will be discussed so the scope and desired outcomes of the program will be clearly understood. 4. Program designed and developed: Prominence will develop a tailored program based on best practice and research that will deliver the objectives and outcomes. This could include a residential component, workshops, coaching and so on. See Typical Program Structure and Design elements on page 2 for typical program structure and design elements. See Program Content on page 3 for an example of some typical content areas that are covered in a Prominence leadership development program. 5. Program delivered: Prominence uses high quality facilitation and executive coaching in the delivery of programs. See Facilitation and Coaching Approach on page 3 below for an outline of Prominence s facilitation and coaching approach. Prominence Pty Ltd ABN PO Box 66 Taigum QLD 4018 T (07) enquiries@prominenceconsulting.com.au Commercial- in- Confidence 2013 Prominence Pty Ltd All rights reserved
2 Profile Commercial- in- Confidence 2013 Prominence Pty Ltd. All rights reserved. 6. Program evaluation: In order to evaluate the value of the program and impact on the business, an evaluation methodology will be developed at the program itself is developed. See Evaluation on page 5 for more information on the evaluation approach. Typical Program Structure and Design elements Prominence recommends a program structure and design that is best practice supported by research. Research and experience shows that the most powerful and effective leadership and management development programs include the following elements: A strong program sponsor from the most senior levels of the organisation who sets the context and driver for the program and answers the question why are we doing this? The sponsor should also have a role in keeping participants accountable. Longitudinal learning through a program of 3 12 months during which participants learning and skills are continually reinforced and embedded in practice through follow up sessions and coaching (research shows that more than 50% of what was learnt on a course is forgotten in 72 hours if there is no continual and deliberate reinforcement) A blended learning approach using a combination of group workshop sessions and coaching which incorporates peer learning (whilst training alone has been shown to produce a 22% increase in productivity, when training was combined with coaching, productivity increased by 88% - International Personnel Management Association LAAABS Study 2000.) Effective application of adult learning and accelerated learning techniques which means applying the lessons from neuroscience (how the brain works and how it learns and retains information). This includes incorporating elements of learning design such as colour, music, peer learning, experiential learning, gamification (teaching and learning through games), reflective journaling, storytelling, and creative thinking techniques. Learning is an active and engaging process. Grounding in the participants reality which means the practical application of any new learning (concept, model, tool, skills) must be immediately discussed, embedded and applied to the participants day to day environment. This is done through the course design, participants on the job projects and coaching. Strong engagement by the participant s immediate supervisor to help the participants implement their learnings on the job and get real time feedback (combining on the job performance with learning environment). Linking the learning and development goals in to a performance review process is one method to ensure the supervisor support. Relationships and peer support to help participants try new things, feel safe when making decisions, and feel safe when taking risks and making mistakes. Peer relationships are often best formed through a residential component of the program and peer group coaching sessions. Linkage and integration with the strategic direction of the business, key priorities, other development programs, initiatives, and any previous courses will ensure that participants have a strong context and scaffolding for the program. 2 of 6
3 Profile Commercial- in- Confidence 2013 Prominence Pty Ltd. All rights reserved. Accountability is built in to the process with participants being required to provide a report or presentation on their actions, learnings, and leadership goal to sponsors at the conclusion of the program. A program that contains the elements above will result in a robust program which is likely to yield the highest return on investment. Program Content The content, models, and theory of the program depends entirely on the required leadership behaviours and the learning needs identified. Appropriate content will be drawn from the disciplines of psychology, leadership, management, neuroscience and social science, and will be based on research and academic rigour. Some examples of the content that has been included on previous leadership programs are listed below, however Prominence has access to a wide range of resources so please consider this list neither exhaustive or exclusive: Understanding transformational leadership as a concept and skills set. Coaching as a leadership style skills development and practice, and mindset. Developing a vision, engaging others, leading change. MBTI or similar personality style, self- awareness and getting to know you activities. 