ILM Award in Leadership and Management Level 3 and 5. Candidate Handbook

Transcription

1 ILM Award in Leadership and Management Level 3 and 5 Candidate Handbook

2 Background to Impellus Impellus is a privately owned company with its main office in Hertfordshire and with a consultancy centre in New Bond Street, London. Formed in 2008, it's run and managed by a team who all share many years of experience in learning and development, as well as commercial application and business management. Impellus improves the performance of key individuals, teams and organisations. We provide training, learning and development programmes, coaching, consultation and strategic development work to organisations of all types and sizes, including to many household-name organisations. We are not sector-specific, instead helping senior leadership teams to maximise the value of their people and teams. The Institute of Leadership and Management (ILM) The Institute of Leadership and Management (ILM) was established in November 2001 from the merger of NEBS Management and ISM (Institute for Supervision and Management), and was formally launched on 10 October ILM is part of the City & Guilds Group. The City & Guilds of London Institute was incorporated by Royal Charter and founded in ILM is now one of the largest specialist Institutes for management development, qualifications and membership in the United Kingdom. Currently around 70,000 candidates register for ILM qualifications, which accounts for well over half of all qualification-based management training undertaken in the UK, at all levels. Membership as at September 2003 was in excess of 17,000. Through its involvement with standards-setting bodies, ILM is in the forefront of development in S/NVQs, and has developed a complete suite of vocationally related qualifications (VRQs) The Institute has developed a unique approach, offering a choice of complementary S/NVQ awards or more conventional routes to qualifications the VRQs plus related learning resources. Qualifications are available for all levels, from team leader to senior manager, with specialist awards for those involved in the management of personnel and quality. A range of qualifications for business/owner start up, management and support is also available. Aims of Management Development The success of every organisation depends upon the performance of its people. When people are effectively managed and led, the organisation is likely to be successful. It is therefore a critical role of all organisations to invest in the development of its leaders and managers. This programme will improve the performance of all those who attend and consequently the performance of not only the people they manage, but the organisation as a whole.

3 Expectations and Benefits Successful candidates may benefit from career enhancement and/or progress towards further qualifications, according to their circumstances. ILM qualifications are recognised by a wide range of professional bodies, and universities. Increasingly employers are demonstrating a commitment to training their workforce and providing employees with transferable recognition of their skills. Membership of ILM All registered candidates automatically receive access to ILM membership for one year with benefits which include: Harvard Business Publishing online reference modules covering leading and motivating, delegating, time management, finance and budgeting, team management and coaching Harvard Business Publishing s Stepping up to Management programme, designed to help new managers become effective quickly Edge online, ILM s no-nonsense management magazine, packed with practical tips Study guides essential information about assessments for ILM qualifications Reading lists for ILM qualifications and for key management and leadership topics Evening events with input from a guest speaker and opportunities to network with other members one free place for each studying member ILM jobs board plus expert career development advice Books for loan and e-books for online browsing 24/7 plus e-journals with thousands of titles to choose from A fantastic range of money-saving services, to improve your work-life balance and your bank balance. Discounts on gym membership, holidays, hotels, airport parking, magazines, CDs, DVDs, books, family days out plus car, home, medical and professional indemnity insurance and more Learners can activate their studying membership for free at any time by visiting For further information on studying membership, contact the ILM Membership team on or send an to membership@i-l-m.com

4 Assessment and Appeals Procedure Where a learner wishes to appeal against an assessment decision made by the Centre, the following points apply: The appeal must be made in writing and addressed to the Centre Manager. The appeal must be made within 14 working days of the learner receiving the assessment decision Receipt of the appeal will be acknowledged within 5 working days, in writing to the learner The original piece of work will be re-assessed by ILMA Their decision will be final The outcome of the appeal will be notified in writing to the learner within 30 working days of the receipt of the appeal Resources ILM offers its centres a range of learning resources and support materials/tools to assist in the teaching and learning of ILM qualifications. ILM also validates high quality third party learning resources. Please see the ILM website or the ILM Customer Services Team at: customer@i-l-m.com Tutors of learning sessions will use a variety of resources including PowerPoint, workbooks and handouts. They will use a range of teaching methods including formal input/lectures, group work, discussions and research tasks. They will also suggest relevant additional reading relevant to the mandatory and optional units taken. This reading list will vary by learner requirements to ensure the best fit for each industry sector and role type.

