View Details

Venue
Knowledge Hub, ...
venue
Course Tutors
Vincent Driscoll
tutors
Admin Contact
Learning and Development Admin (learninganddevelopment@portsmouthcc.gov.uk)
Target Audience
All Staff / PCC Staff
target audience
Course Types
Course
Course categories
All Schools / Ethnic Minority Achievement / Educational Psychology / Health and Safety / NQTs / PCC Requirements / Primary Schools / Religious Education - SACRE / SEN / Secondary Schools / Training for CCG Managers / Training for CCG Staff / Training for PCC Staff / Training for PCC Managers / SCAT-PP / Gosport Borough Council / Solent NHS
Subject
Management and Leadership Skills
Course description

The Covid-19 pandemic has created the opportunity for a redesign of scope, delivery and branding of what was formerly called the New Manager Induction Programme.


Future Leaders departs from the old academic model of monthly, trainer-delivered workshops to a learner-driven, more vocational model featuring:



  • digital self-study

  • facilitated virtual seminars and action learning sets

  • tutorial support

  • 360 degree feedback (optional)


From a pedagogical perspective, this 'little and often', non-linear approach to learning better reflects the way adult professionals learn and develop skills and new behaviours in their practice.


As Future Leaders is not limited physically by class size, an unlimited number of participants can join at any time AND stay involved in the community as long as they want. 


Staying on Future Leaders
Once participants have achieved their personal objectives as set out in their learner profile, they are very welcome to stay on and contribute to the growth and development of the Future Leaders community. This could take the form of mentoring other learners, facilitating seminars, contributing content to the digital courses, or any other valuable contribution.
 




Training objectives

Future Leaders aims to grow the knowledge and skills of our talented people through and beyond the Covid world. It is intended for PCC, Gosport Borough Council and CCG staff:



  • new to management

  • aspiring to move into management

  • anyone who wants to develop their leadership skills to positively influence the work and direction of the council


Future Leaders will help develop the skills and knowledge our people need to build relationships, to lead teams and develop people, to manage performance and lead change.


The longer term objective of Future Leaders is to create a community of managers and leaders that will grow together and support each other as they help to take the council forward.

Learning outcomes

Future Leaders aims to develop reflective and conscious practitioners, continuously learning and developing an authentic and inclusive leadership style. Specifically, by the time participants leave Future Leaders, we hope they will be able to, or at least be starting to:



  • Identify when to lead and when to manage, therefore choosing the appropriate behaviour

  • Adapt their practice and approach to the needs of the person and the situation

  • Apply different decision making practices depending on the demands and complexity of the situation

  • Understand how their thinking influences outcomes

  • Assert themselves with confidence

  • Effectively handle difficult conversations

  • Build trust and understanding to better influence and persuade people

  • Delegate tasks effectively

  • Coach and develop people

  • Build and lead effective teams

  • Create the conditions for high performance and a culture of continuous improvement

  • Evaluate team performance against stated purpose and goals

  • Tackle poor performance

  • Get the most from high performers whilst minimising the risks

  • Lead and support people through change


Please note this list is not exhaustive and is intended as a guide only. More important is that each learner identifies the skills and vital behaviours that are most relevant to their role and aspirations.


Evaluation
There can be no learning without action, reflection and feedback and participants will be expected to drive this effort. No one will do it for them or remind them to do it.


There is no end point or graduation, no pass or fail. Learning is a never-ending process.


Participants are required to write a personal profile on joining the programme, identifying their strengths, weaknesses and learning objectives. The profile is an important statement of intent and access to the digital materials will not be granted until this profile is returned to the programme manager.


An effective profile requires deep reflection on the part of the learner and conversations with their manager, who will also need to input into its content. The profile then forms the personal learning plan and will need to be adapted as necessary as learning progresses with new insights and the revealing of blind areas.


As well as the expectation that participants will regularly discuss their progress in supervision with their manager, participants will also be expected to arrange tutorials with the programme manager for his input. These tutorials can either be 1:1 or with a small group of fellow learners plus the programme manager.

Additional Information

Digital Courses
The first two modules explore leadership, specifically the importance of being able to build effective relationships as a leader. The remaining modules explore the externally focused, integrated disciplines of developing people, leading a team and managing performance.

We recommend the following are studied first, in this order:

  • Great Leadership explores the difference between management and leadership, specific leadership behaviours and the moments that call for leadership. The session also features an introduction to a tool that helps managers and leaders take adaptive approaches to different problems.
  • Building Relationships explores the art of leadership through the skills of building trust and a greater understanding of people.

The remaining content is closely integrated thematically, with many overlaps, separated purely for convenience. They can be studied in any order:

  • Developing People explores the leadership role of developing people through delegation and coaching to maximise their performance.
  • Leading Teams investigates how to get individuals working together to achieve shared goals - looking at what teams need to succeed, how teams evolve and change over time and how leaders need to adapt their approach, how to prevent or correct a dysfunctional team
  • Managing Performance explores how to create the conditions for high performance and a culture of continuous improvement, how to know if the team is achieving its purpose, the power of marginal gains, how to tackle poor performance and manage high performers
  • Challenge & Support explores specific skills for holding difficult conversations and delivering constructive feedback for poor and high performing staff.
  • Systems Thinking explores this wide ranging science of systems and how managers can take a systemic approach to drive efficiencies and improve performance.
  • Leading Change looks at how change affects people and how to lead people through change. Includes an electronic team game where the learners implement a strategy for change

 

Future Leaders Monthly

A monthly, trainer-faciliatated 3-hour drop-in on Microsoft Teams. Participants can attend all or part of the session. Participants bring a question for the group to discuss - this could be related to something in one of the digital courses, something else they've read or discussed, or an issue they are dealing with in their work. Dates for these sessions are posted on the Events tab in the Future Leaders community.

Virtual Seminars
Learners get a 1-hour facilitated discussion on Microsoft Teams, on the topic in question providing them with the opportunity to ask questions about the topic, share their thoughts and opinions and identify opportunities to put any learning into practice.

Dates for virtual seminars will be posted on the Events tab of the Portsmouth Future Leaders community. Learners will not receive invites to attend. They choose the seminars they want to attend and book their place on PLG

Action Learning
Action learning grew out of workplaces, with workers coming together to support each other's learning around common challenges they faced. It is rooted deeply in practice and reflection, not academia and theory. This quote from Portsmouth-native Reg Revans, who pioneered the use of the method: "Learning to learn by doing with and from others who are also learning to learn by doing."

The emphasis very much on 'doing' and 'learning'. There can be no (real) learning without action. The learning is real because it is born out of experience.

Participants on Future Leaders are allocated a 'set', either on a Tuedsay or Thursday, who meet monthly for 90 minutes on Microsoft Teams to help a colleague understand and deal effectively with a wicked problem.

 

360 Degree Feedback (optional)

A 360-degree feedback is a process through which feedback is gathered from an individual's subordinates, colleagues and managers, as well as a self-evaluation by the employee. It can also include, when relevant, feedback from external sources who interact with the individual, such as customers and suppliers or other relevant stakeholders.

It is especially useful in complex settings where individual performance can be difficult to quantify against reliable metrics.

A 360-degree feedback exercise is not difficult to organise and administer but needs careful consideration. Like all powerful learning, the outcomes can be uncomfortable for the recipient, so this element of Future Leaders, whilst recommended, is entirely optional.

Start Date
Tuesday 27 July 2021
End Date
Thursday 27 July 2023
Closing Date
Monday 26 July 2021
Times
00:15 - 23:45
Maximum Places
50 
Cost
Login to view cost
Number of Sessions
1