360 degree feedback assessments. Communication skills, listening, straight talking and giving and receiving feedback skills practice. Relationship building, stakeholder engagement, customer- focus skills and mindset. Personal responsibility and accountability as a leader, modelling and ethics. Strategic thinking how to get out of the detailed operational and in to the big picture. Stress and personal management. Drive, motivation and passion, tapping in to personal leadership energy. Team building to achieve a sense of Cabinet Solidarity. Facilitation and Coaching Approach A highly experienced lead facilitator will run the program, sometimes with a small facilitation team to provide variety and different perspectives for workshops and group coaching sessions. In addition, at least 2-3 professional coaches should be available to ensure that participants have a choice of coach for either peer group or individual coaching sessions, depending on the needs identified by the organisation. A choice of coach is particularly important for the individual coaching component which often relies on the successful relationship and rapport between the coach and the participant. 3 of 6
4 Profile Commercial- in- Confidence 2013 Prominence Pty Ltd. All rights reserved. Facilitation Typical approaches include: Reflective journaling used throughout the program to record and embed learnings. Extensive use of music and colour drawn from the accelerated learning techniques and NLP. Participants own experiences and wisdoms will be utilised through the facilitation techniques in line with adult learning principles. Conversational techniques (rather than facilitator led) will be used which aids peer learning, a key learning requirement with more senior groups. Participants will be expected to actively engage in experiential learning (that is, learning by doing). Coaching Coaching is recommended to embed learnings and can be provided to individuals or in small peer groups (maximum group size of 4). Individual Executive Coaching Individual executive coaching is: goal driven based on the participants leadership development goals; an individually designed learning process with one- to- one development targeting the most important areas to the participant; and an active process that requires the participant in setting objectives and engaging in action learning (putting new skills and approaches in to practice). Executive coaching is NOT counselling - that is too focused on recovery and the past. It is NOT consulting - that is too focused on providing advice and being an expert. It is NOT life coaching - that is too focused on personal goals. Instead, executive coaching is a future- focused facilitated learning process that supports participants to find and develop their own leadership expertise to achieve professional and organisational goals. Small Group Coaching It may meet the organisation s needs to utilise small group coaching. Groups of 3 or 4 meet with a coach on a monthly basis to review their ongoing leadership development how they are applying their learnings with their team. It has the following benefits: It provides a facilitated forum for participants to discuss their leadership learnings (successes and failings) and ideas in a safe peer learning environment. It supports the development of closer peer networks, thereby creating opportunities for breaking down silos and other benefits of closer working relationships (past experience shows that these groups often continue to meet after formal programs cease). 4 of 6
5 Profile Commercial- in- Confidence 2013 Prominence Pty Ltd. All rights reserved. It provides an opportunity for participants to develop and fine- tune their own coaching skills by practicing peer coaching (i.e. Coaching each other), thus adding momentum and embedding a coaching leadership style if that is seen as meeting the needs of the organisation. It provides an opportunity for collaborative leadership projects. Evaluation Prominence can develop an evaluation approach and a return on investment to help the organisation evaluate the value of the program and impact on the business. The industry standard for measuring learning and development interventions is the Four Levels of Learning model (Donald Kirkpatrick, Evaluating Training Programs, 1975 and since revised). Each level of evaluation measures progressively deeper levels of impact and therefore each level is progressively more complex in how it can be measured and measured over a longer timeframe. Level Description and example One Reaction To gauge the participants initial level of satisfaction with the program, for example, happy sheets completed at the end of a session (immediate impact) Feedback forms administered at the end of the program are the most efficient way to collect this data Two - Learning The extent to which the information, theory, and techniques are understood and absorbed by the participant have they learnt the key ideas, concepts, and principles. (short term) A self- assessment questionnaire or an exam of sort which tests participants knowledge are the most common ways to assess learning Three - Behaviour The extent to which transfer of knowledge, skill and attitude occurs in the workplace have they applied the key ideas, concepts, techniques, and skills. (short to medium term) A self- assessment questionnaire, 360 degree feedback questionnaire or interviews with the participants supervisor are common ways to assess if the participant is using new skills in the workplace. See Appendix xx for an example. Four - Results The extent of the organisational impact have they achieved the outcomes they set has the organisation shifted toward the statement of intent.(medium to long term) A Self- assessment questionnaire, measures of results that are relevant to the program, as well as specific examples and stories can indicate if results have been impacted by a program. In addition to these four levels, an additional Return on Investment level has been added. Five Return on Investment The financial measure of the impact of the program the net gain from action. ROI = Benefits Costs x 100 Costs Organisational metrics such as HR and performance data are typically used in an ROI study 5 of 6