5 Roles and Responsibilities Courses will be facilitated by David Shimkus Centre Manager and David Ross Learning and Development Project Managers. Internal Verifier (IV) The ILM s own assessment team (ILMA) will carry out all assessments of work submitted for each unit to ensure that learner receive the best possible quality of assessment possible. External Verifier (EV) They are appointed by the Institute of Leadership and Management as part of their Quality control procedures. Every centre accredited by ILM has an External Verifier allocated for its programmes. The ILM Verifier has three main functions: o To monitor standards of the programme provision and assessment o To support centres in establishing and developing effective programmes o To act as a channel for information between centres and ILM As part of their function, the EV will monitor a sample of assessed work. It is quite likely that they will visit learners during the course of the programme of study. Impellus use ILMA so the role of External Verifier is reduced in regards to the assessment of assignments. You - the Learner Learners are expected to attend all the sessions. Learners are expected to appear at each session punctually, prepared, properly equipped and interested. Tutors will always do their best to help you to be successful, and are happy to answer any questions on any area that you do not understand. Line Managers A successful outcome for you is bound to be of value to your organisation. We hope very much that your line manager will take an interest in your studies and will be a useful source of information and advice. We suggest that you explain to him or her from the outset, what you are doing and what he or she can do to help. Mentor It is hoped that each learner will find a member of staff at her or his place of work who is able to act as mentor. This person may or not be the line manager. The mentor s role is to provide support and encouragement. Mentors can be invaluable in offering help and advice in programmes that involve work-based assignments or projects.

6 Level 3 Award in Leadership and Management Qualification Purpose and Aim Who are these qualifications for? The Level 3 Award in Leadership and Management is ideal for individuals who have management responsibilities but no formal training, and are serious about developing their abilities. It particularly supports practising team leaders seeking to move up to the next level of management, and managers who need to lead people though organisational change, budget cuts or other pressures. Benefits for individuals Gain a range of key management skills and put them into practice in their own role Build their leadership capabilities motivate and engage teams, manage relationships confidently Develop their leadership and management skills using their own knowledge, values and motivations. Benefits for employers Effective and confident first-line managers Better relationships and communication in teams Proven skills to get this qualification, managers will need to show that they can transfer their new skills to your organisation Managers with the tools to develop their own skills and abilities.

7 Qualification Structures and Details ILM Level 3 Award in Leadership and Management Qualification Accreditation No: 600/5934/5 Planned Operational Start Date: 01/09/2012 Registration End Date: 31/08/2015 Certification End Date: 31/08/2018 Credit Value: minimum 4 and maximum 12 credits Induction: At least 1 hour Tutorial Support: Guided Learning Hours (GLH): Duration: Rules of Combination: Minimum 2 hours The overall guided learning hours for the programme depends on the specific units selected, combined with the additional induction and tutorial support cited above. To be completed in 3 years Learners are required to attain a minimum of 4 credits from units in group 1 in order to achieve this qualification. Note: Unit is out of the scope of this qualification Assessments: Criterion assessment applies to all units within this qualification (i.e. the learner must adequately evidence each assessment criterion). For further details see the ILM recommended Mark-Sheet for each unit. The Impellus Approach ILM Level 3 Award in Leadership and Management Mandatory Optional (choose 2 courses from the 4 outlined below) Leadership Skills Coaching skills for managers Development (unit Understanding good practice in workplace coaching) (unit understand leadership styles) Effective communication skills (unit Understanding the communication process in the workplace) Developing winning teams (unit Understand how to establish an effective team) Time, people and resources (unit Understanding organising and delegating in the workplace)

