Developing People for Organisational Excellence...

Telephone: 0844 800 3485

Up to around the 70's "manager" was just a post that you got promoted to when you had been around long enough and hadn't screwed up too badly or upset the boss. But since then management has been redefined as a function on it's own, beyond just knowing the job and telling other people what to do and how to do it.

That is the reason why management development has increasingly been seen as a major need by organisations which want efficient and effective processes and procedures operated by a motivated and valued workforce.

The Collingwood Group can also offer management and supervisory training accredited by the highly prestigious Chartered Management Institute. This valued award stands as a proof of competence, and public recognition of an individual's value to the organisation.

THE MANAGER'S JOB

Managers are the first line in turning the strategic vision into actual output. But that doesn't mean that they simply demand the performance and apply sanctions when it is not there. Managers are responsible for getting the best out of their people, as well as out of systems and processes. And we know that, even though sanctions are appropriate at some times, encouragement and reward are far better long term motivators.

So whilst there are such things as pure management functions, good managers also know how people tick, and what makes people want to do there bit in fulfilling the strategic vision. It is a fact that management is now much more of a people business than ever before.

OUR APPROACH TO MANAGEMENT DEVELOPMENT

You will find many who can come in and tell your managers what they should be doing to get everything right. We, however, listen more than we talk, because although we might know a lot about management, we do not how it works with you. And we need to find out. At the top of our list you will see "360 degree evaluation". That means we can agree on a training solution based on the views of the individual's boss, colleagues, and those who are managed by the individual. That way we are likely to get a more complete view of training needs. Here's what we do:

listen to all views about how your organisation is managed, from all sides. That is what 360 degree evaluation is all about.
agree what managers need to know and be able to do, and what they should do less of.
draw up and agree content for management development
match elements of delivery to individual needs
deliver by the most appropriate means (face to face, online, text etc)
assess managers against their learning objectives
evaluate the whole development process
If appropriate, accredit the training through the Chartered Management Institute.