6 Profile Commercial- in- Confidence 2013 Prominence Pty Ltd. All rights reserved. The evaluation can be as simple as a before and after measure, or as complex as a return on investment analysis. Prominence will work with the organisation to determine the appropriate level of evaluation and an evaluation methodology at the time of developing the leadership program. Conclusion A leadership development program designed and delivered by Prominence will be targeted specifically to the needs of the organisation and embed the desired leadership behaviours for cultural change. It will be a robust program that will draw on evidence based research and best practice for its content, design and delivery. It will integrate with and support other programs and initiatives that are rolled out so that a comprehensive strategy for organisational development can be implemented resulting in a lasting impact for the organisation. 6 of 6
customer experiences Delivering exceptional Customer Service Excellence
Delivering exceptional customer experiences Customer Service QA can work with you to create customer experiences that consistently reflect the aims, values and aspirations of your organisation. Every organisation
More information70:20:10 Workplace Learning that Works
70:20:10 Workplace Learning that Works The Adding, Embedding, Extracting Model The frontline of Employee Learning It is well understood that the majority of what and how people learn in the workplace occurs
More informationMiddlesbrough Manager Competency Framework. Behaviours Business Skills Middlesbrough Manager
Middlesbrough Manager Competency Framework + = Behaviours Business Skills Middlesbrough Manager Middlesbrough Manager Competency Framework Background Middlesbrough Council is going through significant
More informationConcept. Information Overload. Introduction. A Plethora of Acronyms. Immersed in Information
Concept Introduction Information is everywhere and the benefits are obvious a search of the internet can provide an answer for almost any question, although the breadth of prospective answers may require
More informationLeadership in Action Briefing Pack: Cohorts 15 & 16
Leadership in Action Briefing Pack: Cohorts 15 & 16 Introduction 2 1 Context of leadership development at the University of York 3 2 Principles of the core leadership programmes 5 3 Methodology and principles
More informationWorkforce Development Pathway 8 Supervision, Mentoring & Coaching
Workforce Development Pathway 8 Supervision, Mentoring & Coaching A recovery-oriented service allows the opportunity for staff to explore and learn directly from the wisdom and experience of others. What
More informationEXECUTIVE COACHING What is executive coaching? Who is the typical executive coaching candidate? How long does executive coaching last?
EXECUTIVE COACHING EXECUTIVE COACHING What is executive coaching? Executive or business coaching can be a power part of Human Resources functions or services. It is a senior training device, designed to
More informationChange Management Practitioner Competencies
1 change-management-institute.com Change Management Institute 2008 Reviewed 2010, 2012 Change Management Practitioner Competencies The Change Management Practitioner competency model sets an independent
More informationMessage from the Chief Executive of the RCM
Message from the Chief Executive of the RCM The Midwifery Leadership Competency Framework has been derived from both the NHS Leadership Qualities Framework and the Clinical Leadership Competency Framework.
More informationWhat is this Unit about? Who is this Unit for?
H12J 04 (CFAS4.1) Lead a sales team What is this Unit about? This Unit is about how you provide direction to the members of the sales team by motivating and supporting them to achieve their team and individual
More informationMaster Level Competency Model
Change Manager Master Level Competency Model The Change Manager Master competency model sets an independent industry benchmark for SENIOR level change management practitioners. The model was launched in
More informationMS Connect Team Leader. MS Connect Specialist
Job Title: MS Connect Specialist (MS Intake & Information Officer) Reports To: MS Connect Team Leader Responsible For: Engagement with people affected by multiple sclerosis to assess the need and/or risk,
More informationInterpersonal Skills. Leadership, Change Management and Team Building
Interpersonal Skills Leadership, Change Management and Team Building Capital s Learning and Development team design and deliver tailored skills and competency based programmes to meet your wide range of
More informationYour appraisal 360. product guide. Competency Frameworks
Your appraisal 360 product guide Competency Frameworks ver 1.0 2 of 11 Third Eye Resolutions Ltd Contents What Appraisal360 feedback does for you... 4 Ways of buying Appraisal360... 5 System only packages...
