Leadership and Accredited Programmes
We don’t want to get into the ‘old management versus leadership debate’ but we do believe that leadership is not a salary grade but a choice!
The scary thing is not doing it!
But 'getting it right' won't happen by accident. Indeed 'leadership' is too important to be left to chance. It needs stimulating, encouraging and nurturing at all levels which requires a planned approach to leadership development.
We believe that leaders going through our training and coaching can become 15-25% more effective enabling them to take on other functions and get the very best from their people.
Our training is based on the latest research and concepts, but delivered in a positive life-changing way and includes the latest thinking on biological leadership, (yes we are all chemically addicted!) NLP, Emotional Intelligence and Positive Psychology.
We are interested in lasting results!
Part1 - Employee engagement 4 minute rule
Part 2 - So what is leadership
Part 3 - Your impact
Part 4- Simplicity
Part 5 - Leadership styles
A taster of some of the workshops we deliver is shown below and can be delivered as a suite to form an in house programme for your organisation.
Our programmes are often accredited with an Institute of Leadership and Management (ILM) qualification from levels 2 to 7 and the Chartered Institute of Management Level 7 Certificate in Strategic Leadership and Management.
Who is the best leader you ever had and how did they make you feel? Well you might answer: Alive? Committed? Confident? As if I can do anything? Well your managers can have a similar impact on their teams, giving their people the confidence to act on their own initiative and take ownership and more responsibility.
We believe that if managers are willing they can learn new behaviors and stop some old habits.
Topic areas include Transformational Leadership; Goleman's Repertoire; Situational Leadership; and the leader and Emotional Intelligence. We also look at the impact the leader has on those around them and how they can create an atmosphere of trust and harmony so their teams can flourish. We also explore modern theories of motivation using 'career values' which will lead to better employee engagement.
'Success is the ability to go from one failure to another with no loss of enthusiasm' (Winston Churchill)
We live in a world of constant upheaval! Many businesses, which were house-hold names have disappeared. Life is uncertain and it's not going to stop so we can worry and fret or choose how we respond.
Imagine having a phone and only using it to make calls, all other functions not used. Well this is what most of us do with our brains. This fabulous life-enriching day will enable you to completely reboot yourself and update yourself with new ways of thinking and behaving. You will be shown the latest from the fields of Neuro Linguistic Programming, and Emotional Intelligence and get to grips with the latest science of Positive Psychology. Content will include: using the filters in the brain; the use of positive language with yourself and others; choosing your state and attitude; and taking personal responsibility.
This workshop teaches delegates how to inspire those around them to see in themselves new possibilities and choices. Growing those around you and creating a ‘can do mentality’ are crucial facets of modern day leadership.
Coaching can transform your leadership style, enabling you to be more people-centred. This is of massive benefit to the manager, their team and business results. The workshop includes opportunities to practice the art of coaching. We also focus on the ‘Being There’. Managers often find it very easy to become pre-occupied with meetings and emails. We aim to prove that building relationships is, dare we say, even more important than sending emails!
Delegates start from the position of self-mastery in other words they take personal responsibility (to give them credibility) and then learn to develop questioning techniques that encourage staff to take responsibility and ownership.
Key themes include: The GROW Model; questioning and language techniques to assist the coachee in becoming more effective at work; to explore their goals and what is holding them back; to read between the lines of what they are saying; and to find out if they have the will and motivation to commit to action.
Using NLP at Work and at Home!
NLP is about modelling excellence. The founders of Neuro Linguistic Programming developed a series of models and techniques, which can be used to enhance communication by appreciating that we all have different models of reality. Themes we will cover include rapport and favoured internal representational systems.
We look at how to choose our mood and techniques for having the best impact on those around us at work and we learn how to create a mood in the team which breeds a ‘can-do’ attitude.
We learn to use language effectively, which is essential when introducing change. Senior people tend to be more abstract and operational people use more detail. The manager needs to communicate with both!
We debate the ethics values and beliefs held by effective people and their impact on our attitude and approach to people development.
Are you driving your own Bus? Or are you a passenger? We teach you how to ‘take personal responsibility’, live your life ‘above the line.’, and how you can spread the behaviour across your teams.
This workshop explores the latest teachings on leadership and personal growth together with some ‘standards’ like the Fish philosophy.
We start with the themes ‘Leaders Eat Last’ and ‘The Circle of Safety.’ We then explore what we can do to create teams that pull together and by that we mean all teams within the big team!
Where does the energy in a team come from? We explore the concept of entropy and how it applies to teams and we take a look at the leadership principles implied in the Fish philosophy.
We move into areas of personal growth and goal setting both for ourselves and our teams. In doing this, we start with the theme of personal change and our ability (or lack of it) to predict how much the world will change in the next few years. We look at the ‘sliding doors’ concept and the opportunities we may be missing because of what we filter out and we will look at Marty’s dad in ‘Back to the Future’ to explore how self-belief can change our future too!
Where do we get our self-belief? How can we improve our belief and confidence? We look at big goals and how to achieve them using the 6-step goal setting process. Finally, we create a 90-day action plan for our own area of work.
This workshop shifts perceptions about change, which is after all, an inevitable ingredient of modern life and essential to be competitive.
This workshop will get delegates to think about how they can positively manage themselves and others in order for change to be seen in as positive light as possible. We can order people to change; we can bully, manipulate, coerce and plead; or we can inspire! This session focuses less on big words and more on tactics and strategies to get team members on board. The ultimate challenge in life is not merely how awesome you can be but how many people you can take with you!
