Developing leaders
What?
A challenge and an opportunity
Demonstrably one of the most powerful influences on culture within any organisation derives from its leadership. On a day to day basis, for most employees, this means the example set, and practical leadership provided, by middle and junior management.
A management development programme is a vital tool not only in equipping the leaders of the desired organisation culture, but also in recognising and developing talent from within the organisation.
“The Chartered Management Institute estimates that 70%–80% of managers in the UK are ‘accidental managers’: good employees, having been promoted into their management position because of their technical strengths, rather than their recognised people-development abilities. These managers lack the vital skills needed to deal with the people side of leadership, in turn having a negative impact on employee productivity and engagement across the organisation.” - HR Magazine, March 2024
Our proposal offers a tried and tested solution that can be easily adapted for Cultural Enterprises, to provide skills and confidence for the next generation of leaders, managers, and supervisors for our sector.
The programme helps organisations either to create a cohort, or put their emerging leaders forward to join a regional cohort. This approach enables individuals to learn and grow individually, and also support one another, sharing experiences and perspectives, and go forward as part of a support network that in turn will help to strengthen the sector both now and in the future.
Why?
This programme can help to underpin the viability of our sector.
“CMI research has shown that organisations that invest in management and leadership development programmes see on average a 23% increase in organisational performance, and a 32% increase in employee engagement and productivity.”
Ann Francke OBE, Chief Executive, CMI, October 2023
“Now, more than ever, our cultural institutions face a perfect storm: rising costs, dwindling public sector support, and a new generation of employees with a substantially different set of life experiences, perceptions, and aspirations to any of their predecessors.
This programme can help futureproof our organisations in what is the human equivalent of not just mending the roof, but making the roof part of the solution for a sustainable future.”
Stephen Spencer (inspired by the Blenheim Palace Orangery Roof Project
How?
Six workshops focused on developing participants’ perspective on what it means to lead others, as well as their personal communication + leadership style, and along the journey equips them with key skills enabling them to have confidence in their own ability and thus enable and empower them to develop others.
The programme is highly interactive, with an emphasis on finding the passion, fun and energy in the work, motivating the participants and showing them how to motivate others.
There’s a competitive element too: including competitor analysis and a Dragons’ Den-style panel session with the organisations’ senior leaders.
The programme culminates with a celebration - identifying what everyone has achieved, as well as presenting the top prize (job-related) - or prizes - reflecting outstanding achievement.
In this way the programme offers a safe space and a supportive environment, without losing sight of the pursuit of excellence - which is the tone the cohort will go on to set within the organisation.
Syllabus
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Setting goals for the programme - team and individual.
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Thinking about how we become a great management team, and develop our teams.
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Awayday to visit and review a competitor. Leaders are always learning!
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How have we improved our storytelling and presentation skills?
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How have we improved our leadership skills?
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Analysing what we’ve learned on the journey, and how we improve the business (and ourselves) by asking the right questions. The day culminates with an ‘Ask the Boss’ Senior Leaders’ panel session.
Who you’ll work with
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Stephen Spencer
Ambience Director
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Bala McAlinn
Director of energy