Management Development Programmes

On-going programmes designed around your exact requirements and needs of your business

Management Development Programmes
On-going programmes designed around your exact requirements and needs of your business
 

We have extensive experience and success in
designing and delivering management development
programmes that last from 3 to 24 months in duration

 

If you are looking to develop your managers into leaders we can offer you a wide range of solutions to give them the necessary skills, behaviours and tools to lead and motivate their staff more effectively and to really make a significant difference to your company.

If you are looking for a 1-5 day in-house course please click here or read on if you are interested in a longer term development programme for your managers.

A Management Development Programme (MDP) is a series of modules and activities that are designed and delivered over a longer period of time than your normal in-house training course.

Here’s a snapshot of some of the organisations from both the private and non-profit sector who have chosen MTD to design and deliver management development programmes for their managers:

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PRIVATE SECTOR

commercial collages

NON-PROFIT SECTOR

non profit collage

 

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Xerox Quote Aggreko Quote 2 Friends Provident Quote Malvern Hills Quote

 

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The duration of an MDP can last anywhere from 3 months to over 2 years.

Each MDP is unique because they are designed to fit in with your culture, ways or working and what you would like to achieve.

Here are some examples of what we have included in MDP’s for our clients:

Modular Based Learning Sessions

These are normally 1 or 2 day classroom type training courses spread throughout the duration of the programme at regular intervals. For example, if it is a 6 month programme we might run one classroom event per month on various topics such as “Leading For Success”, “Change Management”, “Building High Performing Teams”, “Coaching & Giving Feedback” etc.

 

Personal 1 on 1 Business Coaching

With this, each manager receives face to face or telephone coaching sessions with a fully qualified business coach. Together they tackle some of the major issues that is holding the manager back at work and they put action plans in place to improve them.

 

Personality & Behavioural Profiling

Each manager can take a number of assessments and exercises and then they will receive detailed reports and profiles on their preferences and what makes them the person that they are. Understanding oneself is very important in the development process. Each manager receives their feedback from a fully qualified expert with full explanations as to the application and practical considerations of the information.

 

E-Learning Modules

Some information and learning can be conducted through computer designed training sessions. Here, the manager accesses a programme through their computer and works through the course themselves. At various points throughout the ecourse there will be mini tests and assessments to confirm their understanding of the topics covered.

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Accreditations, Endorsed Programmes & Qualifications

If you are looking for your programme to have some kind of accreditation, endorsement or qualification then we have many options available to you. We can provide these through the CMI (Chartered Management Institute), the ILM (Institute of Leadership & Management) or via the CPD (Continued Professional Development)

 

Work Based Assignments & Projects

Applying learning into the workplace is a critical activity. With work based assignments, the managers have case studies to work through having to apply what they have learned on previous modules and areas of the development programme. Each assignment is based upon a “real life” scenario that the company has or could face in the future and the manager is left responsible for tackling the situation and heading up the team that ultimately has to provide solutions and a way forward for it.

 

Team Building Events

These can be on or offsite where the group as a whole or in smaller teams are set challenging events and activities to promote cross functional working and the elements of building high performing teams.

 

Simulations

With a simulation, groups of managers are “placed” into a real life scenario and it is up to them as a team to create a positive outcome. For example, “A flood has just wiped out your manufacturing capability, what are you going to do to resume business asap?” or “You are in charge of creating a new product to achieve xyz. What is your new product? What will it do? How will you market it? What considerations will you need to plan for in the workplace – training, comms etc?” ….and of course we as trainers throw obstacles in along the way to test their planning, organisation, team and self control skills!

 

Distance Learning

Modules and course content can be covered through self study manuals, DVD’s, CD’s and CD ROMs. The managers will be required to complete the modules themselves and send in their answers and coursework to their designated personal tutor who then provides feedback to them.

 

Action Learning Sets

These are normally half day sessions based on the relationship between reflection and action, where the focus is on the issues and problems that the managers bring to the group, and planning future action with the structured attention and support of that group. A major advantage of Action Learning is that participants are able to look at the real problems which concern them, rather than considering hypothetical ones, and they are responsible for the selection of the topic(s) or problem(s) discussed.

 

Your Management Development Programme can include some or all of the above!

The choice is yours.

To make an enquiry about your requirements please contact us:

Call: 0333 320 2883

Email: enquiries@mtdtraining.com

 

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Here are some recent examples of leadership & management development programmes we have been responsible for:

47Allianzlogo-HIGHRES

The Brief

Allianz Insurance is one of the largest general insurers in the UK and part of the Allianz SE Group, one of the leading integrated financial services providers worldwide and the largest property and casualty insurer in the world.

They recognised that there was a need for development of their new managers, who had been brought on-board after a large expansion drive.

Allianz wanted to identify their management potential and build the skills of their entire management team, many of whom were new to the company, along with others who had many years’ experience in the industry.

They wanted to develop their ‘softer’ skills, as the technical side of the job was taken care of by training and development inside the company. Any training carried out was to be aimed at evolving their management, coaching, delegating and overall leadership skills.

