Management Development Program

The following briefly summarises the elements and module objectives which may be considered when introducing a development program for front line managers. These can be put together in any combination to meet the development objectives identified.

Module Summary
Role of the Manager –  What’s expected of me?


  • To help participants understand the role of the manager
  • To identify some important component parts of the role
  • To consider the impact of specific organisational objectives and values on the demands, choices and constraints facing each manager
  • To consider how to deal with the role effectively
Working Together – Teams


  • To help participants understand their role leading and working with teams
  • To consider how best to achieve success through understanding how teams develop and operate and provide guidelines to help facilitate this
  • To experience the added value teams can deliver and some of the challenges associated with this
  • Belbin Team Roles is an inventory Horizon often choose to use for this workshop to provide extremely useful insights and great benefits to teams
Getting Organised – Time Management
  • To discuss some of the basic principles of time management
  • To track where the time is currently being spent
  • To put management of time use into context
  • To identify how to best organise oneself and invest time to achieve the results required
CommunicationsWhat do I mean? 


  • To provide participants with a framework for assessing the effectiveness of their interpersonal communications within the workplace – especially with their key business contacts
  • To provide a six step methodology for improving the delivery of communications
  • To practice some techniques for improving skills
Meetings – Effective not dreaded!


  • To consider the role of meetings within participants’ organisation
  • To review some of the typical challenges meetings present and consider some methods for dealing with them effectively
  • To provide some templates, checklists and processes to make meetings effective
Job Instruction – Train the Trainer


  • To help participants recognise the opportunities which exist for training members of their teams
  • To consider the importance of establishing clear learning outcomes
  • To provide participants with a systematic approach to job instruction, taking into account different learning styles
  • To give them practice in applying that approach
Motivation – Creating the environment


  • To introduce some theories of motivation
  • To consider the responsibilities of the manager and the needs of their team members
  • To consider some practical steps participants can take as line mangers to help improve the satisfaction and performance of their staff
Delegation – Why, what, who, when and how?


  • To help participants understand why and when (and when not) to delegate
  • To help participants identify what (and what not) to delegate
  • To provide a seven step process for how to delegate and continuously improve effectiveness
Problem Solving and Decision Making – Doing it right first time


  • To develop a positive approach to resolving issues in the workplace
  • To distinguish between dealing with effects and fixing causes
  • To introduce a systematic approach to problem solving and identify a range of data collection, analysis and decision making tools To introduce a systematic seven step approach to problem solving and decision making tools
Discipline and Grievance Handling – Doing it early


  • To give line managers an understanding of their responsibilities in the areas of discipline and grievance handling
  • To consider both the principles and practice of what managers should do, and why, and provide a process for them to use
  • To develop participants’ awareness of the preventative role of early action
Company Policy and Procedures – Who’s responsible?


  • To ensure participants understand the importance of having consistent policies and procedures and their role in implementing and maintaining them
  • To consider the range of employment legislation and to give line managers an understanding of the implications of this range
  • To consider participants’ own responsibilities in the workplace and the value of good management practice
Major Project – Putting it into practice
  • To provide participants the opportunity to apply skills, knowledge and competencies developed during the program
  • To deliver a return to the organisation
Program Review and Implementation Planning – How competent am I?
  • To review the key learning areas
  • To complete individual implementation plans for application back in the workplace with built in review processes
  • To identify further areas for individual development