Management Development

Example Aspiring Manager Programme

Few aspiring managers naturally have the skills, knowledge, and behaviours associated with excellent leadership and management. Consequently, organisations must invest in developing aspiring managers before moving them into management roles. By doing so, you are setting them up for success.

To help provide some substance to what development for an aspiring manager may look and feel like, Innovation Central has compiled the below overview of the architecture associated with such a programme. All organisations are different; consequently, the below is provided as a guide. Innovation Central works closely with each client to identify an approach for their unique requirements.

Aspiring Managers Programme Logistics

Delivery Method

The aspiring managers’ programme below can be delivered through traditional face-to-face facilitation or via digital platforms (Zoom, Teams. etc.). Regardless of the delivery method preferred, the programme architecture ensures a blended approach to learning with a variety of learning inputs, for example:

Professionally facilitated learning modules (face-to-face or digitally)
Self-directed learning between modules
Learning check-ins with the programme coach to provide wrap-around support and direction

Schedule

Innovation Central recommends that an aspiring managers programme needs a minimum 12-month delivery schedule to ensure colleagues have the opportunity to apply their learning back in the workplace.

Programme Architecture

Selection

Ensuring colleagues for your aspiring manager’s programme are appropriately selected requires a structured application process. Participants must be sponsored and supported by their line manager. This selection process ensures:

Fairness and consistency
Delegates are set up for success
Line manager buy-in
Aspiring managers are clear on what the business expects from them.

Onboarding

Innovation Central believes that all leadership and management programmes need senior sponsorship. Consequently, we guide clients in delivering group onboarding sessions co-delivered with senior stakeholders. This approach provides the following:

Clarity of expectations for participants
Visible buy-in across the organisation
A sense of support for delegates
A level of gravitas for the programme.

Mentoring

Innovation Central believes in a proactive approach to ensure adequate support for learners as they develop and apply their new skills in the workplace. Consequently, we recommend a systematic matching process for mentors and mentees. Consideration is given to both parties’ styles, and the delegates’ development aims to ensure the best-fit relationship.

Development Activities

The critical learning content is dictated by your organisation’s needs, specifically what you want your aspiring managers to be able to do at that stage of their leadership journey. Regardless of the focus of the specific modules, you can expect, as a minimum:

A tailored programme that directly meets your needs as a business and the learner’s needs as individuals
Blended learning activities that address the ‘what’ and the ‘how’ of being a great leader and manager.

Project Assignment

The acid test of any learning is the delegates’ willingness and ability to apply their knowledge back in the workplace.

Innovation Central works closely with all clients to identify projects that delegates can work on that align with key business objectives. Consequently, this allows participants to apply their learning to genuine business challenges with clear deliverables. Simultaneously, this provides a clear and trackable return on investment for each programme.

Job Shadowing

Aspiring managers are at the start of their leadership journey. Consequently, it is crucial to provide them with wrap-around experiences that enable them to ‘walk in the shoes’ of an existing manager. This approach:

Dramatically enhances their learning experience
Provides a window of sight into what a manager’s role entails
Allows the opportunity for successful managers to pass on their expertise and support
Rewards successful managers and validates their current approach.