MANAGERIAL SKILL DEVELOPMENT

First Time Manager

A study was conducted by The Ken Blanchard Companies with over 500 new managers, sometime back. It revealed that only 15% received new manager training prior to switching or soon after switching into the role of manager. As a result, at least 49% felt grossly unprepared to succeed. More than half reported receiving less than adequate training in critical areas like goal setting, inter-personal skills and performance counselling. Even after 6 months, nearly 63% of respondents still felt less effective in the new role and after 12 months 50% still felt somewhat ineffective. Make sure your managers are ready…. DON’T LET THEM SINK, IT IS NEVER TOO LATE! 

LEARNING AGENDA

• Aligning with expectation 

• What does a company management expect- from its First-Time Managers (FTM)? 

• Why is this role critical to the success of a company? 

Frontline Mangers

Simulations, Videos, Case Study, Self-Assessments, Classroom Lecture (Online) 

2 Days 

• Navigating organizational environment 

• Design Structure, Functions, Departments, Levels, Roles & Span of Control 

• Frameworks Policies, Rules & Guidelines Execution Systems, Processes & Procedures 

• Resources People, Capital, Technology, Material & Time 

• Reviews Audits & Feedback 

• Managing the role and responsibilities 

• Who is a manager? 

• What does a manager’s role entail? What are the deliverables of a manager? 

• Becoming 10X more effective 

• One- Organizational Culture & Value Alignment 

• Two- Transitioning Seamlessly  

• Three- Decision Making in Chaos 

• Four- Objective Goal setting & Reviewing Milestones 

• Five- Superior Planning & Execution Rigour Six- Supporting Change Initiatives 

• Seven- Effective Interpersonal Skills & Empa- thy 

• Eight- Influencing 360 Degrees  

• Nine- Creating an Innovative Team  

• Ten- Keeping Team Morale High 

SIMULATON: LEADS

Peggy Burns Lockheed Martin 

Nice format. Easy to navigate. Relatively clear explanations. I have some experience (Training) in P-CMM, so it was particularly a good refresher. 

Rashid Mohammed   Power Finance Corporation 

The simulation gave me a broad exposure to a real-world corporate management case. It was really effective, and the exercise have helped me to structure the thinking process and decision making. 

 Praveen C Bhatt Daikin India 

Communication with all possible alternatives very well designed. Looks like more practical. I really appreciate this simulation. 

 Johnson Mathia Schneider Electrical 

Great, good content & context... it helps us on daily professional & personal life. 

Shaswata Saha IIM Bangalore 

Gave a lovely real-world scenario in a gamified manner.

Negotiating For Success

Negotiating For Success program is designed for participants to 

• Appreciate that the prime focus of a negotiator is to achieve a win-win agreement within the framework of organizational requirements 

• Be aware of styles, approaches, and effective practices that can be used in most negotiation situations 

2 Days 

Managers in Mid and Senior Management roles 

Simulations, Videos, Case Studies, Classroom Lectures (Online)

• Introduction:

What is Negotiation?

Structure of Negotiation, Criteria for Measuring Successful Negotiators, Key Elements of the Process, Power in Negotiation 

• Effective Communication A Pre-Requisite:

Paraphrasing, Active Listening, Body Language 

• Understanding Conflict:

What is Conflict? Causes of Conflict, Conflict Handling- Problems and Implications, Barriers to Conflict Resolution 

• Role Of Trust:

Trust is a Critical Element in Successful Negotiations 

• Negotiation Styles & Approaches:

5 Styles of Settlement, 8 Approaches to Succeed 

• Preparing For Negotiation:

The Planning Process, Positioning in Negotiating, Relationship Mapping to Identify Key Influenc- ers Identifying Leverage Points, Determining a BATNA  

Participants will use simulations of at least 2 hours duration. They will also use simulations depicting real-life transactions. 

