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View Live Stats View ReviewsFirst-Line Management Development
Face to face / Online public schedule & onsite training. Restaurant lunch included at STL venues.
From £470 List price £650
- 1 day Instructor-led workshop
- Courses never cancelled
- Restaurant lunch
Syllabus
Who is this course for?
The workshop is for all those who are in a management role but have little or no formal training and support. It aims to firm up the management foundation and provide the additional management skills they will need to help them to delegate and manage their team.
Objectives
- Define what leadership is using directive/supportive strategies as appropriate
- Recognise the stages of development of one's team
- Adapt one's style to suit the situation appropriately
- Understand some of the disciplinary process
- Give constructive feedback to encourage a happy and productive workforce
- Enhance communications and influencing skills in role of intermediary between staff and director level
- Feel comfortable in managing performance and giving appraisals.
Prerequisites
This course has been designed for managers with some experience of being in a management role with little or no formal training.
Newly appointed managers or those wanting to learn more about managing with no current experience should review the Introduction to Management course
Course Syllabus
What do people look for in a manager?
Leadership as a learned behaviour
Types and styles of leadership
Forming and Developing Your Teams
Encouraging responsibility: Let them own and manage the work
Management does not mean managing everything
Strategy Outcome Board
Team Members, their behaviours and motivations
Team stages
Developing a High Performing Team
Looking at Situational Leadership
Situational Leadership Model
How do you communicate through the hierarchical layers?
Applying the Model in various situations
The Disciplinary Process
General Rules
Gross Misconduct
Investigating a Complaints
Disciplinary procedures
Observing/Monitoring
Appraisals and Giving Feedback
Scenarios to elicit ways of giving feedback
BOOST and EECC Models
Coping with Criticism
Influencing Relationships Positively
Setting up the Six Step process for Coaching
Prices & Dates
What you get
"What do I get on the day?"
Arguably, the most experienced and highest motivated trainers.
Face-to-face training
Training is held in our modern, comfortable, air-conditioned suites.
Lunch, breaks and timing
A hot lunch is provided at local restaurants near our venues:
- Bloomsbury
- Limehouse
Courses start at 9:30am.
Please aim to be with us for 9:15am.
Browse the sample menus and view joining information (how to get to our venues).
Refreshments
Available throughout the day:
- Hot beverages
- Clean, filtered water
- Biscuits
Online training
Regular breaks throughout the day.
Learning tools
In-course handbook
Contains unit objectives, exercises and space to write notes
24 months access to trainers
Your questions answered on our support forum.
Training formats & Services
Training Formats & Services
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Testimonials
Rho Motion
Helen Ansell,
Senior Marketing Manager
Really enjoyed the session, lots of useful tips with plenty of time to properly discuss our thoughts on certain topics. Tony was an engaging session leader and we all got on well with him.
First-Line Management Development
Rho Motion
Shan Tomouk,
Senior Research Analyst
Very good, a good mix of practical thinking and theory.
First-Line Management Development
Rho Motion
Ed Keith,
Consultant
Thank you - Tony Blue was great
First-Line Management Development
Learning & Development Resources
Soft Skills Blog
- Stages of Team Development and how to Maximise Performance
- Action Centred Leadership: An Introduction
- Delegate More Effectively with the 6 Levels of Delegation
- The First 90 Days: A Guide for New Managers
- Introduction to Management - Giving Feedback
- Introduction to Management - 3 Skills For New Managers
Infographics
Training manual sample
Below are some extracts from our First-Line Management Development manual.
What Is a First-Line Manager?
A first-line manager is a crucial
link in the organizational chain. These managers operate at the frontline,
overseeing day-to-day operations and ensuring that organizational goals are
met. Here are some key aspects of their role:
- Supervision and Execution: First-line managers
deeply understand the roles they supervise. They match employees to
specific tasks where they can excel. This skill helps build effective,
responsive teams capable of achieving the employer’s objectives1.
- Team Development: These managers play a
pivotal role in employee growth and engagement. They identify team
members’ strengths and weaknesses, providing opportunities for
improvement. This includes offering training,
mentoring, and coaching to help employees reach their full potential2.