Our focus is on understanding our comfort zones and how the unconscious controls them in order that we can appreciate how difficult it is for team members and some team leaders to accept change. We also reinforce this with the importance for the leader being personally responsible and having self-awareness and empathy.
We cover topics such as changing rooms, culture and PEST to understand the ‘business environment alongside Kotter’s 8 steps to effective change and force field analysis to take people with you. We then use the techniques we have learned to work through a change that is facing delegates at work.
Qualityculture is a leading edge Institute of Leadership and Management (ILM) and Chartered Management Institute centre. We provide a full range of qualifications to suit everyone from team leader to senior manager.
The ILM and CMI recognise that many organisations would like to support people development with a qualification but traditional management qualifications do not suit everyone's requirements. So they offer shorter qualifications which contain the main themes. We are accredited to deliver the full range of leadership and management and coaching programmes from level 2 to seven.
An example of the qualifications we run:
Award in Team Leader Skills Level 2
This short programme typically will last 3- 4 days. It is aimed at new team leaders or people in self managed teams. Topics covered include the role of the leader, leadership styles, motivating self and others, team working, time management and effective communication. Assessment is by a reflective review and short answer questions.
Award in Effective Team Member Skills Level 2
This programme is designed to build effective teams. It is aimed at people in self-managed teams or for developing team communication, relationships and results. Topics covered include; Communication, being your best self, leadership styles, motivating self and others, team working and time management. Assessment is by a reflective review and short answer questions.
Award and Certificate in Leadership and Management Level 3
This programme is aimed at first line managers and supervisors and aspiring leaders or people with responsibility, who want to develop their career. This is no ordinary leadership programme! Out goes the boring theory like Maslow McGregor and… yawn Herzberg that gets trotted out by the guys with elbow patches at the local college and in comes stuff you can use every day like Personal responsibility, managing your mood, emotional intelligence and Goleman's Repertoire of leadership styles. Assessment is by two relatively short assignments. (Three for the certificate)
Award and Certificate in Leadership and Management Level 5
This is a very popular programme in all sectors. It is aimed at middle managers, though often because of its shorter duration many senior managers and directors participate.
Topics include, positive psychology, emotional intelligence, transformational and situational leadership, NLP, (introduction to six sigma, lean and finance when required), leading change and coaching. Any leader who is getting ahead is practicing coaching these days because it improves the output and effectiveness of their team.
And of course, there is no boring theory from the 1950s! Assessment is by an assignment including 360 feedback on the delegates ability to lead, coach and delegate, a work based improvement project which often has a significant financial payback. Some delegates get an ROI of between £20K and £50K in increased profit or cost reduction. There is one additional assignment for those doing the Certificate.
Award in Leadership and Level 5
This programme is usually five days in duration and is a favourite for organisations who want the 'good stuff' but don't want to overload their managers with two or more assignments. Assessment is an assignment covering a review of leadership styles and their efficacy in achievement of organizational objectives, a simple 360 and an action plan to improve as a leader.
Award and Certificate in Strategic Leadership and Management Level 7
This programme is ideal for busy senior management who have not got the time to study for an MBA but want to invest in some cutting edge material to inspire them and enable them to achieve better results. The topics build on those in the middle management level 5 but are pitched at a higher level, with some extra material; culture change, strategic thinking, leadership values, ethics beliefs. Assessment is a management report and further assignments for the certificate.
Award and Certificate in Strategic Leadership and Management (CMI)
These programmes offer an alternative to the ILM route. Our focus is on developing senior leaders. Step one is to understand organisational needs and then to build a programme to suit. And then if a qualification is required we look at the most suitable. The certificate usually involves a business improvement project with significant ROI for the organisation.
Certificate in Coaching and Mentoring Level 5
Coaching makes business sense because it engenders personal responsibility and 'growing' someone into a role is cheaper than the cost of recruiting.
The very best leaders recognise the value of the people they manage and use coaching as part of their approach. The best HR, OD and L & D professionals use coaching to increase the performance of those around them. Senior managers and Directors also need to build effective leadership teams around them too.
Workshops include personal responsibility, advanced communication and questioning techniques, communication, rapport, the grow model and goal setting and follow up.
A number of our customers have trained pools of coaches to coach in their orgainsation. They can then offer coaching to colleagues in other departments and functions to support corporate goals and objectives.
Assessment is by two assignments and coaching diary.
Certificate in Coaching and Mentoring Level 3
The Coaching and Mentoring at level three follows the same themes as level 5 and is aimed at new coaches or team leaders. It is very practical and gives delegates the confidence to coach effectively.
Certificate in Executive Coaching and Mentoring Level 7
This is a highly sought after programme by senior leaders, HR, OD and self employed executive coaches. We run this in-house and also as part of our Certified NLP Master Practitioner and NLP Master Coach public courses.
This programme explores the strategic case for coaching, building senior leadership teams, beliefs and values, advanced questioning techniques and uncovering the coachee's model of the world. It looks at offering them new patterns of behavior and enhanced performance.
Assessment is by three assignments and a coaching diary.
Certificate in Leadership Level 5
The certificate in leadership can follow the Award at level 5. Delegates develop a learning plan and participate in action learning sets. At each learning set each person is given 30 to 45 minutes to raise an issue from their learning plan or a work issue. The other delegates in the set help clarify the issue and offer solutions. Each participant has a turn and they go away with an action plan. These are revisited at the next session, usually a month later when new issues can be addressed. Duration is usually six months with several action learning sets. Assessment is via the development plan and a reflective learning log