DRIL 3 : Turning Managers into Leaders

This course is suitable for senior managers who have a minimum of 6 years’ experience, have received management training and already have a considerable level of management ability.

This challenging programme is aimed at a senior level and is therefore only suitable for delegates who are managing large departments (normally 10+) and can demonstrate high levels of competency in DRIL 1 and 2 subject areas. These managers may well have P&L responsibility and direct impact on the financial performance of the organisation.

The purpose of this programme is to take managers with strong leadership potential on a fast track to becoming key leaders in the organisation.

The Matchett group has over 40 years of experience in developing leaders and senior professionals. We understand the importance of growing people from within organisations and inspiring them to bigger and better achievements.

Time away from the day job is an essential part of development of a senior business leader. This programme provides him or her with the opportunity to reflect on his or her current performance and to make appropriate commitment to grow and change.

Matchett recommend that a coaching programme for individual managers accompanies this programme for maximum benefit. Inevitably at this level much of the learning will be very specific and individual and so one on one time will benefit the delegate hugely.

All DRIL 3 modules are half days or 4 hours long.

DRIL 3 – Preparation

• Pre-programme work
• A day of training needs analysis including one on ones with delegates
• Organisation of coaching support
• 360 leadership style questionnaire
• Dates confirmed and booked
• Pre-course readings/watching/questionnaires completed
• Delegates registered
• Course and individual objectives finalised

Module 1 – Overview of DRIL 3

• Personal learning objectives
• The accompanying coaching programme
• The value of leadership
• Understanding why leadership is necessary
• When are you managing? When are you leading? When are you coaching?
• Unlocking yours and others’ potential
• Leadership style – questionnaire, results and discussion
• Prepare to inspire!

Module 2 – Situational leadership

• Recap leadership style and questionnaire results
• Self-awareness – what is it? How does it affect performance?
• Blanchard’s model of situational leadership
• Supporting, coaching, delegating and directing – what is appropriate, when
• Presenting your ideas to groups
• Inspiring communication and gaining buy-in
• Creating impact
• Managing managers, the unique challenges
• Cultural awareness for senior managers

Module – Improving performance

• Gathering relevant information
• Asking the right questions
• The relevance of KPI’s and their impact on performance
• Having successful performance discussions
• Performance reviews
• Giving and receiving feedback
• Managing expectations
• MBTI and understanding difference

Module 4 – Advanced financial acumen

• Advanced budgeting
• Understanding management accounts
• Financial goals of the organisation explained
• Advanced critical thinking
• Executing strategy at senior level

Module 5 – Transacting and transforming

• Understanding your priorities and the priorities of the business
• Alignment of priorities
• A time to lead and coach – proactive time
• Work/life balance
• Dealing with stress
• How to delegate effectively
• Interaction with other senior managers/ business leaders

Module 6 – Advanced coaching

• Feedback on current coaching practice
• Coaching examples
• Developing people – examples
• Succession plans and talent mapping

Module 7 – Negotiation and dealing with conflict

• Establishing trust
• Structuring negotiations
• Negotiation behaviour – typical examples
• Developing emotional intelligence
• Managing internal states
• Aiming for successful solution-based outcomes

Post-programme – within 24 hours

• Action plans fully completed including post-programme coaching
• Feedback forms completed
• Report prepared for managers/HR

Module 8 – half day follow up or one on one coaching plans if preferred

• 8 weeks after completion of modules 1 – 7
• Testing the learning
• Evidence-based examples of actions/learnings from the programme
• Programme Summary
• What next? Steps for maintaining momentum and embedding learnings
• Feedback on changes