Leadership development programme

Transcription

1 Leadership development programme Programme handbook for ILM qualifications Gold

2 Foreword from the Chief Executive 02 Southwark is a unique and exciting place, that our recent staff survey showed we are proud to work in. To continue to deliver the best outcomes for the community it will be critical that we retain and develop a highly skilled and motivated workforce. Our managers will be taking a key leadership role in these times of change and challenge, with a primary focus on engaging, supporting and creating highly motivated teams. The need to strengthen our support to staff in this challenging role was highlighted to us in the feedback in the recent staff survey. The programme outlined in this handbook has been designed to equip our managers, and aspiring managers, with the skills to role model the future leadership we need in Southwark. We have been successful in our application to be awarded the Institute of Leadership & Management (ILM) Approved Centre status. This gives us confidence that our programme is of high quality, with a professionally recognised qualification. Throughout the course of the programme myself and the senior management team will be taking an active role in supporting the programme and ensuring that it is a positive platform for career development. I wish you every success. Eleanor Kelly Chief Executive

3 Contents 03 Page 04 Purpose and outcomes Page 05 The approach Page 07 Southwark s ILM Approved Centre Page 08 Institue of leadership and management Page 09 The development programmes Page 18 Executive coaching and leadership mentoring Level 7 Certificate Page 20 Your learning portfolio and assessment process Page 21 Your development planning Page 22 Arrangements for candidates requiring reasonable adjustments or special consideration Page 23 Southwark s policies

4 Purpose and outcomes 04 Purpose The leadership and management development programme has been specifically designed to embed the technical and behavioural skills required to support the delivery of the fairer future promises and future organisational culture by creating a high performance workforce. The goal of the programme is to build organisational capability and capacity to ensure that we have managers who have the right skills (behavioural and technical) and knowledge. This will drive and improve development and business performance throughout the Council and ensure we deliver an excellent service to our customers. The programme will provide the structured learning to develop our existing and aspiring managers (future talent pipelines) at supervisor, first line, business and strategic manager levels. Outcomes n Understand your leadership role and responsibilities in a modern local government environment n Develop your skills, knowledge and confidence in being an effective leader n Use positive leadership behaviours to maintain a high performing and motivated team, delivering quality services n Succession planning for our next generation of leaders and managers Your Institute of Leadership and Management (ILM) qualification All participants will automatically be registered students with the ILM. As a registered member you will be given access to the ILM website which will provide you with an essential knowledge bank of information and tools. During the programme you will be expected to complete assignments and be part of a wider project working group. This will enable you to build up a portfolio of evidence to demonstrate your learning throughout the programme and will be used to award the qualification. On successful completion of the programme you will achieve an accredited ILM qualification. You will also have the opportunity to progress your development and ILM accreditation status to certificate and diploma levels.

5 The approach 05 The leadership development approach at Southwark Council strives to build sustainable future leaders by developing current and upcoming talent to be equipped with the skills, knowledge and expertise to confidently and competently assume key business leadership positions as they become available. Irrespective of your level of management or experience, the range of programmes on offer (level 2, 3, 5 and 7) will advance existing and aspiring managers to ensure knowledge, skills and expertise are effectively developed and transferred at all levels within Southwark Council and the wider community it serves. Growing current and future talent will ensure there is continuity and consistency in the ability to manage business objectives, maintain talent momentum and support the workforce to move upwards and sideward to support organisational capacity. With a pool of talent developing within our organisation, Southwark Council will be able to move with agility and flexibility to respond and reap emergent business opportunities in times of change, whilst simultaneously channelling both established and untapped potential. Commit Lead and sustain Develop Achieve Implement

