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Instructor-led training -

Turning Managers into Leaders ​Turning Managers into Leaders ​

Face to face / Online public schedule & onsite training. Restaurant lunch included at STL venues.

From £760 List price £965

The words “leader” and “manager” tend to go hand in hand, but what do the terms really mean? This course is designed to help you understand the difference and to work at leading your organisation and its staff.

Who is this course for?

For Team Leaders, Managers, and Directors of Companies

Turning Managers into Leaders ​

Objectives

This two-day course is designed for current managers who aspire to transition from their managerial roles to becoming influential leaders. Whether you’re leading a team or a department, this course equips you with the necessary tools and strategies to enhance your leadership capabilities and make a lasting impact in your professional role.​

Benefits

At the end of this practical course delegates will earn how to shift a mindset from being a manager to becoming an influential leader, acquire strategies for effective communication, including listening skills and understanding different communication styles, gain insights into the impact leaders have on team performance, emotional intelligence, and effective delegation.​

Delegates will also explore the GROW coaching model, overcome common challenges, and develop action plans for motivating individuals and managing performance by providing practical knowledge and actionable steps for long-term leadership success.​




Course Syllabus

Your role as a manager​

Define and differentiate between Management and Leadership​
Leadership Competencies​
Action Centred Leadership​
Leadership Styles

Effective communication skills​

Listening skills​
Using effective questions​
Identifying & understanding communication styles

Understanding your team​

The impact we have … on our people, each other and team/business performance​
Emotional Intelligence

Delegating

Why delegate?​
Effective delegation​
Common issues preventing delegation​
Delegation pitfalls to avoid​

Coaching

What Workplace Coaching is​
Benefits of coaching for Leaders​
The GROW coaching model​
Common coaching challenges and how to overcome them​

Performance Management​

Monitoring performance & daily performance management conversations​
SMART goal setting​
Identifying development needs & creating development plans​
Giving feedback​
Motivating individuals​
Developing action plans​

Dealing with Conflict​

Assertiveness in the workplace ​
Handling conflict within the team and increasing co-operation

"What do I get on the day?"

Arguably, the most experienced and highest motivated trainers.

Face-to-face training

lunch

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

online training (virtual)

Regular breaks throughout the day.

Learning tools

in-course handbook

In-course handbook

Contains unit objectives, exercises and space to write notes

24 months access to trainers

Your questions answered on our support forum.

What to expect when training

Training Formats & Services

  • On a public schedule at one of our
    London training venues.
  • On-site at your company office UK wide
  • Near-site, at a location close to you
  • Tailored courses to your requirements
  • Productivity Training Programs
  • Consultancy
  • Bespoke one-to-one
  • Rollout
  • TNA
  • Upgrade
  • Case studies

Summary

RiverStone International

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Paul Guntley,
Head Of UK Finance

John built up a great rapport with us, this enabled the discussions to be open and candid which made the course feel really relevant to our journey in leadership

EBRD

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Marianna Naboka,
Associate Director

It was rather slow to get going (day 1 especially), some content was a bit irrelevant and made me rather uncomfortable when you had to discuss your core values and discussing the best/worst moments in your life to think of these.

But Chrissy was a very passionate trainer and I enjoyed her presenting.

Evalian Ltd

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Ben Lyszkowski,
Data Protection Team Lead

Really wonderful, well delivered training by Chrissie. Certainly have a lot of take aways that I’ll be able to use in managing/leading my team.

More testimonials

Public schedule dates

Next date Location Price
Wed 19 NovLimehouse £770
Mon 12 JanOnline£800
Thu 15 JanLimehouse £800
Wed 11 FebOnline£774
Mon 16 FebBloomsbury £769
Thu 12 MarOnline£750

And 25 more dates...

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Training manual sample

Below are some extracts from our Turning Managers into Leaders manual.

Turning Managers into Leaders

Your Role as a Manager

As a manager, your primary role is to ensure that your team meets its goals and objectives. This involves planning, organizing, directing, and controlling resources. However, to truly excel, you must also inspire and motivate your team, fostering a positive and productive work environment.

Define and Differentiate Between Management and Leadership

Management involves the administration of tasks and responsibilities to achieve organizational goals. It focuses on processes, systems, and structures. Leadership, on the other hand, is about influencing and inspiring people to achieve their best. Leaders create vision, drive change, and build relationships.