Sreelekha, Ambadi Murugappa 

Very good understanding after responding to this simulation

Abinash Pattanayak, KSOM 

I got to know a lot of things from this simulation like how this is going to be used in the corporate world 

LEADING TEAMS & ACHIEVING GOALS

LTAG program is designed to make participants learn the art and science of leading a team while handling diverse personalities and priorities Use conflict as a positive and productive force in the workplace and build a collaborative team 

LEARNING OUTCOMES 

• How to lead teams and influence people 

• How leaders shape team decision-making and performance in competitive and time-sensitive situations 

• How opposing interests and asymmetric information affect team dynamics 

• How teams decide and leaders deal with trade-offs between short-term task completion and longer-term task effectiveness 

2 Days

Employees with 7-10 years of experience (current managers and employees with managerial potential)  

Simulations, Videos, Case Studies, Classroom Lectures (Online/ Offline)

Module 1: Introduction to Leading Teams and Achieving Goals

1. Understanding the Role of a Team Leader in Achieving Organisational Objectives.
2. Key Principles and Benefits of Effective Team Leadership.

Module 2: Team Dynamics and Building High-Performing Teams

1. Team Formation and Stages of Team Development.
2. Strategies for Building Cohesive and High-Performing Teams.

Module 3: Goal Setting and Alignment

1. Setting SMART Goals for Teams: Specific, Measurable, Achievable, Relevant, Time-Bound.
2. Aligning Team Goals with Organisational Objectives.

Module 4: Effective Communication in Team Leadership

1. Essential Communication Skills for Team Leaders.
2. Active Listening, Feedback, and Transparent Communication.

Module 5: Delegation and Empowerment

1. Delegating Tasks and Responsibilities to Team Members.
2. Empowering Team Members to Take Ownership and Initiative.

Module 6: Conflict Resolution and Problem Solving

1. Managing Conflict Within Teams: Strategies for Resolution.
2. Problem-Solving Techniques for Team Leaders.

Module 7: Motivation and Employee Engagement

1. Understanding Motivation Factors: Intrinsic and Extrinsic Motivation.
2. Employee Engagement Strategies for Team Leaders.

Module 8: Performance Management and Feedback

1. Setting Clear Performance Expectations and Providing Constructive Feedback.
2. Conducting Effective Performance Reviews and Development Conversations.

Module 9: Leading Change and Adaptability

1. Leading Teams Through Change Initiatives: Communication and Employee Engagement.
2. Navigating Change and Promoting Adaptability.

Module 10: Decision-Making and Collaboration

1. Effective Decision-Making Processes in Team Contexts.
2. Facilitating Collaboration and Informed Decision-Making.

Module 11: Time Management and Productivity

1. Managing Time and Priorities as a Team Leader.
2. Balancing Tasks, Responsibilities, and Team Needs.

Module 12: Continuous Improvement and Team Development

1. Self-Assessment and Reflection: Identifying Areas for Improvement.
2. Strategies for Continuous Learning, Team Development, and Performance Enhancement.

Activities and Learning Methods:

1. Case studies and real-world examples.
2. Group discussions and peer sharing.
3. Interactive workshops and role-playing exercises.
4. Guest speakers sharing their experiences as effective team leaders.
5. Team-building activities and exercises.
6. Feedback and coaching sessions.
7. Scenario-based simulations for practicing leadership skills.

Action planning and goal setting.

SIMULATION: Antarctica

• Antarctica is an amazing trekking simulation game that dares you to battle the cold, the thin atmosphere, the wind and the snow! 

• A leader and a team venture out with the objective to reach South Pole 

• The simulation makes the participants learn leadership, conflict handling, communication challenges and resource allocation

Sreelekha, Ambadi Murugappa:

Very good understanding after responding to this simulation

Abinash Pattanayak, KSOM:

I got to know a lot of things from this simulation like how this is going to be used in the corporate world

Ravish Notaney, HP Enterprise:

Good simulation with timelines so as to test the agility in taking the right decisions Nice session with practical scenarios

OVERCOMING BIASES & CREATING INCLUSIVENESS

Can leaders manage their unconscious biases more effectively? OBCI is designed to give an overview of the dynamic nature of bias and help build inclusive teams. Participant will also understand the interplay between own personality and team dynamics in creating an inclusive team with belongingness. 