6 Commit 06 At all levels of the programme, it is important that each individual has a commitment to growing their knowledge and skills base. This commitment will ripple through to delivering business outcomes and objectives in a clear and consistent way, whilst ensuring that the teams and services they are running are delivering services efficiently and effectively within Southwark Council. Develop Developing your knowledge, skills and experience at any level means individuals have relevant and current knowledge which can be applied effectively. With an emphasis on integrated working across services, sharing knowledge and skills will increase value and maximise efficiency of the team. Therefore, individuals evaluate, reflect, learn and move forward on delivering work projects. Implement With the new skills and knowledge gained, implementing these in the workplace will be an on-going and progressive task from the beginning of the programme and long after completion. With an approach suited to your business environment, you can install and maintain systems to develop your team and the wider organisation of Southwark. Achieve Achieving objectives and strategies will rely on setting up the right work systems and clear procedures. The leadership development programme will build upon and ensure employees understand the expectations of their positions of responsibility and learn different approaches and strategies to best move their team towards excellence, achieving the team, directorates and organisational objectives in serving the Southwark Community. Lead and sustain Individuals in leadership positions will have significant influence as role models. Effectively leading by sharing and developing team knowledge, skills and expertise will create teams of experts in work areas across the organisation which will ensure that the right people, with the right skills take up positions at the right time to lead and sustain Southwark Council in the years to come.

7 Southwark s ILM Approved Centre 07 As an Approved ILM Centre we are able to design, deliver and directly award the qualifications. Our Centre has set high standards and highest pass mark across the ILM qualification industry. This was a deliberate approach to ensure that people attending our programme are provided with high quality training and a stretch to achieve their full potential. Graduating from our Approved Centre will provide you with the confidence that you have achieved the highest level of ILM qualification. By gaining Approved Centre status, the council has been able to respond to the challenges in the modern government business environment.

8 Institute of leadership and management 08 The Institute of Leadership and Management (ILM) was formed in 2001 by the merger of NEBS Management and the Institute of Supervision and Management, and is part of the City & Guilds Group, the UK s largest vocational awarding body. The City & Guilds of London Institute was incorporated by Royal Charter and founded in ILM is responsible for the majority of leadership and management qualifications awarded in the UK. Currently around 90,000 candidates per year register for ILM qualifications, which accounts for well over half of all qualification-based management training undertaken in the UK at all levels. ILM has a growing membership of around 30,000 including both professional members and studying members. This position reflects ILM s reputation for innovation in the design of qualifications and assessment to meet the needs of leaders and managers, their employers and the ILM centres which are partners in delivering high quality education and training provision. ILM has offices in London and Lichfield, and their regional structure divides the UK into geographical regions and the home nations. Currently there are around 200 centres in the UK with an expanding network of overseas centres. Centres are approved from further education, university sector, private sector, private training providers, or the training departments of larger organisations such as local authorities, health trusts and blue chip companies. The overall philosophy of ILM programmes is one of personal development for the individual candidate, which in turn enhances their motivation, company loyalty and effectiveness in the workplace to bring improved organisational performance and measurable benefits to their organisation.

9 The development programmes 09 Our programmes have been designed to incorporate the fairer future values and a management standards framework. This will ensure that your learning is focused on the behaviours and attributes that are essential for leadership in Southwark and modern Government. To start the programme you will be invited to attend an Induction session which will set the scene for the requirements and your commitment. At this session you will be given details of the coaching support you will receive and how to access the ILM website. The Induction will cover the following: n Understanding the context of the programme n Programme overview n The role of the Management Sponsor n Introduction to programme activities n Explaining the different levels of the programme n Understand the personal development plan n Access to online development tools and materials

10 Supervisory Level 2 Award (With optional Certificate level) 10 Target audience Supervisors responsible for the day to day management of the team, which includes the allocation of tasks and resources. As a Supervisor you will have a critical role in the day to day performance of your team. Equally, this is an essential development opportunity for someone wishing to progress to become a Supervisor. Induction Myself as a leader Using change tools Presentation skills Myself as a change manager Feedback day Communicating effectively Managing performance Leading and managing teams programme Induction Myself as a leader Communicating effectively Managing performance Myself as a change manager Presentation skills Using change tools Feedback day Your leadership journey will start by looking at the different elements of the programme and how it links to the Institute of Leadership and management. Exploring the difference between Leadership and Management, looking at a variety of models to support this thinking, reflecting on your own personal approach and identifying your areas for development. Communication and ideas of emotional intelligence that underpin a manager s effectiveness. Understanding your own personal skills and their impact in the workplace. Your role as a leader in managing the performance and development of your team to achieve results and desired outcomes and how they link to department and council-wide goals. Understanding your role as an agent of change and how to manage your team through times of change. You will explore the change process from the personal, emotional, practical and planning perspectives. This workshop covers developing your ability to effectively plan, structure and deliver a presentation. This workshop covers the tools and techniques which will aid you in planning and implementing change and apply them in work-based scenarios. Individual presentation of change project and reviewing the learning from the programme and how this learning can be delivered in the workplace to support continuous personal development.

