Learning interventions for Team Leaders, Supervisors, and Middle Managers
Most team leaders, supervisors and middle managers have little – if any – preparation to be effective managers. Their teams underperform, they become miserable, their department’s outcomes suffer.
Too many managers are promoted because of technical or operational ability as individual contributors, without the skills, mindsets, or support to truly lead. But now they have a totally new job for which they don’t have the skills or training. Traditional training often fails: short sessions that inspire for a moment but don’t transform behavior.
We do it differently.
Our leadership development journeys blend proven learning methods with ongoing guidance, staying with your managers until new habits take root. The result: confident leaders who don’t just know what to do, but consistently do it.
How it works
Packing many topics in a single workshop is not working. Leadership is about behavior, about who are are. Thus, we tackle growth areas one by one, so we increase the chances of implementation.
Leadership and managerial skills need time to start appearing in the manager's behaviors and actions.
We first understand the needs, challenges, outcomes and roadblocks and then tailor the learning engagement accordingly.
Learning interventions designed for learning and implementation in real life.
Our approach for helping managers build their ability to lead their teams while generating outcomes and maintaining their wellbeing.
Through interviews and research we articulate the challenge and define the desired outcome of the learning intervention.
Through interviews and questionnaires we understand the learners' profile and view of the challenge or outcome, get an insight on the learning climate, and conduct a base-line evaluation (180 or 360).
We create cohorts of managers who need to address the same challenge, so they all are on the same page, supporting each others.
We move forward to design the learning intervention and the learning path, so that it responds to the real challenges, is aligned with the desired outcome and takes the learners' and organizations realities into consideration.
We produce all those learning components that enhance the learning design (ie. custom on-the-job aids, simulations, flashcards, peer group setup, action items monitoring, reflection journals setup, etc).
We then roll-out our learning intervention, which usually consists of multiple learning methodologies weaved together for maximum impact. A usual timeframe is around 12 weeks - although this may go up to 6-12 months fore more complex projects.
During the Delivery we conduct progress assessments, and at the end we conduct an overall evaluation against the desired outcome and the base-line evaluation (conducted in the analysis phase).
Managerial Development in Action
Sentience App
Combine daily nugdes with reflection and real-life behavior change.
Need something lighter but with great imact?
Use our Sentience application, a simple yet powerful tool to help your managers actually transform the way they think and behave on the ground.
How Sentience works
We setup a company account so we can then upload your managers and their support members. With this account you can also monitor your manager's progress towards their development (behavior change) goals.
You decide which managers will use the platform. For each manager, we ask at least 3 support members (company employees) who will provide their anonymous feedback on the manager's progress of their development goal.
Managers decide on, articulate and add on the platform their development (behavior change) goals, along with the starting date and number of weeks they commit to work on that goal.
Managers invite their support group members, so they can also provide their assessment of the manager's progress.
Managers and support members receive nudges (notifications) to provide their assessment and feedback on the specific development (behavior change) goal.
Managers and Support members provide a pulse-like assessment (1 question) on the manager's development (behavior change) goal. The same scale applies to both Managers and their Support Members for meaningful comparisons.
Managers and Company Admin (usually the HR) view the Manager's progress towards their development (behavior change) goal.
Managers receive their certificate for completing their goals.
monthly price per manager
-
Unlimited support members
-
Unlimited development goals
-
Progress reporting
-
Notifications & Nudges
-
Achievements & Certificates
-
Company admin view
-
Unlimited support members
-
Unlimited development goals
-
Progress reporting
-
Notifications & Nudges
-
Achievements & Certificates
-
Company admin view
Struggling with your managers to lead their teams?
Let’s connect to learn more about you, discuss our approach and confirm our chemistry.