Your questions answered
Who is Leader & Manager as Coach open to?
What are the aims and objectives of the programme?
What are the key benefits for both the individual and the institution as a whole?
What is the duration of the programme?
What does the programme contain?
When does the programme run?
Can I attend only one of the workshops or do I have to go to all three?
How do I book a place on the programme?
Q. Who is Leader & Manager as Coach open to?
Leader and Manager as Coach is available to staff with people management and leadership responsibilities who conduct PDRs.
Q. What are the aims and objectives of the programme?
The ‘Leader and Manager as Coach’ (L&MC) programme will build on the work already undertaken by other initiatives such as Supporting Effective Performance and Development Reviews (PDRs), Crucial Conversations and Leading Change. One of the key objectives of the revised PDR process is to ensure that individual objectives are aligned to those of the department/faculty and institutional strategic plans. Leader and Manager as Coach will provide managers and leaders with additional skills to conduct PDRs in an effective and engaging way, work towards a coaching style of management and be empowered to lead staff to achieve institutional goals. By cultivating the appropriate coaching skills and styles of management, staff are likely to be better motivated and inspired to improve their performance in line with organisational goals and will feel more valued in doing so.
- Better communications across departments (Staff Survey 2011)
- Support staff to deal with change (Staff Survey 2011)
- Build on PDRs and ensure effective reviews, fully aligned with departmental plans
- Lead staff to achieve institutional goals
- Encourage idea generation
- Move towards a coaching style of management
- Improved performance and commitment
- Increase retention of "star" employees
- Improve job satisfaction and morale at all levels
- Create a shared language of leadership
The programme will consist of 3 x ½ day workshops over a period of 3 months, including pre, post and interim exercises between sessions to embed the learning and provide an opportunity to use the tools learnt and put the skills into practice. A variety of further support and resources will be available including online resources and support from colleagues on the programme.
Workshop 1 – An introduction to Situational Leadership II (0.5 day)
is based on Hersey and Blanchard’s Situational Leadership Model. This workshop will raise leaders’/managers’ awareness of their own preferred leadership styles and encourage them to base their style on the needs of the individual and situation rather than their own preference. The outcome from this workshop is that leaders/managers will have a practical tool and language to help them assess the level of support an individual requires from them to be effective on any given task.
Workshop 2 – Coaching to improve individual and team effectiveness (0.5 day)
will build on workshop 1 by providing participants with additional tools to help them coach their staff members. In particular, it will cover specific feedback and coaching models to help leaders/managers plan and engage in their coaching conversations. It will also focus on the importance of asking powerful questions and active listening as part of this process. To ensure leaders/managers are being given a consistent message the models will link to those in other university initiatives e.g. the GROW model. The outcome from this workshop will be that leaders/managers will have a set of processes to help them provide good quality, developmental feedback and coach individuals and teams to achieve and maintain high performance.
Workshop 3 – Coaching in context (0.5 day)
will consider how a leader/manager doing more coaching fits into the bigger picture and helps the university to deliver its strategic plan. It will cover when coaching is and isn’t the best course of action, and what barriers leaders/managers are likely to face in the current climate. The outcome from this workshop is that leaders/managers will be able to see how time spent on coaching others can not only benefit themselves and their staff member but also the university as a whole.
Programmes will run concurrently throughout the year, taking into consideration peak periods for departments and ensuring accessibility. The Programme of events has now been finalised.
It is necessary to attend all 3 workshops in sequence.
Inclusion on the programme is through either self or line manager nomination.
It is essential that all self nominations are supported by the line manager and all Deans, HoDs, Faculty Managers and Heads of Professional Services will receive regular updates on who is on the programme to enable them to consider fair allocation of places, potential prioritisation and utilisation of the skills acquired
For further information or to self nominate for the programme, please contact email@example.com, Learning and Development Adviser, Human Resources