- Leadership Basics: First-line managers
need a solid foundation in leadership skills. Whether they’re newly
promoted or seasoned functional leaders, understanding leadership basics
is essential. These skills directly impact team
success and overall employee engagement levels3.
Developing First-Line Manager
Skills
Continuous skills development is key for first-line
managers seeking to strengthen their leadership capabilities. Here are some
effective approaches:
- Honest Self-Assessment: First-line managers
should assess their strengths and growth areas honestly. Understanding
their baseline helps them identify areas for improvement.
- Training Opportunities: Pursue relevant
training programs to enhance leadership skills. These might cover
communication, conflict resolution, time management, and team building.
- Mentoring and Coaching: Seek guidance from
experienced leaders within or outside the organization. Learning from
others’ experiences can accelerate growth.
Challenges faced by First-Line
Manager Skills
First-line managers, also known
as frontline managers, encounter several challenges in their roles. Let’s
explore some of the most common ones:
- Lack of Support and Training:
- Many
frontline managers step into their roles without adequate training on how
to support their teams effectively. They may have been excellent
individual contributors but lack the skills needed to guide others.
- Organizations should prioritize
regular, cross-functional training for these managers, focusing on soft
skills such as holding one-on-one meetings, recognizing employees,
showing empathy, and managing to strengths12.
- Feeling Undervalued:
- Surprisingly, only about 20% of
managers report feeling regularly recognized and valued1.
- It’s
essential for HR and company leaders to acknowledge that frontline
managers are also employees. Regular praise—specific, timely,
public, and tied to company values—can go a long way in making them feel
appreciated1.
- Poor Communication and Engagement:
- Frontline
managers often struggle with communication gaps between themselves and
their teams. Effective communication is crucial for team cohesion and
productivity.
- Encouraging open dialogue,
providing clear expectations, and fostering a positive work environment
can mitigate this challenge3.
- Handling Conflicts Between Employees:
- Conflict
resolution is a critical skill for frontline managers. When team members
clash, managers must address the issues promptly and constructively.
- Training in conflict management techniques can empower
managers to navigate these situations effectively4.
- Motivating Employees:
- Keeping
team members motivated and engaged is no small feat. Managers need to
understand individual motivations, recognize achievements, and create a
positive work atmosphere.
- Regular feedback, personalized
recognition, and opportunities for growth contribute to employee
motivation3.
- Resource Constraints:
- First-line
managers often face challenges related to inadequate resources—whether
it’s budget limitations, staffing shortages, or insufficient tools.
- Organizations should provide
necessary resources and empower managers to make informed decisions
within those constraints3.
Typical Scenarios
Conflict resolution is a
critical skill for first-line managers. Let’s explore some examples of
effective strategies they can employ:
- Collaborative Problem-Solving:
- Imagine
a team facing a disagreement about project priorities. The first-line
manager organizes a meeting where team members openly discuss their
concerns and propose solutions. By working together, they find a
mutually beneficial resolution1.
- Stakeholder Engagement:
- A
project manager successfully resolves a conflict by addressing
stakeholder concerns about project timelines. Through open dialogue, the
manager gains stakeholder support and commitment2.
- Constructive Conversations:
- Consider
a scenario where a new leader oversees a team and notices a team member
with low customer satisfaction scores. Instead of avoiding the issue,
the leader initiates a constructive conversation with the team member,
seeking to understand the root cause and collaboratively find solutions1.
De-escalating Situations
De-escalating tense situations
within a team is crucial for maintaining a positive work environment. Here are
some effective strategies:
- Stay Calm and Listen:
- When
tensions rise, take a deep breath and actively listen. Understand the
problem without interrupting. Remaining calm sets the tone for
resolution1.
- Open Body Language:
- Uncross
your arms, relax your shoulders, and open your palms. Show empathy and understanding
through your nonverbal cues1.
- Ask Open-Ended Questions:
- Instead
of escalating conflict, encourage dialogue by asking open-ended
questions. This helps uncover underlying
issues and promotes understanding2.
- Seek to Understand, Not Just Be
Understood:
- Put
yourself in others’ shoes. Empathy fosters better
communication and helps de-escalate tense situations3.
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