11 11 Continuing personal development (CPD): Throughout the programme you will be given support to build up your Continuous Personal Development log. Assignments: The programme will involve the submission of three assignments to demonstrate your understanding and application of your learning. The programme will be delivered across a variety of venues around the borough: The venues will include: Salmon Centre, Integrated Waste Management Facility, Albrighton Centre, Kingswood House, Cambridge House and Canada Water. You will have the opportunity to hear how each organisation contributes to the community. Pre-work: Prior to the commencement of the programme you should meet with your Manager to develop your Personal Development Plan. This should include areas of strength and development linked to the programme content. This will be reviewed and updated throughout the programme. A copy of the plan will be sent to you prior to the start of the programme. On completion of the above modules and assignments, you will obtain the following ILM units: Unit Leading your work team Improving performance of the work team Understanding change 1 Credits 2 1 1

12 First line Management Level 3 Certificate (With optional Diploma levels) 12 Target audience First line managers who are responsible for day to day operation of the business, which may include responsibility for effective budget management control. You will be responsible for organising people and resources. As the first line manager, you will have a critical role in performance and development of your staff. Equally this is an essential development opportunity for someone wishing to progress to a management role. Induction Leadership and management fundations for success Being strategic learning from others Leading and driving service improvements Presenting and influencing for success The art of leadership Leading change Consolidating success Feedback day Developing our future leaders programme Induction Leadership and management - laying the foundations for success Being strategic and learning from others The art of leadership Presenting and influencing for success Leading on service improvement Leading change Consolidating success Feedback day Your leadership journey will start by looking at the different elements of the programme and how it links to the Institute of Leadership and management. Your leadership journey will start by exploring the different approaches to leadership and management, looking at a variety of models, your own leadership styles and their application in the public sector context. Understand what it means to think and act strategically. Incorporating your practice in leading and managing workplace projects. Explore the dynamics of Southwark, using an appreciative approach to support the identification of strategies for one or more specific areas of improvement by undertaking a workplace project. Preparing a presentation that draws upon the reports individuals or groups have drawn up. This session looks at influencing and persuading for improvement and how to communicate difficult messages effectively. This module will focus on how to create a team culture where customers are at the centre and individuals go the extra mile to deliver. Individuals will learn how to identify future directions, needs and strategies for driving services and enhancing people performance. Change is a necessary and beneficial part of service development. Individuals will explore how to effectively lead and manage your team in times where change is critical. This module will look at ways to balance support and challenge, together with the team s resilience. Learning will be captured to consolidate success, reflecting on your individual strengths and journey as a leader and how these will be delivered in the workplace to support continuous professional development. You, with the rest of your group will gather feedback on group and individual experiences of the developing our future leaders programme, providing improvements for future groups.

13 13 Continuing personal development (CPD): Throughout the programme you will be given support to build up your Continuous Personal Development log. Assignments: The programme will involve the submission of assignments to demonstrate your understanding and application of your learning. The programme will be delivered across a variety of venues around the borough: The venues will include: Salmon Centre, Integrated Waste Management Facility, Albrighton Centre, Kingswood House, Cambridge House and Canada Water. You will have the opportunity to hear how each organisation contributes to the community. Pre-work: Prior to the commencement of the programme you should meet with your Manager to develop your Personal Development Plan. This should include areas of strength and development linked to the programme content. This will be reviewed and updated throughout the programme. You will receive a copy of the plan prior to the programme. On completion of the above modules and assignments, you will obtain the following ILM units: Unit Understanding leadership Understanding innovation and change Understanding how to motivate to improve performance Managing workplace projects Developing yourself as a team leader Understanding the management role to improve management performance Credits