More informationThe integrated leadership system. ILS support tools. Leadership pathway: Individual profile APS6
The integrated leadership system ILS support tools Leadership pathway: Individual profile APS6 APS 6 profile Supports strategic direction Achieves results Supports productive working relationships Displays
More information5-Day Mini MBA for the Oil and Gas Industry
5-Day Mini MBA for the Oil and Gas Industry www.mce-ama.com/2411 Mid-level Managers Days 5 www.mce-ama.com 1 WHY attend this programme? The world of Oil and Gas is dynamic and changing fast. This programme
More informationFuture Leaders Programme
Future Leaders Programme LEADERSHIP DEVELOPMENT 1 Message from the Vice-Chancellor Dear colleagues, we have developed a radical, ambitious and achievable Vision for our future. Achieving this Vision requires
More informationMaking the Case for Executive Coaching:
Making the Case for Executive Coaching: the most effective development process for creating a high performance culture Guidelines and ideas for clients Oakview CCM Ltd trades as occm, and is registered
More information1. Build core capability at all levels to improve organisational and individual performance;
Graduate Development Program Australian Bureau of Statistics Workshop on Human Resources Management and Training Budapest 5-7 September 2012 Day 1 Session 4(a) Recruitment and training of new staff members
More informationCRM Fidelity Study. Part One: CRM Learning Experiences Report 2014. neaminational.org.au
Part One: CRM Learning Experiences Report 2014 neaminational.org.au Acknowledgments Many thanks to the staff and consumers who contributed their experiences and feedback towards the CRM Fidelity Study.
More informationPersonal Development Competency Project Professional Services. A 3-part guide for managers and staff
Personal Development Competency Project Professional Services A 3-part guide for managers and staff Contents The competencies 3 Background and introduction to the competencies 3 The competencies referenced
More informationConcept. What is a Corporate Culture?
Concept Introduction How does an organisation respond when it s faced with change? When confronted by an immediate crisis? When it s under protracted pressure? The answers given to these questions are
More informationExecutive, Leadership and Performance Coaching- A Conversion Programme for CMC s to CMCoach
Executive, Leadership and Performance Coaching- A Conversion Programme for CMC s to CMCoach A Presentation by Angelo Kehayas IMC South Africa September 2010 Contents Rationale for the Conversion Programme
More informationConsultancy L&D. TAP Diploma ENABLING QUALITY-ASSURED LEARNING & DEVELOPMENT
L&D Consultancy ENABLING QUALITY-ASSURED LEARNING & DEVELOPMENT 0 0 TAP Diploma 2 c o r e m o d u les + 2 elective m o d u l e s + o n l ine self - s t u d y Introduction The Diploma in L&D Consultancy
More informationThe integrated leadership system. ILS support tools. Leadership pathway: Individual profile EL1
The integrated leadership system ILS support tools Leadership pathway: Individual profile Executive Level 1 profile Shapes strategic thinking Achieves results Cultivates productive working relationships
More informationSTRATEGIC POSITIONING OF HR IN THE NEW WORLD OF WORK
STRATEGIC POSITIONING OF HR IN THE NEW WORLD OF WORK Dr Rica Viljoen Presented by: Keshia Mohamed-Padayachee Mandala Consulting Mandala Consulting is a consulting firm providing organisational research,
More informationOrganisational Development Improvement Strategy 2009-2011 Delivering results through our people
Organisational Development Improvement Strategy 2009-2011 Delivering results through our people 1 Index Page No Foreword 3 What is Organisational Development? 4 Organisational Development- Driving change
More informationPeople Management and Leadership Training That Gets Results!
and Leadership Training That Gets! Welcome to Great Managers! A 5 year Australian Government-funded research report, Leadership, Culture and Management Practices of High Performing Workplaces: The High
More informationConcept. lack the time and resources to devote to the task; do not have the skills, expertise, experience or methodology internally;
Concept How to Choose a Consultant Introduction In many organisations consultants are used as a matter of course to provide specialised assistance to support both operational and transitional tasks. During
More informationCERTIFICATE IN ADULT EDUCATION Facilitated by Robert Cordingley and Lorna Smith May 1 & 2, 2014
Page 1 of 6 COMMUNICATE A Listen Interpret non-verbal communication Use questioning Explain concepts clearly Use presentation skills Use humour in context A1 A2 A3 A4 A5 Accept feedback Provide feedback
More informationPostgraduate Coaching Awards Leeds Business School. www.leedsmet.ac.uk/fbl. leeds business school