1 Day 

Employees in 5-10 years’ work experience range 

Simulations, Videos, Case Study, Classroom Lecture (Online/ Offline)

• What is Unconscious Bias and how does it manifest 

• Relation between Diversity and Inclusion, and Unconscious Bias 

• How inclusive leadership becomes a catalyst for organizational growth 

• Better utilization of competent talent 

• Reduced inter and intra-team conflicts, and better organizational problem solving 

SIMULATION: What Say?

• "What Say" is a highly engaging and unique simulation based on Bias Awareness & Inclusive Team concepts
• Participants go through two eventful days in a new company, their interaction styles are tracked and feedback provided for improved inclusiveness
• Participants will be able to appreciate the dynamic nature of Bias

Sandhya Venkatanarayana, Resideo:

I would say it is the best so far what I have experienced. Well-developed, curated content, great concepts, and relevant to HR. Overall great learning and exposure.

OBJECTIVE GOAL SETTING & PERFORMANCE COUNSELLING

Counselling is a program that makes the participants understand the critical role of communication in a manager-employee setting. The participant will understand the different stages of counselling and how to navigate through them 

LEARNING OUTCOMES 

• Discover the challenges of counselling for performance and ways to overcome them 

• Understand the key ideas for building resilience in teams 

• Learn the role emotions play in influencing our behaviour and the behaviour of others 

1 Day 

With 7-10 years of experience (current managers and employees with managerial potential) 

Simulations, Videos, Case Study, Classroom Lecture (Online/ Offline)

Module 1: Introduction to Objective Goal-Setting and Performance Counselling

1. Understanding the Importance of Clear Goal-Setting and Performance Counselling.
2. The Role of Managers in Guiding Employee Performance and Development.

Module 2: Goal-Setting Fundamentals

1. Characteristics of Effective Goals: Specific, Measurable, Achievable, Relevant, Time-Bound (SMART).
2. Aligning Individual Goals with Team and Organisational Objectives.

Module 3: Goal-Setting Process

1. Defining Long-Term and Short-Term Goals.
2. Involving Employees in the Goal-Setting Process: Collaboration and Ownership.

Module 4: Providing Constructive Performance Feedback

1. The Art of Giving and Receiving Feedback.
2. Feedback Techniques: Appreciative, Constructive, and Developmental Feedback.

Module 5: Performance Counselling Skills

1. Creating a Supportive and Trusting Environment.
2. Active Listening and Effective Communication in Counselling.

Module 6: Conducting Performance Counselling Sessions

1. Preparing for Performance Counselling Meetings.
2. Structuring Counselling Conversations: Agenda, Discussion, Action Plans.

Module 7: Addressing Performance Issues

1. Identifying Performance Gaps and Challenges.
2. Strategies for Addressing Underperformance and Developing Improvement Plans.

Module 8: Motivation and Goal Achievement

1. Connecting Goals to Employee Motivation.
2. Recognizing and Rewarding Goal Attainment and Performance Improvement.

Module 9: Handling Difficult Conversations

1. Dealing with Emotional Reactions and Resistance.
2. Strategies for Navigating Challenging Counselling Situations.

Module 10: Goal Review and Progress Tracking

1. Regularly Reviewing and Monitoring Goal Progress.
2. Adjusting Goals as Needed and Celebrating Achievements.

Module 11: Continuous Improvement in Goal-Setting and Performance Counselling

1. Self-Assessment and Reflection: Identifying Strengths and Areas for Improvement.
2. Strategies for Ongoing Learning and Skill Development in Goal-Setting and Counselling.