14 Coaching in the workplace Level 3 Award 14 Target audience First line managers and team leaders who want to develop their skills in coaching and mentoring in the workplace. You may be a line manager or team leader where coaching or mentoring forms a significant part of the work you do (previous apprentices and/or managers who have coached or mentored Southwark apprentices with Southwark Council or their partners). You have played a key role in supporting our approach to transfer knowledge and skills to upcoming talent, whilst encouraging and instilling confidence in those embarking on the early stages of their career. My coaching journey Good practice in coaching Organising workplace coaching Coaching in practice Supervised workplace coaching Action learning sets The reflective coach My coaching review Coaching in the workplace My coaching journey Good practice in coaching Action learning sets Organising workplace coaching Supervised coaching in the workplace Coaching in practice The reflective coach My coaching review Your coaching journey will begin by looking at different elements of the programme and how it links to the Institute of Leadership and Management. Your induction will discuss the commitment required by yourself and support which will be provided. You will learn to describe the roles, responsibilities, characteristics and behaviours of an effective coach in the workplace. You will assess the importance of overcoming possible barriers to ensure that workplace coaching is effective and assess your own ability to use a range of interpersonal communication strategies, giving effective feedback to learners. Throughout the programme you will be given the opportunity to have discussions on your progress, providing facilitated peer support in smaller networking groups. You will use resources to identify safe and effective coaching in the workplace. Your ability to monitor, assess and record learner progress towards their goals will grow and develop. The use of coaching records will aid in identifying your own areas of development. You will plan and organise workplace coaching sessions, undertake coaching in the workplace and review your own workplace coaching performance. The practical coaching experience will involve you coaching an individual in the workplace for a minimum of 6 hours and having the opportunity to use and develop your current knowledge, skills and expertise in this area of coaching. Throughout your coaching experience, you will learn about yourself both as an individual and as a coach. It is important that you take time to reflect on what you have learnt and evaluate ways in which you will implement new skills and behaviours. Consolidation review of your learning and coaching experience. Mapping your goals and how you will transition this into practice to support our organisational approach to development, coaching and mentoring.

15 15 Coaching diary: You will be provided with this tool and templates to help you plan, track and review the development of the individuals that you will be coaching, along with capturing records for the coachee and their sponsor. Assignments: This programme will involve the submission of two assignments to demonstrate your understanding and application of your learning. On successful completion of the above modules, your assignment and delivery of work based project, you will obtain the following ILM units and an award in level 3 coaching in the workplace. Module Understanding good practice in workplace coaching Organising workplace coaching Undertaking supervised coaching in the workplace Credits 3 2 3

16 Business Management Level 5 Certificate (With optional Diploma levels) 16 Target audience Business managers with the responsibility for operational delivery and financial management control; directly responsible for making council strategy happen in the delivery of our services. You will be responsible for the management and development of a large staff group. This would be typically a manager that reports to a Head of Service. Equally, this is a development opportunity for someone aspiring to become a business manager, who has demonstrated the right aptitude and ability for career progression. My leadership journey Leadership and management Coaching as a leadership style Leading and managing change Achieving behavioural change Understanding and developing emotional intelligence Political acumen Managing business performance Leadership in practice Senior business management programme My leadership journey Leadership and management Coaching as a leadership style Understanding and developing emotional intelligence Achieving behavioural change Leading and managing change Political acumen Managing business performance Leadership in practice Your leadership journey will start with reviewing your areas of strength and development, creating your personal development plan, which will be reviewed throughout the programme with the support of an individual coach. Exploring the different approaches to leadership and management, and their application. We will be focusing on developing your personal leadership style. Developing staff so that they can increase capacity and resilience is a key role for leaders. We will introduce practical models to strengthen this key competence. Increasingly seen as a key driver for effectiveness, we will be looking at frameworks for emotional intelligence and focusing on identifying individual strengths. Successful resolution of some of the greatest challenges facing government and business today relies on our ability to change behaviours and habits. This session will explore what influences human decision making and lead to meaningful behaviour change. The pace of change in the public sector has been so fast that few have had time to think how to lead and manage change. We will be exploring leadership approaches and how to apply these in the business context. Understanding and influencing the Political and political dimensions of the public sector leadership is a vital skill. We will be discussing the challenges with Councillors and senior leaders experienced in this field. Motivation, engagement and managing by outcomes, as well as practising the challenging conversations required to lead a high performing business. Consolidation review of your leadership learning, reflecting on your individual areas of strength and updating your personal development plan (CPD) to map out your development goals and how you will put this into practice

