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Management Development
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Management Development

High-performing managers excel in four competency areas: People management, Relationship and influence, Business management, and Process management. The competencies shown below have a powerful impact on the success of a manager:

 
  • People Management Competencies - Team Building, Developing,People, Managing Diversity.


  • Relationship and Influence Competencies – Interpersonal Skills, Relationship Building, Conflict Management, Influence & Negotiation Skills, Communication Skills.


  • Business Management Competencies– Change Leadership, Visionary Leadership, Business Acumen, Strategic Thinking.


  • Process Management Competencies – Problem Solving, Customer Focus, Project Management.

Interventions for Management Development

LEADING THROUGH CHANGE

Change is perhaps the most daunting challenge for managers. This workshop helps managers understand the predictable reactions to change (often mislabeled as resistance) at both the individual and group level. They learn strategies for introducing and implementing change in a way that assists rather than impedes achieving desired end results.This is a Instructor Led Class room workshop which has discussions, Open space and role Plays and case Studies.

 
  • Purpose and nature of change; endings and beginnings (transitions)
  • Types of change (levels of change)
  • Understand their own emotional reaction to change; how can this impact the way they manage others through change
  • Develop strategies to overcome fears, break patterns and remove barriers to effective Organizational transformation
  • The change curve - mapping social styles onto the change curve using metaphors
 
  • Enables managers understand the Change Dynamics, individual responses to change and be able to Set directives to motivate and enable employees to carry out change
  • Enables the organization to plan, manage and leverage change.

LIVING & EMERGING THROUGH CHANGE

The employees have to face the brunt of change, if not understood, can create disengagement. As there has been restructuring in some departments, this workshop will enable the participants to cope with change successfully. This is a Instructor Led Class room workshop which has discussions, Open space and role Plays and case Studies. The target audience for this workshop are employees of various functions and The first level supervisors (Non managers)

 
  • Purpose and nature of change; endings and beginnings (transitions)
  • Types of change (levels of change)
  • Understand their own emotional reaction to change; how can this impact the way they manage others through change
  • Develop strategies to overcome fears, break patterns and remove barriers to effective Organizational transformation
  • The change curve - mapping social styles onto the change curve using metaphors
 
  • Individual contributors, team members in their understanding of change dynamics
  • Individual responses to change and hence their performance
  • The engagement of the employees

CRITICAL THINKING SKILLS

This is a strategic thinking tool which enhances the quality of decision making and skills required for conducting reviews. The Target audience for this workshop is any Manager who are handling teams, may have a P & L Responsibility.

 
  • Reach higher levels of critical thinking in shorter periods of time
  • Better decisions, better solutions.
  • Fewer mistakes
 
  • Decision Making
  • Quality of reviews
  • Delegation by supervisors

DIFFICULT CONVERSATIONS

It is a communication tool which enables the Leaders/ Managers to create conditions for a meaningful dialogue. It enables them to create engagement and motivation, resulting in an authentic connect with co-workers. A very handy skill during coaching and managing culture. The target audience is Managers at all levels and Individual Contributors. This is a Classroom based experiential workshop.

 
  • Resolve disagreements—accurately address concerns by talking respectfully, candidly and skillfully with someone in a safe way.
  • Build acceptance rather than resistance—give and receive feedback in a way that enhances relationships and improves results.
  • Speak persuasively, not abrasively–effectively talk about high-stake, emotional and controversial topics.
 
  • Know when to speak and when to listen
  • Begin stepping up to tough issues and sharing opinions, feelings and information safely and freely.
  • Learn how to promote the best ideas, save time with fewer meetings, have less disagreement, and build more alignment with better decisions./li>
  • Transform a Battle into a learning conversation.

