FLAME: Foundational Leadership And Management Expertise
In any growing organisation, the (First Time Manager) FTM population comprises the critical leadership mass. However, it’s tough to transition from being an individual contributor who performs well, to suddenly, a leader who must continue to perform well plus lead a team. Organizations embark on a First Time Manager training program because many first-time managers feel, no one understands what they’re going through.
The Numbers Prove it:
20% of first-time managers are doing a poor job, according to their subordinates.
26% of first-time managers feel they were not ready to lead others to begin with.
Almost 60% say they never received any training when they transitioned into their first leadership role.
New leaders are 4X more likely to underperform in their new roles as compared to senior managers
No wonder 50% of transitioning First Time Managers in organizations are rated as ineffective.
Objectives
- Leadership training programs for First-Time Managers build an understanding of the role of a new leader as well as the competencies required in the people manager role.
- Provide the critical resources for the development of the essential knowledge, skills and mindset needed for an effective transition to a leadership role.
- Build higher-order managerial skills to become more effective as a people leader.
- Enable creation of the next line of leadership.
Who Should Attend?
Entry-level Managers – First-Time Managers who are transitioning from an individual contributor role to a People Manager role.
Well transitioned FTMs – People Managers who have transitioned well into the role but need further managerial skill development.
Key Learning for Participants
- Understanding the Implications of transitioning from an Individual contributor role to a people manager role.
- Applying the fundamental concepts of people management like authority, empathy etc in the new role.
- Developing, supporting and empowering team members to higher performance levels.
- Manage self, pre-empt challenges and manage stakeholders for enhanced productivity.
Business Impact for Organization
- Increased role effectiveness of the new managers comes from any First Time Manager training
- Minimal loss of productivity reduced ambiguity and better predictability of results
- Reduced conflicts and higher team engagement
- The overall development of leadership competencies to achieve strategic business objectives
Design Elements
Organisational diagnostics
Individual assessment
Training workshops
webinar
Coaching sessions
Certification
Delivery Elements
Facilitation / presentation
Activity / simulations
Role play / real play
Case study Discussion
Audio Visuals
Technology blending
Diversity and Inclusion Labs
Research shows that companies with higher levels of gender diversity and inclusive practices are likely to deliver strong results. Diversity and Inclusion (D&I), is focused to sensitize the client system organization experientially and orient it mentally to not tolerate but celebrate differences is an important ingredient to create business impact. Also, with an increasing number of Millennials in the workforce, inclusive work cultures characterized by openness towards others and appreciation of individual differences are likely to produce teams that are more productive.
Towards corporate leadership development, GrowthSqapes offers diversity and inclusion training as a whole system intervention. Our approach to Diversity and Inclusion training program for any organization is to take it as an organizational development intervention, aiming a well-planned gradual cultural change in the client-system organization towards being a highly aware and highly sensitive organization to issues of D&I.
Objectives
- Provide a clear contextual understanding of what diversity means and what it is not.
- To raise greater sensitivity and awareness to issues of diversity.
- To challenge our assumptions, dogmatic notions, biases and stereotypes and accept diversity issues that are well beyond the commonly accepted and assumed categories.
- To recommend behavioural tools and techniques for fostering a more cohesive, inclusive and diverse workplace.
Who Should Attend?
- Entry-level managers transitioning from individual contributor roles to people manager roles, leaders & managers having reporting relationship with a diverse workforce, or those managers who have a fair share of remote management across geographies.
Key Learning for Participants
- Realize that all diversity is to be respected, to be given the space that they normally require.
- Learn to rewire their perceptions and associations in relation to gender, cultural differences, differences in work approaches, differences in social, cultural and geographical norms.
- Build awareness, sensitivity and empathy originations in in-practice handling of diversity situations.
- Understand the sensitivity, realization and adoption of an Inclusive Mindset.
Business Impact for Organization
- Reinforcing the socio-cultural values within the organization.
- Enhancing the level of engagement by enhancing the degree and extent of inclusions.
- Helps attract and retain high performing talent, while sustaining motivation and efficiency of employees.
- Enhances uninhibited free-thinking towards innovation and creativity amongst employees.
Design Elements
Diagnostics at Group Level
Individual Orientational assessments
Training workshops
webinar
Coaching sessions
Delivery Elements
Facilitation / presentation
Activity / simulations
Role play / real play
Case study Discussion
Audio Visuals
Technology blending
Performance Dialogues
Performance conversations with the team members about their development are an essential component of successful performance management and can really help organisations drive business impact. But great performance conversations, those that are open, honest and two-way are difficult to get right. Too often the responsibility falls on the line managers, most of whom will have some training in performance management but few of whom woud have been trained specially in the difficult art of managing a performance conversation.
GrowthSqapes believes that line managers need to be developed to ensure performance management conversations are handled in a way that makes all team members and especially the more talented ones feel valued and are encouraged to remain engaged.
Objectives
- Build an understanding of the role of a leader in enabling and managing performance.
- Develop higher-order managerial skills pertaining to managing performance.
- Drive performance culture.
- Build consistency between performance and reward.
Who Should Attend?
Entry-level Managers – First-Time Managers who are transitioning from an individual contributor role to a People Manager role.
Well transitioned FTM – People Managers who have transitioned well into the role but need further managerial skill development.
Key Learning for Participants
- Understand the process of setting goals and performance expectations.
- Creating and observing the measure of success.
- Learning the skill of review and feedback to drive performance.
- Learning to motivate to sustain performance.
Business Impact for Organization
- Improved role effectiveness of the new managers.
- Improved productivity and predictability of business results.
- Reduced attrition and a higher level of Team Engagement.
- Positive impact on the performance and morale of the team.
Design Elements
Organisational diagnostics
Training workshops
webinar
Coaching sessions
Certification
Delivery Elements
Facilitation / presentation
Activity / simulations
Role play / real play
Case study Discussion
Audio Visuals
Technology blend