Management Development

Effective management development within your budget

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Manager demo

We will show you how a manager pathway can get your managers up to speed more quickly.

What it is

Improved management performance is achieved week by week over six months. The 26 steps in the off-the-shelf Manager Pathways enable a manager to focus on and improve those areas of their job that matter most.

Who it's for

There are two levels of management development pathway, one for first time supervisors and the other for line managers. Get newly promoted managers up to speed quickly with our pathways to proficiency, or give experienced managers a refresher to remind them of what’s important.

Key Benefits

Effective managers are the lifeblood of any organisation, and they MUST add value. We see many companies tackling the same management performance and behaviour challenges time and again, so to make things easier, we have created off-the-shelf pathways for you to use for new managers and middle managers.

The P100:Manager option quickly gets them proficient and adding real value.

  • Delivers cost-effective management training and development for a single manager, or a cohort. 
  • Allows an immediate start for a new manager – solves the ‘rabbit-in-the-headlights’ problem.
  • Retrains existing managers on what they have forgotten, or when they are ‘drifting’. 
  • Gives all your supervisors and managers effective management training and an accelerated pathway to proficiency.
  • Provides more than just a theoretical training course – the focus is on core practical skills and fundamentals. 
  • Optimises the learning curve; not too steep, and not too slow. 

How it Works

Week by week, the 26 steps in the Manager Pathways enable a manager to focus on those areas of their job that matter most. This is done under the guidance of a mentor, usually their line manager, and the whole process is managed using the Performance100 management training platform.

This means you get all the benefits of the platform including extensive customisation possibilities to suit your exact needs, feedback and diagnostic tools, reporting of valuable usage and status information, real-time figures you can use for ROI calculations, and much more. See more on the P100 platform here.

We all know that most of what a manager needs to know in order to do their job is learned on the job through experience and interactions with colleagues. That experience takes time although this time can be shortened if the experience is structured. The Manager Pathways take advantage of this informal learning and provides a structured approach that ensures managers are learning the right things at the right time.

Managers are not overloaded with information too quickly which is often what happens in a training course, and what they learn week by week using the pathway is applied directly to their job giving an immediate return on investment.

Mentoring is a vital part of the week by week process. Mentors would normally be the direct line manager but could be any senior colleague or coach. The mentor is provided with their own guide on the material to cover in the weekly mentoring sessions giving them a framework. This is especially important for line managers who are new to mentoring and perhaps also need to brush up on their own knowledge of the weekly topics.


Key Features

The 26 weekly topics covered by the New Supervisor Pathway are:

  1. Your role as a manager
  2. Keeping legal, healthy and safe
  3. Your management portfolio
  4. Dress and speech
  5. Company values
  6. Problem solving
  7. Money and fraud
  8. Holidays, sickness and other absence
  9. Management techniques
  10. Using your manager
  11. Building relationships
  12. Appraisal and disciplinary actions
  13. Statistics and reporting
  14. Feedback and informal review
  15. Empowerment and delegation
  16. Objective setting
  17. Planning
  18. Serving customers
  19. Creating personal impact
  20. Team meetings
  21. Getting people to listen
  22. Managing conflict
  23. Motivating and understanding people
  24. Developing colleagues
  25. Using technology
  26. How are we doing?

The 26 weekly topics covered by the Line Manager Pathway are:

  1. Your role as a middle manager
  2. Keeping legal, healthy and safe
  3. Your leadership portfolio
  4. Operational planning
  5. Management reporting and accountability
  6. Planning for change
  7. Implementing change
  8. Establishing business process
  9. Plan and manage projects
  10. Developing colleagues
  11. Promote, recruit and select
  12. Performance problems
  13. Organisational culture
  14. Human resource planning
  15. Risk assessment and management
  16. Quality and compliance audits
  17. Innovation in the organisation
  18. Budgets and forecasts
  19. Customer excellence
  20. Considering for the environment
  21. Building relationships
  22. Contribute to strategic decision-making
  23. Managing yourself and pressure
  24. Team
  25. Using technology
  26. How are we doing?

How would you think your managers would perform if they covered all those subjects under the guidance of a mentor?

Why Buy From Us

To understand more about the philosophy behind the manager pathway process, read this Training Journal article written by Paul Matthews, founder and CEO of People Alchemy.
Download PDF

Simple format, brief and concise chapters which get to the nub of the issue. As a new manager it is encouraging to be able to immediately implement positive actions for change, and it puts me in the driver’s seat by making me feel more in control of where I am going and how to get there.”

Team Lead, Design Studio

 

“When you follow through the 26 Steps format, there is absolutely no reason not to spend half an hour a week with your managers – after all they are the ones delivering the business. This process builds trust between you so that you really do work together as a team.”

Sales Director

See this Case Study on the use of the 26 Step manager pathways in a large consumer products company.

Read Case Study

FAQs

Q: Can we run the 26 Steps pathways alongside a training course?

A: The simple answer is yes, but it makes sense to check through the content of both programmes to ensure consistency. The 26 Steps content can be customised to suit your specific requirements.

Q: Who can customise the 26 Steps content?

A: You are welcome to make changes to the content. Alternatively, we are very familiar with the content and can provide a customisation service to change the content to suit your organisation’s values, vision and operational requirements.

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