CONFLICT MANAGEMENT

Conflict is a normal part of healthy relationships. After all, two people can’t be expected to agree on everything at all times. Learning how to deal with conflict – rather than avoiding it – is crucial. When conflict is mismanaged, it harms the relationship, but when handled in a respectful, positive way, conflict provides an opportunity for growth, ultimately strengthening the bond between two people. By learning these skills for conflict resolution, you can keep your personal and professional relationships strong and growing. The target audience is All Levels of managers, Individual Contributors.
This is a Classroom based experiential workshop

 
  • Become more aware of your own conflict style.
  • Recognize the conflict styles of others.
  • Assess conflict situations.
  • Practice using different conflict modes.
 
  • Self awareness will lead to better self management.
  • Will be able to handle the conflict situations in a constructive manner.

EMPOWERING COMMUNICATION

  • This framework helps managers and others to develop a communication style which encourages people to give/seek feedback .
  • This workshop can help team members to understand the value of self-disclosure, and can encourage them to give, and accept, constructive feedback.
  • Done sensitively, this can help people build better, more trusting relationships with one another, solve issues, and work more effectively as a team.
  • The target audience is All Levels of managers, Individual Contributors.
  • It is a Classroom based experiential workshop
 
  • Learn about your communication style with your Boss and subordinates.
  • Learn how can you use the awareness to increase self awareness and relationship with others.
 
  • Have the capacity to build trust by disclosing information about yourself.
  • Have the skill to seek feedback from others and use that feedback for self improvement.
  • Learn to communicate in a manner which empowers.

MANAGING CHANGE

  • This framework is ideal for individuals, teams and organizations looking to overcome profound, persistent, and resistant problems in their organization, team or personal life.
  • The training provides individuals at any level of an organization with the skills to develop an effective and comprehensive influence strategy to overcome these problems.
  • The target audience are All Levels of managers.
  • It is a Classroom based experiential workshop.
 
  • Diagnosing the web of causes behind any problem and creating powerful strategies for driving change.
  • Identifying a handful of high-leverage behaviors that, if changed, will lead to desired results.
  • Relying less on formal authority and more on ways to motivate and enable others to alter their behavior.
  • Developing and applying a robust influence strategy to anything from small- to large-scale cultural transformations, with the powerful Influencer Model.
 
  • Diagnosing the web of causes behind any problem and creating powerful strategies for driving change.
  • Identifying a handful of high-leverage behaviors that, if changed, will lead to desired results.
  • Relying less on formal authority and more on ways to motivate and enable others to alter their behavior.
  • Developing and applying a robust influence strategy to anything from small- to large-scale cultural transformations.

SHIFTING PARADIGMS

  • To instill in every individual the constant awareness that customer service towards internal and external customers is everyone's business It teaches us to break patterns of self-defeating behavior and to replace old patterns with a principle-centered approach to problem-solving. It also teaches us to get our lives in balance, putting wellness, family and relationships, and personal growth just as high on our list of priorities as urgent business concerns.
  • The Target audience for this workshop is Managers of all levels and individual contributors.
  • It is a Experiential Learning Classroom Workshop.
 
  • Enhance our effectiveness and efficiency towards customers (internal & external).
  • Create stronger emotional connections with customers .
  • Manage customer expectations and identify potential improvements.
  • Nurture successful relationships with Customers.
 
  • Enhance our effectiveness and efficiency towards customers (internal & external).
  • Create stronger emotional connections with customers .
  • Manage customer expectations and identify potential improvements.
  • Nurture successful relationships with Customers.

LEADERSHIP IN THE MOMENT

  • A classic leadership model which is behavioral in concept and hence easily applicable.
  • It enables the Leaders/ Managers to flex their style as per the maturity level of their team/subordinates, for a particular task within the reference of the prevalent situation.
  • A must for all the leaders who operate in a dynamic business environment.
 
  • Measurable results in all areas of the organization that support a change of culture and the evolution towards our – High Performance Organizations’ model.
  • The development of employees hence their engagement levels.
 
  • Measurable results in all areas of the organization that support a change of culture and the evolution towards our – High Performance Organizations’ model.
  • The development of employees hence their engagement levels.

