Individual Management Development

PURPOSE

This is a highly effective management developmental process intended for emerging managers in their first assignment through those identified with high potential. Managers offered this program are typically those who seek further tools to improve their interpersonal and communications skills, and effect behavior change for optimum performance. This is not a program for problem performers.

NATURE

This highly customized, 16 week individual developmental program enables managers to:

• become aware of their behavior and its impact on others;
• strengthen effective behaviors;
• be motivated to change non-effective behaviors;
• be equipped with the techniques and methods to effect that change.

STEPS OF THE PROCESS

1. Consultant has separate discussions with the participating manager, the manager's supervisor and the HR professional regarding areas of development.
2. Participating manager, manager's supervisor and HR professional meet with consultant to agree on areas where behavior change can further leverage the performance. Agreement is reached by all on development areas to be pursued.
3. Participating manager and his / her consultant work on a weekly basis, utilizing assessments and 360o feedback; behavior logs; debriefing situations from the log; simulation training and video feedback for behavior change enhancement.
4. At the midpoint (8 weeks) of the program, the participating manager, his / her supervisor, the HR professional and the consultant meet to evaluate progress against areas pursued. Modifications, if needed, are agreed upon.
5. Participating manager and his / her consultant continue to work on a weekly basis, utilizing behavior logs; debriefing situations from the log; simulation training and video feedback for behavior change enhancement.
6. At the end of 16 weeks the participating manager, his / her supervisor, the HR professional and the consultant meet to measure success of the program.

GROUND RULES

Confidentiality that someone is on the program, thus allowing the organization to control the program’s availability to selected individuals.

Up-front confidentiality agreement among all parties involved regarding the contents of the sessions between the consultant and participating manager.

When would you consider offering the Individual Management Development Program?
Cases when there is a need for the manager to...

• Expand competence from technical areas (Accounting, Information Technology, R&D) into the interpersonal arena;
• Communicate in non technical terms;
• Develop feedback-giving effectiveness;
• Develop feedback-receiving effectiveness;
• Develop ability to confront without causing damage to teams or subordinates;
• Develop ability to make communication succinct;
• Balance the need to control and the ability to empower;
• Improve assertiveness and balance it with cooperation;
• Develop the ability to say “no” without being perceived as non-team player;
• Become an effective cross-functional team player;
• Change perception of peers as a self serving player;
• Probe for information without being perceived as an inquisitor;
• Be able to identify and deal with resistance;
• Balance team needs and corporate goals while communicating with the team;
• Improve delegation skills.

 

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