8 Assessment Criteria (Mandatory unit) Leadership skills development Title: Understanding leadership (unit ) Level: 3 Credit value: 2 Unit guided learning hours 6 Learning outcomes (the learner will) Assessment criteria (the learner can) 1 Understand leadership styles Describe the factors that will influence the choice of leadership styles or behaviours in workplace situations Explain why these leadership styles or behaviours are likely to have a positive or negative effect on individual and group behaviour 2 Understand leadership qualities and review own leadership qualities and potential Assess own leadership behaviours and potential in the context of a particular leadership model and own organisation s working practices and culture, using feedback from others Describe appropriate actions to enhance own leadership behaviour in the context of the particular leadership model

9 Assessment Criteria (optional units) Coaching skills for managers Title: Understanding good practice in workplace coaching (unit ) Level: 3 Credit value: 3 Unit guided learning hours: 9 Learning outcomes (the learner will) Assessment criteria (the learner can) 1 Understand the context for effective workplace coaching Describe and define the purpose of workplace coaching Explain the role and responsibilities of an effective workplace coach Describe the behaviours and characteristics of an effective workplace coach Explain how coaches should contract and manage confidentiality to coach ethically 2 Understand the process and content of effective workplace coaching Explain how to manage a coaching process agreeing goals and following a simple coaching model Explain the range of tools and techniques (including diagnostic tools and those exploring learning preferences) that can be used to support effective coaching Explain why it is important to maintain basic records of coaching activity and what these should contain Recognise any potential barriers to coaching in the workplace and explain suitable strategies to overcome these barriers

10 Effective communication skills Title: Understanding the communication process in the workplace (unit ) Level: 3 Credit value: 2 Unit guided learning hours 7 Learning outcomes (the learner will) Assessment criteria (the learner can) 1 Understand the nature and importance of the communication process in the workplace Explain the importance of effective communication in the workplace Describe the stages in the communication cycle Identify possible barriers to communication in the workplace Explain how to overcome a potential barrier to communication 2 Understand the methods of communication Describe the main methods of written and oral communication in the workplace and their uses Identify the main advantages and disadvantages of written methods of communication Identify the main advantages and disadvantages of oral communication Explain how non-verbal communication can influence the effectiveness of oral communication Explain the value of feedback in ensuring effective communication 3 Be able to assess own effectiveness in communication Assess own performance in a frequently used method of communication Identify actions to improve own performance in communicating

11 Developing winning teams Title: Understand how to establish an effective team (unit ) Level: 3 Credit value: 1 Unit guided learning hours 5 Learning outcomes (the learner will) Assessment criteria (the learner can) 1 Understand how to develop and maintain effective working relationships Explain the benefits of effective working relationships in developing and maintaining the team Describe behaviours which could develop and maintain trust at work Explain the role of communication in developing effective team working 2 Understand how to build a team Explain the differences between a group and a team Describe the stages of an established model of group formation Explain how a manager could benefit from knowing team members preferred roles as defined in an established team role model

12 Time, people and resources Title: Understanding organising and delegating in the workplace (unit ) Level: 3 Credit value: 1 Unit guided learning hours 4 Learning outcomes (the learner will) Assessment criteria (the learner can) 1 Understand how to organise people to achieve objectives Explain the importance of making effective and efficient use of people s knowledge and skills while planning a team s work to achieve objectives Explain how to identify the appropriate person for an activity in the workplace Explain how human resource planning can be used to assure output and quality in the workplace 2 Understand how to delegate to achieve workplace objectives Explain how to delegate tasks effectively Describe the benefits of empowerment in the workplace Identity barriers to delegation and how these can be overcome Explain a technique that could be used to monitor the outcomes of delegation in the workplace

13 Level 5 Award in Leadership and Management Qualification Purpose and Aim Who are these qualifications for? The Level 5 Award in Leadership and Management is designed for practising middle managers, helping them to develop their skills and experience, improve performance and prepare for senior management responsibilities. Benefits for individuals Use core management techniques to drive better results Develop your ability to lead, motivate and inspire Provide strategic leadership as well as day-to-day management Benchmark your managerial skills Raise your profile in your organisation. Benefits for employers Encourage strategic thinking at this level of management, to foster business improvement Engage middle managers with training and development this qualification is designed to provide clear, measurable benefits to career-minded professionals Customise this qualification to your development needs.

