PCA Management Development
and Coaching Programmes
Unlike many of the ‘off the shelf’ management training and development programmes available, our approach is designed to actually change the way the people in the organisation think – Why? Because if people don’t change their thinking, then their behaviour and habits remain the same and little progress is made in changing business or people performance.
Common sense tells us that you can’t turn someone into an effective Leader or Manager after one training event; it takes time to absorb, practice and embed. Despite this, most management / leadership training is an event, with little or no reinforcement or follow up coaching. It is usually entirely up to the participant whether they use what is learnt or not! Consequently, learning regresses very quickly and the potential benefit of the time and investment is lost
Leaders and managers, whether they like it or not, do have a huge impact on employee engagement and effectiveness, so they need to develop the right skills and tools to create a work environment for high performance.
We have therefore built several key features in to our learning and development approach to ensure that participants develop the skills they need, embed the learning and achieve the desired outcomes.
· It’s a process not an event. For any learning and personal development to be effective and embedded takes time, application and action.
· 1-2-1 Coaching. Through structured coaching programmes we focus on helping and supporting managers to achieve their business and personal development goals. Where they have participated in workshops or other learning events we also coach them through the assimilation process so new habits are created and used.
· Appropriate use of learning tools. We utilise several tools such as DISC behavioural profiling and 360- degree assessments to provide people with objective feedback and coaching about different aspects of their behaviours, performance and effectiveness.
· Appropriate workshops, presentations, training and reading. We involve people in a bespoke range of learning events and programmes appropriate to the business and people needs
· Application to real workplace issues. To be effective and sustainable, we believe that any learning and development has to be aligned with the strategic goals of the business, We utilise these Thematic Goals to ensure people work on real business issues of significant value, applying their the learning and development to achieving these goals.
· Journal and reflection. Each participant is strongly encouraged to keep a journal outlining their actions and progress for discussion during the coaching sessions. This provides a valuable resource for reference and sharing with colleagues.
· Coach Approach. Every interaction we have with our clients utilises a coaching approach which provides those managers, directors and partners with a one-to-one development mechanism that allows them to leverage their strengths and address their weaknesses and in a supportive and safe environment (something that isn’t usually available in most Businesses or Professional Practices where it’s often difficult to admit “I don’t know” )
John Collins
Director and Business Coach