Leading from a place of awareness, authenticity and confidence underpinned by mindfulness, focus and deep listening, creates an empowering, productive work environment. Our curated content, reflective questions and practical activities help you apply contemporary leadership theory and cultivate the skills you need to develop your self, lead your people and to grow your organisation. This programme is the first step to becoming a Chartered Manager with the Chartered Management Institute.

Part 1: Leading for Success

In Part 1, you’ll undertake the three courses within our Leading for Success: Leading Your Self, Leading Your Team and Leading Your Organisation. Leading Your Self provides contemporary insights on leadership styles so you can master the art of leading yourself and improve your effectiveness when you lead others. In Leading Your Team you will learn how creating the right team culture, adapting your leadership style and linking your team goals to organisational objectives are crucial elements of helping you lead effectively. Finally, in Leading Your Organisation, you will explore internal issues impacting the creation of a cohesive and empowering culture as well as be introduced to the many external influences impacting your organisation so you can view leadership from a more strategic perspective.

Part 2: Managing for Success

In Part 2, you’ll undertake the three courses within our Managing for Success: Managing Your Self, Managing Your Team and Managing Your Organisation. In Managing Your Self, you’ll learn about a range of management styles and see where your natural style fits and create a Personal Development Plan to help you improve as a manager. In Managing Your Team you’ll learn what it means to be an effective manager and how to boost productivity, develop a better understanding of team behaviour and how to improve team welfare. Finally, in Managing Your Organisation you’ll learn how to think more clearly about your organisation’s stakeholders needs and how to meet them through better management of information, data and relationships.

Leading for Success

• Explain the importance of knowing and understanding various types of leadership styles, particularly how you naturally lead.
• Evaluate the relationship between leading and managing, particularly in relation to your own role.
• Discuss how leadership styles are adapted to meet changing needs and to enableteam development and commitment.
• Discuss how leadership styles are adapted to meet the changing needs of the team and lift performance.
• Evaluate how the leader supports and develops understanding of the organisational direction.
• Discuss the impact of external factors such as legal, regulatory and ethical requirements on leadership.
• Communicate your leadership story and explain how it might impact your behaviour in the workplace.
• Discuss why leadership styles need to be adapted in different situations.
• Discuss how to establish a culture of professionalism, mutual trust, respect and support within the team.
• Evaluate the impact of a leader’s clear focus in leading the team in the achievement of the team objectives.
• Understand leadership in the 21st century and how your leadership style is relevant to present day business success.
• Discuss the impact of external factors such as legal, regulatory and ethical requirements on leadership.

Managing for Success

• Explain the purpose of a personal development plan for the middle manager and the organisation.
• Construct a personal development plan that addresses a middle manager’s short and longer-term needs.
• Determine a method that identifies poor performance and determine a process for supporting performance improvement.
• Determine the difference between data and information, showing quantitative and qualitative examples.
• Explain stakeholder needs from the organisation Identify data or information available on these stakeholders.
• Discuss a management style and its impact on the middle manager’s need to work with others.
• Discuss the general principles and processes of recruiting and selecting staff.
• Assess the impact of encouraging team welfare on the achievement of objectives.
• Identify organisational stakeholders.
• Develop a plan that meets stakeholder needs, including resources required.