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.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Without effective development, middle managers face: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.
Book Your Workshop
Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
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. |
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| 1.2 | Identify existing manager development initiatives in your organization. |
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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. |
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| 2.2 | Set program metrics. |
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| 2.3 | Assess whether manager expectations are being met. |
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| 2.4 | Determine whether to stop, start, or continue development initiatives. |
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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. |
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| 3.2 | Create a manager learning path. |
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| 3.3 | Assign learning path accountabilities. |
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| 3.4 | Evaluate and finalize program roll-out method. |
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