Developing a community of managers to maximise in-house talent.
People are unique, and so are the needs of your organisation. By building a community of experts in-house, your line manager development strategy will have a personal touch and a lasting impact. Join this session to tap into existing expertise at minimal cost by:
discovering the three main pillars of an outstanding management development strategy
Creating new progression paths as an alternative to line management.
People management is often the only available path for career progression. Yet, not everyone wants to manage people or to build the skills to be an effective manager. Creating different progression paths for technical expertise and for line management has proven to be an effective way to ensure a pipeline of capable managers for the future. But how can we do this in practice? This session will feat...
Developing agile managers who can effortlessly adapt to change.
Line managers need to react to rapid changes in the workplace and lead their teams through shifting times. Yet, many organisations don’t provide the necessary training to ensure that line managers can motivate and support their teams during uncertainty. This session will focus on how HR and L&D teams can inspire them to thrive. Practical examples from organisations leading the way will give you insi...
Effective tools to identify managerial competencies.
Understanding the characteristics of your people is a fundamental aspect of identifying new potential managers in your organisation. But what are the most effective tools to recognise an individual’s strengths and weaknesses? This panel discussion will examine the possible link between personality traits and managerial competencies, and whether tools such as psychometric tests can reliably predict managerial perfo...
Devolving transactional HR tasks to line managers to focus on strategic HR duties.
Managers are on the front line of organisations and the first point of contact for their team members. They are therefore best placed to take on many of the transactional HR tasks that will enable people teams to focus on more strategic priorities. How can we effectively cascade these tasks and support them to execute them correctly and consistently? The case study in this session wil...
Investing in the next generation of line managers.
Frequently, new line managers aren’t provided with training and support before stepping into the new role - which makes it difficult for them to succeed in engaging and motivating their new teams. In this case study session, you will hear a practical example of how to best train up new line managers, and allow them to hit the ground running in their new roles. Join to:
Demonstrating the impact of your line manager development strategy.
When we try to measure the outcomes of our management development programmes, we often try to measure the unmeasurable. How can we do this effectively and prove the value of our development to get buy-in from learners and business leaders? Join this panel of experts as they discuss different approaches to:
getting buy-in from senior executives and line managers for your development prog...
Supporting managers to promote well-being through coaching and mentoring skills.
Recent CIPD research has revealed that line managers who recognise the importance of well-being are more likely to report positive outcomes for their teams. How can we ensure that line managers are equipped with coaching and mentoring skills to support the well-being of their teams? This session will feature a practical example of:
Building a successful line manager development programme from scratch.
Line managers play a crucial role in driving the success of their teams and therefore have a significant impact on the bottom line of your organisation. The pressures of a changing environment require teams to maintain productivity, standards and quality, despite tighter budgets and resources. We therefore need to proactively support and develop line managers through a tailored line manager devel...