The Solution

After analysing the overall outcomes required by Allianz, MTD developed a bespoke twelve-month programme that covered all aspects of leadership within the insurance industry. It was aimed at new and existing managers who had varied exposure to training and development.

Following a 360 review, a Myers-Briggs analysis and a Belbin report, material was developed that helped all participants to partake in line with their own particular learning styles.

The Feedback

The programme was very successful. The feedback was excellent and there was an increase of 21% in the scores obtained from a pre and post-programme 360 degree exercise that was carried out. Allianz have continued to use MTD each year for different cohorts of their managers. Over 100 managers have now been involved in the development programme.

The success of the programme has meant many managers have been allocated for promotional prospects, and the feedback has allowed MTD to bespoke the information for all delegates.

 

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GWR

The Brief

Great Western Railway (GWR) were looking for a transformational and enduring leadership development programme which focused on behavioural change and using best-practice benchmarks from within and outside the railway industry.

There were a number of game changing internal and external projects that were on the horizon so all of the middle and senior management layers within GWR needed to be equipped with the skills and techniques to be able to drive GWR through the change and on to the next level.

Traditionally there was a transactional culture within the organisation and many managers on the programme had little exposure to modern management techniques and the large geographical range and complexity of the rail network had led to some silo working.

The objective of the leadership development programme was to get their managers engaged with the inherent and future change of the organisation and to provide them with a toolbox of skills to be able to lead, motivate and develop their people.

The Solution

MTD designed and delivered an 18-month Leadership Development Programme (LDP) involving 75 senior and 280 middle managers within the organisation.

The programme included a mixture of workshops, DISC profiling, 360 degree feedback, eLearning, action learning sets and creating an online management academy.

A total of 5 trainers were used and workshops were delivered across 4 different locations.

MTD’s administration department were responsible for all of the programme management.

The Feedback

The programme was accompanied by a rigorous evaluation piece that measured all 4 levels of the Kirkpatrick model.

Here are some key highlights that were gathered just 4 months after the end of the programme:

  • Internal training courses had a historic attendance rate of 75%. The LDP achieved 90%.
  • Quality of the design of the programme achieved 4.9 out of 6
  • Quality of the delivery of the programme achieved 5.3 out of 6
  • 360 degree feedback scores – 11% improvement pre v post programme
  • Cost Savings – Managers saved GWR £494.7k due to actions taken from the programme
  • Revenue Increases – GWR have had increases in revenues of £750.2k directly linked to actions taken from the programme
  • Time Savings – Managers have experienced increases in time savings of 19% linked to actions taken from the programme
  • Team Performance & Confidence – GWR’s middle and senior manager’s confidence increased by 37%
  • A 33% increase in team performance due to the behaviours and skills learnt from the training.

Crucial development areas for GWR were a complete change in behaviour and culture with regards to Safety Leadership, and the programme achieved the following results:

  • 30% reduction in accidents and incidents
  • 22% increase near miss reports linked to safety behaviours
  • 38% reduction of LTIs relating to unsafe behaviours

As a direct by product of the training, due to the improvements in business KPIs and crucial development areas, there was also a 33% increase in customer satisfaction.

 

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xerox

The Brief

Through their acquisition of Affiliated Computer Services, Xerox now are the world’s leading enterprise for business process and document management, offering global services from claims reimbursement and automated toll transaction to customer care centres and HR benefits management.

Xerox had a need for developing their European management teams and turned to MTD to come up with the answers. The company required detailed cultural differences in the programmes, which were to be run in the UK, France, Spain and Poland.

Emphasis was to be placed on how their management team could strategise future working relationships with their European teams and how to keep up with the ever increasing demands of their customer base.

The programme needed to cover leadership skills and all the softer skills that would encourage good leadership practice to be rolled out throughout the teams that the managers were responsible for.

The Solution

MTD devised a year-long programme for each country, run in native language, highlighting the key components of leadership for each level of the organisation.

A series of five modules (10 days) were developed that covered the main essential components that makes Xerox the company of choice for employees and clients alike.

Soft skills like leadership behaviours and styles were measured and applied after each module. Each manager had direct contact with their programme leader to discuss new elements of leadership that can be applied in their real world.

The Feedback

The programme was first launched back in 2009 to groups in the UK, France, Poland and Spain. Since then, over 200 managers have attended the programme, a great reflection in not only how successful it has been, but on the trust this global company places in MTD to assist in their overall management development.

“We strongly recommend MTD as a training and coaching provider. For their professionalism and for the successful results we have achieved.”
Maria Gomez – HR Manager – Xerox

 

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malvernhills

“The programme content has been

informative, interactive and fun…”

“I have no hesitation in commenting on the Management Development Programme that has been delivered here at Malvern by Mark Williams of MTD. Mark is very professional, enthusiastic, and dedicated.  The programme content has been informative, interactive and fun, has been well received, and has more than adequately met our high standards of expectation”
Tina Beckett – Learning & Development Officer – Malvern Hills District Council

The Brief

Malvern Hills District Council identified that the quality of their leadership would be a vital factor in becoming one of the best performing District Councils in the country.

