Rising to the challenge: A management development programme for today’s dynamic workplace

In this case study, we explore how we helped our client create a management development programme required by their rapidly changing work environment.

Our client, an investment company, already had an internal management development programme, but soon realised that, due to changes in the workplace as a result of the pandemic, this needed updating to fit the current challenges of the workplace. The objective was to work with VTT to develop a new manager development programme to address this, and provide support to their managers.

The Metrics

• 89% of participants rated their coach as “good” or “excellent.”
• 100% of participants said they would apply the skills they learnt in to their role.
• 100% of participants think they will perform better as a result of the training.

Challenges

With a changing workplace following the pandemic, the client needed a management development programme that fitted the current needs and challenges of their large management population. The programme needed to maximise the use of the client’s internal resources by combining their own skills with our expertise as an external provider.

Although the managers taking part in the programme were eager to learn, they had no previous formal training, requiring a back-to-basics approach that would support their development. However, the main challenge surrounding the programme was time, or, the absence there of. The managers that would be involved in the programme were incredibly busy people with tightly packed diaries. The client recognised the importance of the programme in supporting the managers, but how could we make the training fit around their schedules?

Solution

VTT worked with the client to develop a management development program that was aligned with the most current skills the managers needed in their roles. It was comprised of 6 workshops, of which VTT and the client delivered alternatively.

• Manager toolkit
• Building trusting relations
• The Art of delegation
• Challenging conversations and effective feedback
• Team motivation
• Your manager brand

To ensure the time-poor managers got the most out of every session, we kept the workshops short, while focused on maximum outputs. Being able to flex the timings of the programme to avoid busy days or months, whilst maintaining momentum, was key to success.

This was achieved by a work-based task at the end of every workshop, where the participants would apply the knowledge learnt into their role. The next workshop would start with a debrief and reflection on the task, ensuring each session flowed seamlessly into the next. A pre- and post-evaluation topped and tailed the program, where participants got the opportunity for some important reflection and consolidation. They started by assessing what they needed from the management development programme and identifying their skills gaps. The programme ended with exploring next steps, whilst recognising how far they had come throughout the programme.

Result

The programme was a success, and has consequently been booked for the another 2 years.