A developmental approach to-
- Introducing flexible approaches
- Improving relationships
- Understanding the law
How do you manage individuals that are largely autonomous and self-determining?
The search for talent is becoming a critical issue so that organisations can:-
- Rely on individuals to deliver significant results
- Manage risk and improve quality
- Provide the workforce with more balanced and flexible lives
This involves briefing staff better, giving them the space to interpret their role and allowing them the opportunity to review their performance. We give too little time to this process.
“As a result workers are stressed, burnt out and overworked”
A manager is often a’ professional first and a manager second’. Expectations placed on managers rarely allow time for reflection and effective supervision. Managers need both systems and skills. The development of these will both release the potential of individuals and allow managers more time to fulfil their own responsibilities.
How This Could Help Your Managers:
Identify your organisations requirements:
- Understand the issues of flexible management
- Share and improve current practice
- Understand what works and what doesn’t
- Explore personal attitudes towards productivity and flexibility
- Plan an effective management and development strategy.
- Identify appropriate and effective tools for monitoring and managing performance: appraisals, risk banding, file reviews, assessment tools, feedback tools.
- Developing their skills in: agreeing objectives, observation, monitoring and recording, coaching, providing feedback, identifying development needs, getting the most out of development.
- Evaluate the outcomes
- Set up process improvement systems that will continue to keep performance management as a live issue.
Managers are driven by goals objectives and results. They spend too little time considering “The Hows”
The philosophy of this programme is to allow participants the time to:-
- Share ideas with colleagues
- Reflect on their own experience
- Rediscover their personal strengths
This will build their energy and enthusiasm for the challenges ahead and create a quality of work and life for those around them.
The toxicity of ineffective work has a huge effect on the performance of you and the organisation. Flexibility is the most important step towards productivity.
Contents Benefit
The key issues for managers Clarity of Role
The changing pressures on individuals Early recognition of problems
Levels of engagement-responding to different needs Motivated team members
Management behaviour Effective role models
What should we exhibit the benefits of give and take
Understanding the law Legal compliance
Managing home working Clear feedback mechanisms
Assigning new roles Better succession planning
Returning to work Effective induction into new roles
Recognising our own limitations More personal satisfaction
Risk management Improved contingency planning
Managing flexible arrangements Effective time management
Tracking-the lost art Improved control
Managing requests-the process Improved productivity
The difficulties of flexible working Reducing barriers to flexibility
The way forward Focused action plans
Management review Feedback on learning
Flexibility can drive your organisation in today’s competitive world
Other Features:
- A reflective diary
- An exchange period with a colleague
- 360-degree feedback
- Small learning communities with peers and colleagues
- Emailed cousre material
- Focussed assignments
- Telephone coaching
Benefits To The Organisation:
- Less duplication of work
- Greater efficiency
- Improved commitment of staff
- Reduced staff turnover
- Conformance to the law
- Acquisition of different tools for managing people
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