CORE LEADERSHIP

The Core leadership model is a holistic leadership model . It is about the practices leaders use to transform values into action. It’s about leadership that creates the climate in which people turn challenging opportunities into remarkable success. This workshop focuses on behaviors that leaders must employ in their leadership relationships.

 
  • Leverage your Leader Profile 360 by identifying leadership strengths and opportunities.
  • Clarify and communicate your fundamental values and beliefs.
  • Foster innovation and change.
  • Build talent, teamwork and trust.
  • Explore ways to execute effectively and achieve strategic results.
 
  • The Managers will be able to Clarify and communicate their fundamental values and beliefs.
  • Model integrity by aligning your actions with shared values.
  • They will be able to inculcate appropriate behaviors required for enhanced productivity.

TRANSFORMATIONAL LEADERSHIP

Transformational leadership is a type of leadership style that leads to positive changes in those who follow. Transformational leaders are generally energetic, enthusiastic and passionate. Not only are these leaders concerned and involved in the process; they are also focused on helping every member of the group succeed as well.
Transformational leadership may be found at all levels of the organization: teams, departments, divisions, and organization as a whole. Such leaders are visionary, inspiring, daring, risk-takers, and thoughtful thinkers.

 
  • Understand the Transformational Framework.
  • Understand the difference between Transactional and Transformational Leadership.
  • Understand the four competencies required for transformational Leadership.
 
  • The Managers will be able to Model The behaviors of a transformational Leader.
  • The Manager will be able to implement the principles of Transformational Leadership.

NEW LEADER ASSIMILATION

Transitions are critical times when small differences in actions can have disproportionate impact on results. Leaders, regardless of their level are most vulnerable in their first few months in a new position. The transition acceleration process of this workshop helps managers create stronger relationships with their new bosses, Building the teams and aligning the organisation’s strategy, Structures, Systems and Skills.

 
  • How the new role fits into the big picture.
  • To share information about self and seek information about team.
  • To understand the challenges, If any, facing the team.
 
  • The manager will be able to build rapport with team members by.
    • Demonstrating a willingness to be open
    • Establishing a preferred pattern of communication
  • Recognizes red flags that may signal potential problems or crises.
  • Engages the team in how to address issues… early on.
  • Gains an understanding of particular obstacles or problems they may face.

RELATIONSHIP BUILDING AND NETWORKING SKILLS

Relationships are built where there is mutual understanding between or among individuals. However, this is not built overnight. Establishing a relationship has certain requirements for it to develop. With good relationships, we are able to easily attain personal and career goals because we are surrounded with individuals who support us in many aspects.
Networking is the mechanism that allows individuals to use the power of partnerships and teamwork.
To develop ideas beyond their own experience, to discover business concepts that could be adapted to their specific needs, to build systems of mentors, and to generate additional business for their organizations.

 
  • The behaviors required to establish trust and build relationships.
  • Analyze opportunities for increased networking.
  • Use networking skills to develop partnerships and improve working relationships
  • Establish a plan for continued development of networking skills.
 
  • Demonstrate skills to connect and build relationships with others.
  • Create a plan to develop professional relationships.

PROBLEM SOLVING AND DECISION MAKING

Effective decision-making and problem-solving skills require taking into consideration all important factors, weighing benefits, and determining solutions that will lead to the desired outcome. In this workshop, The participants have an opportunity to practice a recommended standardized process to make the best decisions possible.

 
  • Evaluate factors and make the best decisions based on the information available.
  • Use the steps of problem solving to resolve challenges.
  • Establish a plan for continued development of decision-making skills.
 
  • Evaluate factors and make the best decisions based upon available information.
  • Use the steps of Problem solving to resolve challenges.

SUPERVISORY SKILLS

A must for all the newly promoted individuals who have to settle into the first level supervisory role.
This workshop enables the participants to expedite their learning curves as well as sensitizes them to areas where they need help from their managers.