17 17 Continuing personal development (CPD): Throughout the programme you will be given support to build up your CPD profile and career portfolio. This will be designed to assist your continued development, and will form evidence towards your formal ILM qualification. Coaching support: You will be given the opportunity to have periodic coaching sessions to provide a reflective discussion on your progress, positive application of your 360 development assessment and strengths finder analysis and your plan for continuing leadership skills development. Strategic project: You will be required to work with your colleagues on a strategic project, involving partnering with an external organisation, aligned to a council priority. Assignments: The programme will involve the submission of two assignments and your CPD to demonstrate your understanding and application of your learning. The programme will be delivered across a variety of venues around the borough: The venues will include: Better Bankside, Salmon Centre, Southwark Resource Centre, Albrighton Centre, Integrated Waste Management Facility, Camberwell and Dulwich Library. You will have an opportunity to hear how each organisation contributes to the community. Pre-programme: You will be provided with an online leadership 360 skills assessment tool and a strengths finder leadership styles analysis tool. It is important that you complete both the online analysis exercises before the start of the programme and bring your completed assessments with you to discuss at your introductory individual coaching session. Access: You will have access to a reading list and library for additional reading and literature to assist you in your learning. Module Managing own continuing professional development Managing projects in the organisation Developing and leading teams to achieve organisational goals and objectives Credits

18 Executive coaching and leadership mentoring Level 7 Certificate 18 Target audience Senior managers and experienced professionals who want to develop their expertise and credibility in the field of coaching and mentoring, and become part of the council s coaching team, playing a key role in supporting our approach to knowledge transfer and succession planning for our next generation of leaders and managers. This is a Masters-level qualification that will equip you with professional coaching and mentoring skills involving practical skills-based development and a nationally recognised coaching qualification. Programme overview The programme will involve: n 5 days of workshop learning n 20 hours practical coaching assessed using a coaching diary, reflective notes and assessment diagnostic tools n Action learning sets to reinforce the individual learning and provide peer support review n work-based assignment The programme This programme is at the highest level of our leadership programme and critical to supporting our organisational culture of leading and inspiring, and to develop our future workforce leadership and management capacity. Therefore, the programme will only consist of 6 participants to maximise the quality and individual learning, and create focussed action learning sets to optimise the outcome. Coaching in context Understanding your approach to coaching Coaching at a strategic level The coaching experience Action learning sets Coaching diary and diagnostics Consolidating success Coaching in practice

19 19 Understanding the context of coaching Work based assignment/ research project Action learning sets Undertaking coaching at a senior and strategic level The coaching experience Reflecting on your ability as a coach Two day workshop 5,000 word assignment Half day workshops (x3) 1 day workshop 21 hours coaching three people (7 hours per person) 1 day workshop and a reflective log (assignment) Building your knowledge and skills to understand the context of coaching and mentoring to influence and build strategic leadership and management capacity. Reflecting on your own ability to perform effectively as a coach practicing at a senior level and supporting the council s approach to succession planning. Group and individual reflections and peer review. The action learning sets will be held before, during and after the practical coaching sessions. Embedding the skills and knowledge to coach, introducing the coaching diary and reflective diagnostic tools. The practical coaching experience will involve you coaching three people (a total time of 7 hours per person involving four coaching sessions) over an agreed specified time period. The coaching will be with individuals participating in the Leadership and Management Programme, at level 2 and level 3. Consolidation review of your learning and coaching experience, and mapping your goals and how you will put this into practice to support our organisation approach to succession planning for the next generation of leaders and managers. Coaching support and action learning sets: Throughout the programme you will be given the opportunity to have periodic coaching sessions to provide a reflective discussion on your individual progress, and also participate in group action learning sets providing facilitated peer support. Coaching diary: You will be provided with this tool and templates to help you plan, track and review the development of the people that you will be coaching, along with capturing records for the coachee and their sponsor. Pre-programme work: Completion of a self assessment coaching intervention skills questionnaire that will form the foundation of your coaching CPD.

