ILM and Leadership Development
Our Leadership Development takes a holistic view of both the leader and the leadership challenge facing them.
Leadership Development aims to support managers become leaders and encompasses learning of new skills and tools in order to display behaviours that will inspire others to follow. Leaders will gain understanding of their own leadership style and the impact it has on others and practice in using this understanding to vary their style to achieve maximum results in different situations.
Corinium’s leadership development programmes address the wide variety of leadership context through looking at tools, processes, relationship building, political alertness, strategic vision and more.
Leadership programmes normally span over a period of time and include the different facets of leadership. The programmes encourage self awareness and understanding what it takes to inspire, motivate and manage their staff so that they are performing at the best possible level while drawing satisfaction from their job. Leadership Development programmes are beneficial both for new and experienced leaders and always encourage learning from other participants.
Our Approach
Our programmes can be tailor made to the client’s need and situation and delivered in-house. They can be designed around the organisation’s competencies or values to achieve high relevance for the participants.
Alternatively they can be programmes which are recognised by the Institute of Leadership and Management. For details on these programmes click on the ILM Logo.
The primary purpose of a leadership and management development programme is to ensure that there is change in the participant’s skills, knowledge and behaviours. We often start and end a programme with a 360 degree feedback report which provides  the participants with clear information as to which areas they need to improve on and which to build their strengths even further. The 360 feedback several months after the end of the programme provides very quick feedback to the participant to allow them to see if their peers, colleagues and staff are perceiving any changes in their behaviour. It lays the foundation for an action plan to cement successes achieved and further improve in areas where no progress has been perceived yet. We can include psychometrics such as a Myers Briggs Type profile in the leadership development programme to encourage understanding of self and others.
The sessions themselves will contain presentation of models, tools and techniques so that participants can then discuss the implications for them and their team and explore how these models and techniques can be applied in their particular situation. All sessions are highly participative and interactive and will encourage participants to share their challenges and ideas and to learn from each other. We sometimes use action learning principles or co-consulting approach depending on the needs of the group. All sessions will contain exercises to make the models real and help participants see the possible application.
In each programme participants are encouraged in the beginning to define their learning goals for the sessions and throughout the programme to identify action points that they will implement between the sessions.
To ensure transfer of learned tools and models we suggest that each participant has an in-depth discussion with their Line Manager before the start of the programme to define what their objectives are for the programme. We also recommend a debrief at the end of the programme to identify the positive changes that have already been implemented and how further to practice what they have learned.
A Leadership Development programme can be combined with individual coaching to encourage implementation even further.
We can offer Leadership and Management Development programmes that are endorsed by the Institute of Leadership and Management.
Topics that can be addressed in a Leadership Development Programme
- Leadership – This will look at a definition of leadership and at different leadership styles and their impact
- Creating a compelling vision – this will include learning how to create a vision for your area and gain buy-in from other people
- Strategic Planning – how to develop a strategic plan that connects the organisational vision and objectives to participants’ area’s vision.
- Communication - This will include both formal and informal communication methods, helping delegates to select and apply the right tools and skills for particular circumstances.
- Achieving Results - This will focus on the effective use of time and will include themes such as managing unrealistic deliverables and conflicting priorities, as well as some of the more traditional time management tools and techniques.
- Negotiation and Influencing Skills - This looks at how delegates can successfully negotiate with people on a day to day basis. It will include aspects of assertiveness i.e. how to put a logical coherent approach forward to people.
- Team Management - This will look at team working at a variety of different levels - from small teams and valuing diversity, through to cross-functional team working across the whole organisation, motivation, creating a common purpose and high performance teams
- Problem Solving - This will include a framework for problem solving and specific tools and techniques for root cause analysis and generating solutions, amongst others.
- Managing Performance - This will examine how to secure high performance from people, managing poor performance; giving feedback effectively.
- Understanding Change – This will look at how to manage change successfully within the organisation and how to help individuals overcome their personal barriers to change.
Benefits
The Leadership Development programme increases participants’ self awareness and therefore their ability to evaluate situations quickly. Participants gain knowledge of current management and leadership models as well as practice in how to apply them. Participants in our programmes report that they feel more confident, plan better and gain more co-operation from others in the organisation. Many participants report improved performance of their teams.
Examples of Leadership Development
Case Study – Mineral Exploration Company
Each participant had a 360-degree feedback at the start of the programme to identify areas for development in addition to recognising areas of strength. This enabled the individuals to focus on key areas for them, ensuring that they get the most out of the programme.
The Leadership Programme was designed to meet the company’s needs and was experiential in nature whilst at the same time including latest management and leadership development thinking. Co-consulting was used to enable the participants to improve and share their expertise with others.
An Individual Coaching Session was conducted mid-way through the 12 month programme to enhance the impact of the programme and to ensure learning was being implemented back in the workplace.
Each individual underwent another 360 Degree Feedback process three months after the programme. This enabled the individual to gain feedback, but also enabled the organisation to quantify the return on their investment by measuring the improvement in the 360 Degree Feedback ratings given. This enabled the organisation to see that the learning was being applied back in the workplace.
If you would like to talk to anyone about how Leadership Development or any of our other services can help your business and HR objectives, please contact us.
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