 
  • Create a paradigm shift (Before vs. After).
  • List the pillars of Leadership and describe your leadership style.
  • List and describe effective delegation.
  • List key motivators for employees and use tools to enhance motivation.
  • Describe Decision Making and practice effective Decision Making.
  • Describe and Practice Coaching and Interpersonal Communication.
 
  • Transition of the newly promoted Individual contributor to the first level supervisory role.
  • The team’s performance.

NEW MANAGER'S WORKSHOP

A must for all the newly promoted individuals who have to settle into the first Managerial roles. This workshop enables the participants to expedite their learning curves as well as sensitizes them to areas where they need help from their managers.

 
  • Create a paradigm shift (Before vs. After).
  • List the pillars of Leadership and describe your leadership style.
  • Delegate effectively.
  • Effective Decision Making.
  • Dynamics of Interpersonal communication.
  • Basic introduction to Planning and Execution.
 
  • Transition of the newly promoted supervisor to the Manager of others.
  • The team’s performance.

TIME AND STRESS MANAGEMENT

  • An effective 2 days Personal Effectiveness Program helping participants to better manage their time & stressors in their lives.
  • This is a Classroom instructor led workshop. The target audience for this workshop are the supervisors( Non Managers and Team Members)
 
  • To Manage Time Productively.
  • To handle stress in a productive manner.
 
  • Identified individuals for whom Time management or handling stress is an issue.
  • Managers, Co- workers, deadlines, time schedules.

COLLABORATING TO WIN

In today’s age Collaboration is needed when we are working in teams , whether inside of the organization or outside. What are the skills needed for Collaboration? What are the reasons that collaboration fails ?
This workshop is based on a model which details that Collaboration needs handling Difficult Conversations to bring everybody on board and to create buy in. After the buy in has been created we need to have the skills to enable Change by moving the right levers for the individual and the environment which can make the change meaningful for everyone.

 
  • Understand the dynamics of Difficult conversations and be able to convert the difficult conversations into learning conversations.
  • Understand the skills and techniques required to facilitate change.
 

The managers will be able to use the skills and the techniques to handle Difficult conversations and enable change.

BREAKTHROUGH PLANNING

  • This is very effective workshop which helps intact teams work on big goals, align strategies, focus on key success factors & develop a simple template to track progress.
 
  • Recognize the business benefits of strategic thinking.
  • Understand & use proven tools & techniques to help develop a strategic approach to business.
  • Achieve greater success by adding strategic capability to skills & execution.
  • Enhance personal development by considering new approaches.
 
    • Key Decisions.
    • Focus on priorities.
    • Innovative thinking.
    • Customers & Stakeholders, their needs & priorities value that can be added.

NEGOTIATION SKILLS

Negotiation is a fact of life. Everyone wants to participate in decisions that effect them. People differ, and they use negotiation to handle their differences. People reach most decisions through negotiations. This workshop is based on the method of Principled Negotiation. This principle can be applied whether there is one issue or many, two parties or many.

 
  • Understand the Definition of Negotiation. Also understand the elements and styles of negotiation.
  • Understand the process and steps of negotiation.
 

The managers will be able to use principled negotiation as an all purpose strategy.

PERFORMANCE MANAGEMENT SKILLS

For a variety of reasons, too many people approach the performance review with trepidation, even dread. Without the right mindset or tools, managers tend to put them off until the last minute, whereas performers often approach them with anxiety—not sure how their performance over the past year will be judged. When approached with the proper mindset and a new set of tools within the larger context of performance management, the review can be transformed into a powerful conversation that will result in insight and learning by both the performer and the manager. This workshop presents an approach to performance management and performance reviews that includes the larger context within which all performance

 
  • Understand the Definition of Negotiation. Also understand the elements and styles of negotiation.
  • Understand the process and steps of negotiation.
 

The managers will be able to use principled negotiation as an all purpose strategy.