Postgraduate Coaching Awards Leeds Business School leeds business school Having undertaken the programme I firmly believe that my choice was the right one. I have developed my skills and knowledge and
More informationBudgeting, Planning and Management Reporting Budgeting, Forecasting and Business Planning Building Confidence and Self Esteem Building Effective
MANAGEMENT COURSES Active Listening Skills Administration & Office Management Administrative Management Advanced Accounting Advanced Accounting & Finance Advanced Construction Management, Contracting &
More informationPERFORMANCE MANAGEMENT
5 PERFORMANCE MANAGEMENT 59 CHAPTER 5 1. INTRODUCTION As a result of the continual change brought about by the dynamic business landscape, companies have been evolving their performance management systems
More informationExecutive Coaching & Leadership Development JAYNE MCPHILLIMY AMAC M: +44 (0) 797 419 5124. E: Jayne@JEM4Coaching.com
JAYNE MCPHILLIMY AMAC Executive Coach & Leadership Mentor Overview A qualified coach and mentor with 20 years of business experience, Jayne has a deep understanding of the challenges faced by today s business
More informationMeasuring the Impact of Sales Training
Measuring the Impact of Sales Training Authors: Barry Hennessy Barry@i2isales.com Jon Gooding Jon@i2isales.com Page 1 Table of Contents Why Measure? 3 What to Measure? 3 Business Impact Considerations
More informationA 360 degree approach to evaluate a broker s impact on partnerships
POSITION PAPER 1 EVALUATING BROKERS A 360 degree approach to evaluate a broker s impact on partnerships By Surinder Hundal 1 Contents Pages Overview 3 Frequently Asked Questions 3-6 Defining the Broker
More informationGRADUATE CERTIFICATE IN BUSINESS PARTNERING
GRADUATE CERTIFICATE IN BUSINESS PARTNERING Innovative, practical and relevant ALEX SWARBRICK Graduate Certificate In Business Partnering Programme Director Welcome to the Graduate Certificate in Business
More informationThe South Staffordshire and Shropshire Health Care NHS Foundation Trust Digital Strategy 2014 2019
The South Staffordshire and Shropshire Health Care NHS Foundation Trust Digital Strategy 2014 2019 Peter Kendal Associate Director for Information Management and Technology Development 01/12/2014 1 Page
More informationVirtual Programme for HR Business Partners
Virtual Programme for HR Business Partners Why virtual? Many of our clients want to attend HR Business Partner workshops but are based across the country or have global Business Partner teams. So we created
More informationUsing Organizational Change Management Principles to Create a Scalable OCM Methodology
Using Organizational Change Management Principles to Create a Scalable OCM Methodology Cynthia Onstott John Spurrell May 16, 2016 2 Today s Learning Objectives How to develop a new Organizational Change
More informationFor more information, contact:
Intranet Consulting Is your intranet truly essential to your organization? Does it transform the way people work? Can you prove ROI? Do you want to introduce an internal social network? Are you thinking
More informationThe Certificate IV in Business Administration and AOT Examination
Skilling Victorian Guarantee Certificate IV in Business Administration (BSB40507) accredited online training Accredited Online Training Pty Ltd > ABN 84 105 938 476 > RTO #131102 > 283-289 Draper St >
More informationCollaborative Working. Behavioural Development
Collaborative Working Behavioural Development Welcome! From the beginning, Keystone have gained a strong reputation as an organisational and people development consultancy that specialises in behavioural
More informationStrategic Executive Coaching: An Integrated Approach to Executive Development
Strategic Executive Coaching: An Integrated Approach to Executive Development A new concept in executive coaching is leading companies to fully utilize the talent they have to drive organizational strategy
More informationPostgraduate Certificate in Executive and Business Coaching
Postgraduate Certificate in Executive and Business Coaching PB PB Coaching Postgraduate Certificate in Executive and Business Coaching Selecting the right coach training programme for you We appreciate
More informationUTS POSITION DESCRIPTION UTS:HUMAN RESOURCES
UTS POSITION DESCRIPTION UTS:HUMAN RESOURCES Position Title HR Change Manager Unit/Division or Faculty HRU Position Number Current HEW Level HEW 8 Job Family(HR Use Only) ANZSCO Code (HR Use Only) UTS
More informationDisability ACT. Policy Management Framework
Disability ACT Policy Management Framework OCT 2012 Disability ACT Policy Management Framework Version October 2012 Page 1 of 19 1. Context... 3 1.1 Purpose... 3 1.2 Scope... 3 1.3 Background... 3 1.4
More informationi2isales Training Solution - Sales Management
Please note: This document has been created due to requests from some of our customers for an off the shelf solution. It represents a very basic outline of the type of offering(s) we provide - and should
