The Learning & Excellence
Accelerated Programme (LEAP)

Overview

This programme is very different in its approach than many other management development programmes.  It does not depend on time consuming attendance on a prolonged day-release basis, it does not even require taking advantage of all the development opportunities available.  This Programme offers a flexibility that is based on individually identified needs.

We believe you should not start with training.  This is based on the following facts:

• Only 5% of the principles developed on management courses result in sustained improved performance in the workplace.  This means 95% of the time and money invested is wasted.
• The average competence of UK managers is 54% and most courses don't take this into account so half the course material is covering old ground for many delegates.
• 5% of that 54% means the effectiveness of most courses in only around 

The LEAP programme has been designed to have three stages:

• Stage one: Management Assessment of Proficiency (MAP) consisting for a rigorous diagnostic process to profile generic management proficiency, and the Management Effectiveness Profile (MEP) which is an online 360° tool measuring the same competencies.
• Stage two: A development programme designed to focus on individual needs and learning styles as identified in stage one.
• Stage three: A re-assessment to evaluate the impact of development activity.

The Foundation Programme provides:

• Benchmarking against UK national averages.
  • This may be categorised by a number of demographic indicators.
• Twelve predefined and measurable competencies that can be trained to increase Management competence.
• Competencies that have high correlation with performance on the job.
• Objective as well as subjective measurement of proficiency.
• A very methodical and detailed individual Development plan.
• Up to 48 hours of dedicated multi-media learning materials.
• Focused and targeted learning opportunities.
• Tailored 1:2:1 coaching to ensure learning needs are met and implemented in the workplace.
• Reassessment against the original benchmark to evaluate improvement and impact on performance.

Some of the benefits of the programme include:

• Proven links between high proficiency (scores) and high on job performance.
  • Increase proficiency leads to increased competence as a manager.
• Objective identification of strengths and areas for development.
  • Clear prioritising of measurable Learning Objectives.
• Investment is focused on targeted Management Development activity.
  • Personalised coaching to transfer learning to the workplace.
• Clearly defined knowledge , Skills and Behaviours that meet nationally. recognised standards (liP).
• Significant improvement in the understanding, acceptance and support for implementation of in-house competency programmes.
• No confusion about how to evaluate the programme.
• Reducing time and money wasted on:
  • Unfocused training and undefined evaluation.
  • Subjective succession planning decisions.

Stage one (the diagnostic phase) uses the 'Managerial Assessment of Proficiency' (MAP) and covers 12 generic and transferable management competencies:

• Time Management and Prioritising
• Setting Goals and Standards
• Planning and Scheduling Work
• Listening and Organising
• Giving Clear Information
• Getting Unbiased Information
• Training, Coaching and Delegating
• Appraising People and Performance
• Disciplining and Counselling
• Identifying and Solving Problems
• Making Decisions, Weighing Risk
• Thinking Clearly and Analytically

MAP also measures management behaviour in terms of:

1. Management style:
   • Theory X - Parent - Child
   • Theory Y - Adult - Adult
2. Communication style:
   • Empathic
   • Critical
   • Searching
   • Advising
3. Personal style:
   • Thinker
   • Intuitor
   • Sensor
   • Feeler

The MAP assessment involves:

1. Working through 15 scenarios using a blend of video based case studies, paper based exercises and psychometric tests.  The results are fed into a web based scoring system and each candidate receives a personal profile and report.
2. Receiving 360° Feedback from their Line Manager, Peers and Subordinates against the same 12 competencies and Management Style.
3. An interactive session to understand the competencies and their profile.
4. Completion of a comprehensive individual Development Plan that identifies preferred learning styles and learning opportunities.

Stage two

The length and depth of Stage two (development activity) depends on the needs identified.  Each participant is provided with a DVD of Video scenarios which build on the scenarios from the diagnostic stage and workbooks with exercises and activities to transfer learning to the workplace.

In order to meet individual learning styles tailored workshops and one to one coaching are provided on a flexible basis depending on the needs of the business, team or individuals.  All trainers and coaches have been through the process themselves and have been licensed as MAP facilitators to ensure a consistently high standard of delivery.

Stage Three

At the outset it is agreed when Stage three will take place to evaluate the impact of the development activity.  This provides significant motivation to engage with the learning opportunities and to close the gaps identified in the Individual Development Plan.  The re-assessment process is similar to Stage one.

To find out more about this programme and how it can dramatically improve the competency and proficiency of your managers contact Zoe by clicking here.

Summary of Key Points

• A vast amount of time and money is wasted in developing managers because not enough time is spent identifying real development needs.
• By investing up-front in a rigorous diagnostic process it becomes easier to specify measurable learning objectives and motivate learners to close any gaps identified.
• Benchmark your Managers against 11,000 other UK Managers.
• LEAP utilises a broad range of learning styles and options to ensure individual needs are met.
• The generic competencies underpin a broad range of management activities and can support implementation of in-house competency programmes.
• Increased proficiency correlates to increased performance.
• All trainers and coaches on the programme are qualified and licensed.
• Robust evaluation is built into the programme.