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Strengthening Managers Programme

Course aim: 

  • To support first-line managers to improve the experience and outcomes of children, adults and families in the region 
  • To deliver the organisation’s vision and goals 
  • To deliver directorate and service vision and goals.  


 Content and structure of the course  

 Strengthening Self   

  • Diagnostic learning needs analysis preparation exercise 
  • Workshop (with break out for adults’ and children’s managers) 
  • Feedback and action learning (coaching sessions) 
  • Strengthening self action plan (telephone follow up) 
  • Peer survey to reflect on the changes in practice of colleagues 

 


 Strengthening Staff 

  • Diagnostic learning needs analysis
  • Workshop
  • Feedback and action learning (coaching sessions)
  • Strengthening staff action plan (telephone follow up)
  • Staff survey to understand impact of actions in teams


 Strengthening the Organisation 

  • Diagnostic learning needs analysis 
  • Joint session: Strengthening organisation (with break out for adults’ and children’s managers) 
  • Feedback and action learning (coaching sessions) 
  • Strengthening organisation action plan (telephone follow up) 
  • Senior managers’ survey to understand the impact of the programme on the organisation 

360 Degree feedback 

This is a personal development tool which incorporates feedback from peers, staff and senior managers. Feedback is facilitated by an independent expert. 

 


 
Course objectives:  

These objectives aim to develop managers’ own practice, then develop their practice with their staff, and then develop their practice within the organisation and with other agencies.  

Strengthen managers’ practice  

  • Understand and contribute to the vision and goals of the organisation 
  • Understand and commit to individual and organisational accountability 
  • Develop professional judgement through increased self-awareness and reflective work Deliver management tasks with confidence under pressure 
  • Identify and meet their own learning needs 
  • Ask for support appropriately and use support constructively 
  • Take ownership of their role within the organisation.  

Support managers to strengthen the practice of their staff  

  • Act as change agents to embed the vision and goals of the organisation 
  • Act as role models for critically reflective practice 
  • Challenge appropriately to improve performance 
  • Promote individual and team learning to improve practice 
  • Provide appropriate support to manage uncertainty, risk and emotional impact 
  • Balance individual, team and organisational demands.  

Enable managers to contribute to the development of social care in our region, including work with other agencies 

  • Contribute to building and delivering the vision and goals of the organisation 
  • Contribute to a professional culture 
  • Support service improvement 
  • Contribute to a learning culture 
  • Contribute to a positive working culture 
  • Act as ambassadors for the organisation.  



Evaluation  

An independent evaluation of cohort one is progressing, Summarising the changes in learning needs, the feedback from the sessions, the actions undertaken and their impact. It is being conducted by Denise White of the Smart Reaseach and her findings will be available later in the year.