More informationVISION FOR LEARNING AND DEVELOPMENT
VISION FOR LEARNING AND DEVELOPMENT As a Council we will strive for excellence in our approach to developing our employees. We will: Value our employees and their impact on Cardiff Council s ability to
More informationManaging the Paradox Call Center Effectiveness Workshop
Managing the Paradox Call Center Effectiveness Workshop Introduction: Managing the call centre environment requires managers to continuously improve customer service, while at the same time endeavouring
More informationStrategic Account Management
Strategic Account Management Maximising the return from customer relationships Sales Coaching SC Sales Manager Programme SMP Negotiating Client Value NCV Commercial Acumen CA Strategic Account Management
More informationimpact business partners The science of building connections with customers and influencing them to say yes
impact business partners The science of building connections with customers and influencing them to say yes Selling is purely a brain-to-brain process, in which the salesperson s brain communicates with
More informationOrganisational Change Specialist
Organisational Change Specialist, Organisational Change Specialist Helen specialises in organisational change, change management, change leadership and workshop facilitation. She has a passion for helping
More informationEAST AYRSHIRE COUNCIL CABINET WEDNESDAY 24 JUNE 2015 EMPLOYEE ATTITUDE SURVEY 2015. Report by Acting Depute Chief Executive (Safer Communities)
EAST AYRSHIRE COUNCIL CABINET WEDNESDAY 24 JUNE 2015 EMPLOYEE ATTITUDE SURVEY 2015 Report by Acting Depute Chief Executive (Safer Communities) 1. PURPOSE OF REPORT 1.1 The purpose of this report is to
More informationAUSTSWIM Strategic Plan January 2014 December 2017
AUSTSWIM Vision Safe enjoyment of aquatic environments Strategic Initiative One: Governance, Leadership & Management Strategic Initiative Two: Product & Service Development & Delivery Strategic Initiative
More informationWHAT MAKES GREAT TEACHING AND LEARNING? A DISCUSSION PAPER ABOUT INTERNATIONAL RESEARCH APPLIED TO VOCATIONAL CONTEXTS
WHAT MAKES GREAT TEACHING AND LEARNING? A DISCUSSION PAPER ABOUT INTERNATIONAL RESEARCH APPLIED TO VOCATIONAL CONTEXTS Background Good teaching is the core driver of high quality learning. Linked with
More informationLearning & Development:
Learning & Development: Lessons from the World s Premier League Organisations Terry Meyer August 2014 USB Executive Development, PO Box 610, Bellville 7535 www.usb-ed.com Introduction: It has now been
More informationWELSH LOCAL GOVERNMENT ASSOCIATION CYMDEITHAS LLYWODRAETH LEOL CYMRU
Coaching in Local Authorities in Wales 2011 WELSH LOCAL GOVERNMENT ASSOCIATION CYMDEITHAS LLYWODRAETH LEOL CYMRU 1 Authorities across Wales are in different stages of developing approaches to coaching.
More informationHow To Manage Social Media Risk
www.pwc.co.uk/riskassurance Social media governance Harnessing your social media opportunity June 2014 Social media allows organisations to engage with people directly, express their corporate personality
More informationPerformance Management Consultancy
Performance Management Consultancy Facilitating performance improvements through an effective performance management process What are the challenges? While every organisation has performance management
More informationITIL Introducing continual service improvement
ITIL Introducing continual service improvement The objectives of continual service improvement Service improvement must focus on increasing the efficiency, maximizing the effectiveness and optimising the
More informationTEAM PRODUCTIVITY DEVELOPMENT PROPOSAL
DRAFT TEAM PRODUCTIVITY DEVELOPMENT PROPOSAL An initial draft proposal to determine the scale, scope and requirements of a team productivity development improvement program for a potential client Team
More informationNGN Behavioural Competencies
NGN Behavioural Competencies July 2012 Change and Improvement Embraces, drives and advocates change and improvement, demonstrating a commitment to keep people engaged. Sets a culture that values diversity
More informationMODULE 10 CHANGE MANAGEMENT AND COMMUNICATION
MODULE 10 CHANGE MANAGEMENT AND COMMUNICATION PART OF A MODULAR TRAINING RESOURCE Commonwealth of Australia 2015. With the exception of the Commonwealth Coat of Arms and where otherwise noted all material
More informationCHANGE MANAGEMENT PLAN
Appendix 10 Blaby District Council Housing Stock Transfer CHANGE MANAGEMENT PLAN 1 Change Management Plan Introduction As part of the decision making process to pursue transfer, the Blaby District Council
More informationOnline leadership academy at Telefonica O2 How learning design and technology can provide a complete learning journey