20 Your learning portfolio and assessment process 20 For each module you will be required to complete a work based assignment that will be assessed against a set learning criteria. Feedback and guidance will be provided throughout the programme. It is important that you maintain your learning portfolio throughout the programme, as this will be the evidence submission towards your qualification. Candidate guidance n For each assignment you will have to demonstrate your learning against specific criteria n An approximate word count is shown for each mandatory assessment n The total marks for each section and the minimum required to pass is shown in brackets on each mandatory assessment n It is critical that you address all the assessment criteria related to each assignment n Remember that the Centre Manager, line manager and the assessor are there to support and guide you n All your learning materials and portfolio will be kept confidential and secure n Assignments must be your own work and do not plagiarise work from others. However, it is appropriate and expected that you include sources of research and copies of materials that support your submission

21 Your development planning 21 The learning and activities in your programme are intended to help you develop the knowledge, skills, and confidence to become an effective business manager. The best development occurs where the learner is actively involved, sets clear goals and regularly reviews their own progress. During the programme we will provide you with a Reflective Log to enable you to map and review your goals and achievements throughout the programme. As you progress throughout the programme, you will be able to review your development and experiences and make a note of what you are learning and how you are applying it. As part of your development programme you will be given the opportunity to attend a group coaching sessions. This will provide an opportunity for you to discuss your progress, to make sure that you re on track with your goals and identify areas where you are demonstrating success with challenges. Supporting your learning The programme is designed to provide you with continuous and structured support throughout your learning. You and your line manager will meet regularly to review progress and to discuss how you can apply your learning in the workplace. You will have scheduled coaching sessions. Of course, you can also support each other both during sessions and informally, utilising action learning sets to build on subject matter, apply and discuss in practical work based scenarios. Assessing your work All of the modules provide the learning and evidence towards your ILM qualification. By attending all of the modules and successfully completing your assignments you will be awarded credits for the units. You will be expected to complete a series of assignments and work-based projects to demonstrate your learning. These will take a variety of forms including written work, reflective reviews and presentations. Key submission dates will be set early in the programme.

22 Arrangements for candidates requiring reasonable adjustments or special consideration 22 Southwark and ILM are taking a positive approach in providing a range of flexible and responsive assessment strategies and variations in methods of assessment. It aims to provide the same access to assessment for candidates with requirements for reasonable adjustments or special considerations as for all other candidates. The assessment process will be reviewed on an individual basis to ensure that any special needs or adjustments are in place, providing equality and fairness to all in the assessment process. Advice and support will be obtained from professional bodies interested in both the occupational and educational opportunities for people needing reasonable adjustments or special considerations for each case as required. Examples of reasonable adjustments and special considerations Hearing impairment Arrangements may include the use of communicators/interpreters (including lip speakers), extra time allowance and mechanical/electronic aids. In addition, candidates whose hearing loss results in a possible linguistic disability may be provided with assessments with appropriately modified wording, as recommended by a specialist teacher of the deaf. The centre may also use induction loops. Visual impairment Arrangements may include an amanuensis, a reader, tapes, question papers with large print, Braille, use of a keyboard to produce typescript answers or raised type responses to a question paper, extra time allowance in a written, time-constrained assessment, and appropriate mechanical/electronic aids. Physical impairment permanent or temporary In cases of physical impairment or temporary incapacities, candidates may be allowed the use of a reader, amanuensis and/or interpreter, extra time allowance and appropriate mechanical/electronic aids. Learning difficulties In the case of candidates with specific learning difficulties/dyslexia, arrangements may include an amanuensis and/or a reader, extra time allowance, tapes and use of a keyboard to produce typescripts of answers. Arrangements for candidates with other learning difficulties may include an amanuensis and/or a reader, extra time allowance and other audio/visual aids as appropriate to the needs of the individual. Medical conditions In cases of candidates with medical conditions such as diabetes, epilepsy and respiratory disorders, individual cases will be considered on their merits. Where genuine medical reasons prevail, additional time allowance can be considered each case being decided upon its merits.

23 Southwark s policies 23 Below you will find the links to the following Southwark s policies relevant to this programme: n Use of Language n Plagiarism and Cheating n Conflict of Interest n Malpractice and Maladministration n Equality and Diversity n Appeals Procedure n Data Protection For more information or general enquiries regarding the programme please contact organisationaldevelopment@southwark.gov.uk or call

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