| Responses | Date | Author |
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Thanks for all the thoughts and ideas. I have included the 'Triangle of Responsibility', Fayol, Mintzberg and Adair. Also I have changed some of my questions and will use the 'high performers' angle. To those suggesting the Leadesrhip & Management Conundrum, that will be another session. My challenge is I can only train over lunchtimes (for operational reasons)so I have to break down all the pieces into sam 2 hour discrete sessions. It's not ideal, I'd love to be able to run a 3 day programme (like at my previous organisation) and let it inter-twine where we could re-reference the material and thinking. Another challenge is I am not able to separate experienced managers from novices as their approach and thinking are very different and that poses its own kind of challenge. Keeps me on my toes. |
| 17/02/2016 | Colin |
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| 12/02/2016 | Frances |
Hi Colin, have you considered looking at the John Adair model - task, team, individual ? You could get them listing under each heading what tasks are the tasks a manager should do, and perhaps get them to think about how good they are at managing tasks rather than doing them themselves. What do they consider to be their own strengths and development areas ? Then get them looking st what the team needs from the Manager, and what the Manager needs in return? What are the best ways they can facilitate the team without getting dragged back to doing the job themselves. And finally, get them thinking about the individual - how might they need to adapt to different personalities, make each person feel valued, etc etc. I think you probably get the idea? The Adair model is quite well known so you'll easily find lots of information on it on the Internet, so you can top the session with a bit of information on it, and perhaps top your sesh off with a spot of reflection and action planning.
Hope this helps?
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| 11/02/2016 | Becky |
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In working with new managers/supervisors on our management development programme I get them to look at the difference between being a manager and a leader. Think the two are very over used and overlap, and need discussion as to how they are different and whilst not everyone is a leader many can use good leadership skills in becoming very effective managers. Most team exercises allow for discussion on the process of leadership - did a leader merge from the group of people, how did it help, if not could it have helped you achieve the end result. Where was their focus - on the team or the individual and good to link to Action centred Leadership Model if you are able. There is a lot out there and many in the library you can use. |
| 10/02/2016 | Wendy |
Hi Colin,
I would suggest an exercise around high performance - I often run this exercise when I come across a group who are resistant to the softer, people oriented side of things. I ask them to in small groups list all of the things they as individuals need to be a top performer in their role. Write them all up on a flipchart as they shout out ideas. Then ask them to identify all of the things they as a manager have some sort of influence over. They will be amazed at how many of these things they can influence, and I always make a strong point of pointing out how many of them are the softer, people oriented elements as opposed to just the administrative tasks. I hope this helps.
Jenni |
| 10/02/2016 | Jenni |
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Hi Colin, I think you may need to change the title of the workshop or maybe do an exercise on what the difference is between being a Manager vs being a Leader. I feel Manager roles are very operational, where as leadership really focusses on people. Cheers Barbara Dixon |
| 10/02/2016 | Barbara |
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Hi Colin, it is a great subject to train. I've used various materials although I found 'The Triangle of Responsibility' from Trainers Library a great place to start. It allowed managers to place what they actually did (or should be doing) onto one side of a triangle. It also considers an action plan for areas they need to develop, so a great opportunity for some action planning from the managers plus follow ups from you as the trainer. Malc |
| 09/02/2016 | Malc |
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Hi Colin ... Yes, I too have exactly the same need! I hadn't got as far as thinking of an exercise, although I do have a handout summarising what we would like our people managers to do. Seems I can't attach docs here but if you ping me at [email protected] I'll be happy to send on to you. The deal is if you do find an exercise I'd be interested too! Best wishes DAVID DRUMMOND |
| 09/02/2016 | Previous |
Hi Colin,
I'd suggest having a look at Managers' Library too, it's a great resource for any manager, team leader or supervisor, to not only improve the skills of their team but also their own skills too. Have a look at https://www.managerslibrary.com
I hope you like it!
Zoe |
| 08/02/2016 | Zoe |
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| 07/02/2016 | Frances |