Online leadership academy at Telefonica O2 How learning design and technology can provide a complete learning journey O ne of the biggest L&D investments organisations make is in their leadership development
More informationInvestors in People Assessment Report. Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited
Investors in People Assessment Report for Bradstow School Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited 30 August 2013 Project Reference Number
More informationLSBU Leadership Development Strategy
LSBU Leadership Development Strategy Leadership has never been more important at LSBU, stakeholder expectations are rising, we urgently need to improve our rating in league tables, resources are tighter
More informationBuilding tomorrow s leaders today lessons from the National College for School Leadership
Building tomorrow s leaders today lessons from the National College for School Leadership If you re looking for innovative ways to engage your would-be leaders through gaming and video role play, the National
More informationRelevant Areas of Expertise
Organisation: BRASH CONSULTING PTY LTD Coach: Leanne Faraday-Brash - Principal & Director Profile Image Relevant Areas of Expertise Coaching Locations (Facility Based) Relevant Accreditation & Certifications
More informationCourse and Subject Surveys
Course and Subject Surveys This policy is current as of 1 January 2014 and will be reviewed at least annually by the Academic Board. Scope This policy is applicable to Kaplan Business School Pty Ltd. Overview
More informationOPM LEADERSHIP DEVELOPMENT MATRIX:
1 OPM LEADERSHIP DEVELOPMENT MATRIX: The following Leadership Development Matrix is part of OPM s Effective Learning Interventions for Developing ECQs report. The Matrix lists a range of leadership development
More informationOverview MBA Programme Courses 2015-2016
Overview MBA Programme Courses 2015-2016 copyright 2016 Stichting Hotelschool The Hague, The Netherlands All rights reserved. No part of this publication may be reproduced, stored in a retrieval system,
More informationProject, Programme and Portfolio Management Delivery Plan 6
Report title Agenda item Project, Programme and Portfolio Management Delivery Plan 6 Meeting Performance Management and Community Safety Panel 27 April 2009 Date Report by Document number Head of Strategy
More informationDiploma In Coaching For High Performance & Business Improvement
THE HOUSTON EXCHANGE POWERFUL, PROFITABLE CONVERSATIONS Diploma In Coaching For High Performance & Business Improvement A professional coaching qualification for Leaders, Managers and HR professionals
More informationLeadership Development Best Practices. By Russel Horwitz
Leadership Development Best Practices By Russel Horwitz 1 December 2014 Contents The case for leadership development 4 Creating a strategy 4 Best practices 5 1. Align to organizational strategy 5 Begin
More informationGovernment Communication Professional Competency Framework
Government Communication Professional Competency Framework April 2013 Introduction Every day, government communicators deliver great work which supports communities and helps citizens understand their
More informationCopyright 2013 Hendry Performance Development Ltd - All Rights Reserved. Performance Management & Development
Performance Management & Development Moving Into Management New or inexperienced managers and supervisors or those who have not been trained in the role Benefits & Outcomes By the end of the programme,
More informationCertificate IV in Business Administration
Traineeships Certificate IV in Business Administration (BSB40507) accredited online training Accredited Online Training Pty Ltd > ABN 84 105 938 476 > RTO #31102 > 283-289 Draper St > PO Box 7575 Cairns
More informationDepartment of Human Resources. Performance Management An introduction
Department of Human Resources Performance Management An introduction 1 Contents 1. What is Performance Management 3 2. Key principles 5 3. Tools and Resources 7 4. Performance Management 8 Health Check
More informationEXECUTIVE ASSISTANT TRAINING SEPTEMBER 2015
EXECUTIVE ASSISTANT TRAINING SEPTEMBER 2015 11 BOOK 2 $200 + GST EVERYBODY LEADS EMOTIONAL INTELLIGENCE (EI) HILTON BRISBANE 14 SEPTEMBER 2015 HILTON BRISBANE 16 SEPTEMBER 2015 BOOK 3 $390 + GST THE EA
More informationLeadership and Management Programme
Leadership and Management Programme LEADERSHIP DEVELOPMENT 1 Message from the Vice-Chancellor Dear colleagues, we have developed a radical, ambitious and achievable Vision for our future. Achieving this
More informationCOURSE INFORMATION BSB61015 Advanced Diploma of Leadership and Management
COURSE INFORMATION BSB61015 Advanced Diploma of Leadership and Management What is the Australian Qualifications Framework? The Australian Qualifications Framework (AQF) establishes the quality of Australian
More informationThe CCL Advantage. The Benefits of Coaching