Activities and Learning Methods:

1. Role-playing and simulation of goal-setting and counselling scenarios.
2. Group discussions and peer sharing.
3. Interactive workshops on effective feedback and counselling techniques.
4. Practice sessions for conducting performance counselling meetings.
5. Case studies and real-life examples.
6. Mock goal-setting exercises and feedback simulations.
7. Reflection and action planning for applying skills.

The training program should emphasize the importance of clear and actionable goal-setting, the role of feedback in employee growth, and the skills required to engage in supportive and effective performance counselling conversations. Participants should leave the program with practical tools and strategies to set goals, provide feedback, and conduct performance counselling sessions that contribute to individual and organisational success.

SIMULATION: Key Performer

• Key Performer is a branched simulation of counselling session between the participant and a team member 

• Participant is expected to navigate the conversation in such a manner that the team member stays open to feedback and course correction

Praveen C Bhatt, Daikin India

Performance Counselling with all possible alternatives is very well designed. Looks very practical. I really appreciate it.

INTERVIEWING SKILLS

Is a logical way of hiring the right candidate in an interview situation. Participants will understand how to match a candidate to a role in the most appropriate manner. 

Appreciate the role of Job Description in an interview 

Learn how to use a competence framework and identify the competencies demonstrated by a candidate 

2 Days  

Who is responsible for interviewing candidates 

Simulations, Videos, Case Studies, Classroom Lectures (Online/ Offline) 

Module 1: Introduction to Objective Goal Setting and Performance Counselling

1. Understanding the Importance of Clear and Meaningful Goal Setting.
2. Role of Performance Counselling in Employee Development and Organisational Success.

Module 2: Principles of Effective Goal Setting

1. SMART Goals: Specific, Measurable, Achievable, Relevant, Time-Bound.
2. Aligning Individual and Team Goals with Organisational Objectives.

Module 3: Establishing Performance Metrics and KPIs

1. Defining Key Performance Indicators (KPIs) for Different Roles.
2. Measuring Progress and Performance Against Set Metrics.

Module 4: Setting Developmental Goals

1. Balancing Performance Goals with Developmental Objectives.
2. Creating Personal Growth and Skill Enhancement Goals.

Module 5: Providing Constructive Feedback

1. Effective Feedback Principles: Timely, Specific, Actionable, and Respectful.
2. Delivering Feedback for Performance Improvement.

Module 6: Performance Counselling Techniques

1. The Performance Counselling Process: Preparation, Discussion, and Follow-Up.
2. Conducting Productive and Solution-Oriented Counselling Sessions.

Module 7: Addressing Performance Gaps

1. Identifying Root Causes of Performance Issues.
2. Developing Action Plans for Performance Improvement.

Module 8: Recognizing and Rewarding Performance

1. Strategies for Acknowledging and Rewarding Achievements.
2. Linking Performance Recognition to Motivation and Engagement.

Module 9: Managing Underperformance and Challenges

1. Approaches to Addressing Underperformance: Coaching, Training, and Support.
2. Constructive Communication in Difficult Performance Conversations.

Module 10: Goal Alignment and Cascading

1. Cascading Organisational Goals Down to Team and Individual Levels.
2. Ensuring Clarity and Consistency in Goal Setting Across the Organisation.

Module 11: Goal Review and Monitoring

1. Regularly Reviewing Progress Toward Goals.
2. Continuous Feedback and Adjustments for Goal Achievement.

Module 12: Continuous Improvement and Personal Development

1. Self-Assessment and Reflection: Identifying Areas for Improvement.

Strategies for Ongoing Learning and Skill Development in Goal Setting and Counselling.

SIMULATION: BEIng Interviewer

• Being an Interviewer simulates interviews with candidates 

• Participants will learn how to understand the candidate responses in a better way and how to identify the competence levels of candidates using the requirement framework

Flora A Zhang, GAP Hong Kong

It was a delightful journey for me to experience the simulation.  it is an insightful experience for me since it is the first time to touch simulation in work life.