Develop the Leadership Skills of Your Middle Managers

Help managers successfully navigate the squeeze between hands-on management and leadership and put the organization’s strategy into action.

Onsite Workshop

Without effective development, middle managers face:

  • The struggle of alternating between leading people and executing on behalf of senior leaders.
  • A resistance to innovation and change in favor of the safety of accepted cultural norms.
  • Higher levels of stress, anxiety, and depression compared to their front line and senior manager counterparts.

Properly developed middle managers contribute to:

  • Better manager relationships that are crucial to positive employee engagement and job satisfaction.
  • Performance measures such as productivity, profit, and output growth.
  • Enhanced ability to coach, build trust, and inspire employees.

Module 1: Define Manager Expectations

The Purpose

  • Design a middle manager development program to support manager expectations.
  • Evaluate existing development programs.

Key Benefits Achieved

  • Consistent expectations for managers established.
  • Inventory of existing development programs recorded.

Activities: Outputs:
1.1 Determine manager expectations.
  • Established organizational expectations for all managers.
1.2 Identify existing manager development initiatives in your organization.
  • Created an inventory of existing development initiatives.

Module 2: Audit Current Development Initiatives, and Identify Future Opportunities

The Purpose

Use insights from data collected and current performance achievements to identify program metrics and initiatives.

Key Benefits Achieved

Gaps and goals of current manager expectations evaluated.

Activities: Outputs:
2.1 Generate insights from qualitative and quantitative data collected.
  • Analyzed data to identify gaps and set goals.
2.2 Set program metrics.
2.3 Assess whether manager expectations are being met.
  • Determined whether expectations are being met or not.
2.4 Determine whether to stop, start, or continue development initiatives.

Module 3: Design Your Manager Development Program

The Purpose

  • Design training and learning paths.
  • Finalize the program to begin implementation.

Key Benefits Achieved

  • Learning paths for managers designed.
  • Manager development program roll-out plan created.

Activities: Outputs:
3.1 Plan out training logistics.
3.2 Create a manager learning path.
  • Established a manager learning path using a blended approach and assigned accountabilities.
3.3 Assign learning path accountabilities.
3.4 Evaluate and finalize program roll-out method.
  • Devised a program roll-out plan.

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Onsite Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our Project Workshops. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully.

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VL Methodology