14 Qualification Structures and Details ILM Level 5 Award in Leadership and Management Qualification Accreditation No: 600/5855/9 Planned Operational Start Date: 01/09/2012 Registration End Date: 31/08/2015 Certification End Date: 31/08/2018 Credit Value: Minimum 6 and maximum 12 credits Induction: At least 1 hour Tutorial Support: Guided Learning Hours (GLH): Duration: Rules of Combination: Minimum 3 hours The overall guided learning hours for the programme depends on the specific units selected, combined with the additional induction and tutorial support cited above. To be completed in 3 years Learners are required to attain a minimum of 6 credits from units , 522, 523, in group 1 in order to achieve this qualification. Assessments: Criterion assessment applies to all units within this qualification (i.e. the learner must adequately evidence each assessment criterion). For further details see the ILM recommended Mark-Sheet for each unit. The Impellus Approach ILM Level 5 Award in Leadership and Management Mandatory Optional (choose 1 course from the 3 outlined below) Senior Management Business development and Account Management (unit Managing customer relation) (unit becoming an effective leader) Investigating Operational Efficiencies (unit Managing improvement) Presenting to win (unit Understand how to establish an effective team)

15 Assessment Criteria (Mandatory units) Senior management and leadership Title: Becoming an effective leader (unit ) Level: 5 Credit value: 5 Unit guided learning hours 9 Learning outcomes (the learner will) Assessment criteria (the learner can) 1 Understand own ability to fulfil key responsibilities of the leadership role Evaluate own ability to use a range of leadership styles, in different situations and with different types of people, to fulfil the leadership role Use theories of emotional intelligence to review the effect of emotions on own and others performance 2 Be able to evaluate own ability to lead others Review own ability to set direction and communicate this to others Review own ability to motivate, delegate and empower others Produce a personal development plan to improve own ability to lead

16 Assessment Criteria (optional units) Business development and account management Title: Managing customer relations (unit ) Level: 5 Credit value: 3 Learning outcomes 1. Be able to use environmental scanning to find and retain customers Assessment criteria 1.1 Conduct an environmental scan of the business environment in which your organisation operates 1.2 Analyse factors that impact upon the organisation s ability to find new customers and retain existing customers 1.3 Use the results of the environmental scan, to plan strategies to improve the organisations ability to find and retain customers. 1.4 Lead the implementation of strategies to improve the organisation s ability to find and retain customers 2. Understand how the customer supply chain operates to meet customer requirements 2.1 Appraise the customer supply chain to identify any strengths, weaknesses, opportunities or threats 2.2 Use the results of the audit to recommend strategies to improve your organisation s ability to meet customer requirements

17 Investigating operational efficiencies Title: Managing improvement (M5.02) Level: 5 Credit value: 3 Learning outcomes 1. Understand the effectiveness of the organisation and own ability to manage and improve quality to meet customer requirements Assessment criteria 1.1 Critically assess the organisation s effectiveness in managing quality to meet or exceed customer requirements 1.2 Evaluate own ability to manage quality to meet or exceed customer requirements 2. Be able to plan and implement projects to meet, and if possible exceed, customer requirements 2.1 Develop an improvement plan that is designed to meet and, if possible, exceed customer requirements 2.2 Implement improvement plans designed to meet or exceed customer requirements

18 Presenting to win Title: Making professional presentations (unit ) Level: 5 Credit value: 2 Learning outcomes (the learner will) 1 Be able to plan a professional presentation Assessment criteria (the learner can) 1.1 Identify the aims and objectives of the presentation 1.2 Identify the intended audience for the presentation, assessing their level of understanding of the presentation topic 1.3 Research, evaluate and select information on the presentation topic 1.4 Plan the content and structure of the presentation and prepare visual aids and any other materials required for the presentation 1.5 Prepare the location and any equipment required for the presentation 2 Be able to deliver a professional presentation 2.1 Present your subject matter supported by facts at an appropriate level of understanding for the audience 2.2 Respond appropriately to questions from the audience 3 Be able to evaluate own ability to make professional presentations 3.1 Use feedback from the audience to evaluate own ability to plan and structure a professional presentation 3.2 Use feedback from the audience to evaluate own ability to deliver a professional presentation 3.3 Implement improvements to own professional presentations