To that end they wanted to develop their 50 managers to lead and drive the council forward and to bring some “commercial awareness” to how the district was being run. We were selected to design, implement and deliver their management development programme.

The Solution

After gathering and determining the requirements we designed and delivered a modular 6 month Management Training Development Programme and following on from that a Team Effectiveness and Organisational Learning strategy to be implemented throughout the council.

Within this particular solution we wanted to ensure that:

  • The managers were not taken away from the workplace for long periods of time.
  • The MDP should be a mixture of training based modules and other learning activities that can be completed “at the office”
  • A support structure is put in place that supports and aids the learning after a training event has taken place.
  • Steps will be taken to measure the success of the MDP and to ensure that Malvern District Council has received “Value for money”
  • The MDP should support the competency framework that has been developed and use this as a baseline to build skills and behaviours.

The Contents

The Management Development Programme Consisted Of:

  • 6 Training Modules – each of 2-days in duration spread across the 6 months
  • Each manager to receive 2 formal coaching sessions with a qualified coach
  • 2 Work Based assignments to be completed throughout the programme
  • Ongoing mentoring, support and guidance from each trainer
  • Ongoing monitoring and evaluation of the success of the programme – 360 degree feedback, interviews, assessments, behavioural and performance changes in the delegates

The Team Effectiveness & Organisational Learning Programme Consisted Of:

  • Team planning and implementation away days
  • Team building activities and events across areas of the council to break down barriers and promote high performance working
  • Cross departmental working analysis on how work is constructed and how it all fits together across multiple areas
  • Best practise sharing and performance improvement workshops to develop organisational learning capacity across the council
  • Mentoring programme implemented throughout the council to foster and promote learning and development

 

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Feedback

“An excellent programme. I loved the inclusive approach. I am now going to be able to work much more closely with support staff so they understand my needs and I understand theirs”

Colin Davis – Strategic Director Operational Services

“The various assessments and questionnaires gave a great insight into my “comfort zones” in terms of styles and behaviours. I can now reflect on this and be aware that I may need to step back and modify my approach to certain situations”

Siobhan Moss – Accountancy Services Manager

“The programme completely met my needs. I really liked the way that leadership was applied to real life situations. I now know how to “lead” rather than “manage”. Thank you! It was a great opportunity for development”

Peter Gillett – Head Of Financial Services & IT

“It was a very enjoyable programme. A great team effort. I will now be able to look at the “bigger picture” rather than just my little piece of the council! Mark was an excellent tutor throughout the modules – thank you”

Hilary Law – Careline Services Officer

 

friendsprovident

“Our Leading High Performance Teams Programme has

been brilliantly received by the participants…”

“We chose MTD because of their enthusiasm at our initial meetings and because we felt their refreshing approach to people development fitted our particular needs. I feel we have now developed a very professional relationship but with a personal touch. Our Leading High Performance Teams Programme has been brilliantly received by the participants and we are starting to see the benefits that we had hoped for.”
John Owen – Training Manager – Friends Provident International

The Brief

Friends Provident International Limited (FPIL) is the international operation for Friends Provident Life and Pensions, one of the major players in the UK life and pensions market. Friends Provident recently acquired FPIL from Royal Sun Alliance.

It was anticipated that there would be significant changes to the structure and approach to their traditional business model, and the nature of what each of their operational sites delivers would change significantly and dramatically in the next 3 to 5 years. FPIL recognised that they needed to equip their managers with the tools and skills to drive through this change and to ultimately deliver the FPIL promise to its customers in ever changing circumstances.

The Solution

MTD were chosen to deliver FPIL’s Management Development Programme that was designed and based around their existing competency framework.

It was important to FPIL that it was an accredited programme and hence we made the programme an “endorsed award” from the Institute of Leadership and Management.


The Contents

The Management Development Programme Consisted Of:

 

  • 6 Training Modules – each of 2-days in duration spread across the 6 months
  • Each manager to receive 2 formal coaching sessions with a qualified coach
  • 1 work based assignment that formed the evaluation criteria for the formal accreditation from the ILM.
  • Ongoing mentoring, support and guidance from each trainer
  • Ongoing monitoring and evaluation of the success of the programme – 360 degree feedback, interviews, assessments, behavioural and performance changes in the delegates

 

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Another case study

– “Enhancing supplier relationships through a Management Development Programme in Waitrose”

waitrose-logo

MTD trainer Caroline Barnes was previously the programme manager, trainer and coach for a “Developing People In Partnership” Management Development Programme.

This consisted of managers from Waitrose and their suppliers attending a series of 2 and 3-day modules throughout the year with monthly coaching and mentoring sessions in-between.

The modules included:

  • Sales and marketing
  • Advanced communication skills
  • Presentation skills
  • Change management
  • Finance
  • Operations

Delivery techniques included:

  • Accelerated learning techniques
  • Practical exercises
  • Case studies
  • Skills practice
  • Syndicate group work
  • Videos
  • Case Studies
  • Group discussions

 

Get In Touch!

If you have got some training requirements in mind please call us on 0333 320 2883 or complete the online form below and tell us about what they are and we’ll get back to you with some options and costs.

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