The CCL Advantage You want the best. Organizations want the best leadership talent at the helm. To help achieve this, working with partners with recognized expertise is critical. The Center for Creative
More informationExcel Communications. Company Profile
Excel Communications Company Profile Company Profile Excel Communications is a training and development consultancy based near London and operating on four continents, in thirteen languages and specialising
More informationManagement, Leadership and People Development Skills
Management, Leadership and People Development Skills Who are these courses for? Appropriate if: You Have Been Undertaking A Supervisory Role You Have Recently Been Promoted Or Appointed To A First Line
More informationCertificate IV in Small Business Management
Traineeships Certificate IV in Small Business Management (BSB40407) accredited online training Accredited Online Training Pty Ltd > ABN 84 105 938 476 > RTO #31102 > 283-289 Draper St > PO Box 7575 Cairns
More informationConcept. Professional Development Programs, Succession Planning and Careers. Introduction. The Fluid Workforce. Professional Development Dilemmas
Concept Professional Development Programs, Succession Planning and Careers Introduction Organisations often struggle with implementing professional development programs. They fail to gain the benefits
More informationThe Transpersonal (Spiritual) Journey Towards Leadership Excellence Using 8ICOL
The Transpersonal (Spiritual) Journey Towards Leadership Excellence Using 8ICOL Travelling from Ego Based Leadership to Transpersonal Leadership where the focus is beyond the ego to the needs of ALL the
More informationQUALIFICATION SPECIFICATIONS ILM LEVEL 7 CERTIFICATE IN EXECUTIVE COACHING AND LEADERSHIP MENTORING
QUALIFICATION SPECIFICATIONS ILM LEVEL 7 CERTIFICATE IN EXECUTIVE COACHING AND LEADERSHIP MENTORING QS/L7CECLM/0911 Circulation of Qualification Specifications These Qualification Specifications are provided
More informationMulti Business WAT Grant Training Courses at. NTC s Center for Business and Industry in Wausau (September 2015 August 2016)
Multi Business WAT Grant Training Courses at NTC s Center for Business and Industry in Wausau (September 2015 August 2016) To register, please email Maggie Coakley: coakley@ntc.edu Email Subject Line:
More informationSam Sample Sam@psytech.com RESPONDENT FEEDBACK REPORT 360 APPRAISAL. Psychometrics Ltd.
Sam Sample Sam@psytech.com RESPONDENT FEEDBACK REPORT 360 APPRAISAL ABOUT THE PSYTECH 360 APPRAISAL 360 appraisals compare an individual's self ratings on a number of behavioural competencies to the ratings
More informationStrengthening the Performance Framework:
Strengthening the Performance Framework: Towards a High Performing Australian Public Service Diagnostic Implementation July 2014 2155 This paper was prepared by: Professor Deborah Blackman, University
More informationSTRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY
STRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY An Overview Designing, driving and implementing people management strategies, processes and projects for real business value HR Strategic
More informationHow To Be A Successful Employee
Attention to Detail Achieves thoroughness and accuracy when accomplishing a task through concern for all the areas involved. Provides accurate, consistent numbers on all paperwork Provides information
More informationThe Customer Service Revolution
The Customer Service Revolution A City of Markham Innovation +IPAC Award for Innovative Management Finalist 2014 +Backgrounder May 7 2014 CUSTOMER SERVICE REVOLUTION 21 st Century Challenges for the Public
More informationThe Agile Imperative!
The Agile Imperative! Creating Focused, Fast & Flexible Organizations for a VUCA WORLD! Executive Briefing from Agility Consulting Why Is Agility Important? The world is becoming turbulent faster than
More informationILM Level 7 Certificate Executive Coaching & Leadership Mentoring ILM Level 7 Diploma for Professional Executive Coaches & Leadership Mentors
Certificate Venue: The GWiz Learning Partnership, Moggerhanger, nr Bedford, UK Contact: Melody Cheal 41a Bedford Road Moggerhanger Bedfordshire MK44 3RQ (01767) 640956 info@gwiztraining.com www.gwiztraining.com
More informationTitle The possibilities of 360 degree feedback incorporated into school based performance management systems.
Title The possibilities of 360 degree feedback incorporated into school based performance management systems. John Petrie Principal Gulf Harbour School Sabbatical report Term 3 2009. Acknowledgements Thank
More informationCore Competencies for Strategic Leaders In the BC Public Service
Core Competencies for Strategic Leaders In the BC Public Service Brought to you by the BC Public Service Agency 1 Contents Core Competencies for All Strategic Leaders... 2 Core Competency Definitions...
More information