Leadership Competencies

Effective leaders possess a range of competencies, including:

  • Emotional Intelligence: Understanding and managing your own emotions and those of others.
  • Decision-Making: Making informed and timely decisions.
  • Communication: Clearly conveying ideas and expectations.
  • Adaptability: Being flexible and open to change.
  • Integrity: Demonstrating honesty and ethical behavior.

Action Centred Leadership

John Adair’s Action Centred Leadership model emphasizes three core responsibilities:

  1. Task: Achieving the task at hand.
  2. Team: Building and maintaining the team.
  3. Individual: Developing each team member.

Leadership Styles

Different situations call for different leadership styles, including:

  • Autocratic: Making decisions unilaterally.
  • Democratic: Involving team members in decision-making.
  • Laissez-Faire: Allowing team members to make decisions independently.
  • Transformational: Inspiring and motivating team members to exceed expectations.

Effective Communication Skills

Effective communication is crucial for leadership. It involves:

  • Listening Skills: Actively listening to understand and respond appropriately.
  • Using Effective Questions: Asking open-ended questions to encourage dialogue.
  • Identifying & Understanding Communication Styles: Recognizing and adapting to different communication preferences.

Understanding Your Team

Understanding your team involves recognizing the impact you have on them and how it affects team and business performance. This includes:

  • Emotional Intelligence: Being aware of and managing emotions within the team.
  • The Impact on Performance: Understanding how your actions influence team dynamics and outcomes.

Delegating

Delegation is essential for effective management and leadership. It involves:

  • Why Delegate?: To empower team members and free up your time for strategic tasks.
  • Effective Delegation: Clearly defining tasks, providing necessary resources, and setting expectations.
  • Common Issues Preventing Delegation: Fear of losing control, lack of trust, and insufficient training.
  • Delegation Pitfalls to Avoid: Micromanaging, unclear instructions, and failing to follow up.

Coaching

Workplace coaching is a powerful tool for developing your team. It involves:

  • What Workplace Coaching Is: A process of guiding and supporting team members to achieve their goals.
  • Benefits of Coaching for Leaders: Enhances team performance, fosters growth, and builds trust.
  • The GROW Coaching Model: A framework for coaching conversations, focusing on Goals, Reality, Options, and Will.
  • Common Coaching Challenges and How to Overcome Them: Resistance to change, lack of engagement, and unclear goals.

 

GROW Coaching Model

Goal

  • Define the Goal: The first step is to establish what the coachee wants to achieve. Goals should be clear, specific, and aligned with the individual’s values and aspirations.
  • SMART Goals: Ensure that goals are Specific, Measurable, Achievable, Relevant, and Time-bound.

Reality

  • Assess the Current Situation: Understand the current reality by exploring the coachee’s current situation, challenges, and obstacles.
  • Gather Information: Ask questions to gain a comprehensive understanding of the coachee’s perspective and the context of their goal.

Options

  • Explore Options: Brainstorm possible strategies and actions that the coachee can take to achieve their goal.
  • Evaluate Alternatives: Discuss the pros and cons of each option to identify the most viable and effective solutions.

Will

  • Commit to Action: Help the coachee decide on the specific actions they will take to move towards their goal.
  • Create an Action Plan: Develop a detailed plan outlining the steps, resources, and timeline needed to achieve the goal.
  • Motivation and Accountability: Ensure the coachee is motivated and committed to their action plan, and establish a system for tracking progress and accountability.

 

By following the GROW model, coaches can provide structured and effective guidance, helping individuals to clarify their goals, understand their current situation, explore possible solutions, and commit to actionable steps.

 

Performance Management

Performance management is a continuous process that involves:

  • Monitoring Performance & Daily Performance Management Conversations: Regularly checking in with team members to discuss progress and address any issues.
  • SMART Goal Setting: Setting Specific, Measurable, Achievable, Relevant, and Time-bound goals to provide clear direction.
  • Identifying Development Needs & Creating Development Plans: Recognizing areas for improvement and creating plans to address them.
  • Giving Feedback: Providing constructive feedback to help team members grow and improve.
  • Motivating Individuals: Encouraging and inspiring team members to perform at their best.
  • Developing Action Plans: Creating detailed plans to achieve goals and address performance issues.

 

Dealing with Conflict

Conflict is inevitable in any team, but it can be managed effectively through:

  • Assertiveness in the Workplace: Communicating your needs and expectations clearly and confidently.
  • Handling Conflict Within the Team and Increasing Co-operation: Addressing conflicts promptly and fostering a collaborative environment.

By focusing on these areas, you can transform from a manager into a leader who not only drives results but also inspires and develops your team.

 

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