NEW MANAGER ACCELERATED DEVELOPMENT PROGRAM
A FOCUS ON BEHAVIORAL & MINDSET CHANGE
What sets this program apart is the focus on behavioral change, not just engaging content. Great content is just one aspect of our program. It is then complemented with skills practice and continuous feedback.
Our program is designed to create the needed mindset and behavioral transformation every manager needs.
Don’t just take our word for it, listen to one of our many graduates share her transformation.
We are encouraged and given the opportunity to apply in our daily work which proven very beneficial."
THE PROGRAM DESIGN
This program is specifically designed to support new managers succeed in their role fast. It addresses the challenges and pain points new people managers face when transitioning into their new role. Among them, develop their own leadership signature, alignment with the
leadership, manage relationships at work, develop their talent faster and moving from ‘being operational’ to ‘being strategic’.
The program is designed to transform their mindset and behavior in an accelerated manner using a blended learning approach. Our past learners, their managers and organisation have given positive feedback on the impact of our programme and have madeour programme part of their talent development plan.
Upon the successful completion of this program, you will earn a globally recognised qualification from Chartered Management Institute (CMI), the only organisation that can award Chartered Manager status, the highest accolade for managers and leaders.
UPCOMING PROGRAM INFORMATION
This is the schedule for Cohort 1. Personality profiling tool and assignments are not mentioned here because those are completed online.
A learner will need to ensure they are available on all the mentioned dates. Dates are fixed.
| NO | ACTIVITY/ MODULE | INTERVENTION | FORMAT | DATE |
|---|---|---|---|---|
| 1 | Program Information Session | Briefing | Virtual (1.5-hr) | 11 April 2025, 230pm & 830pm |
| 2 | Leading Authentically Bootcamp (LAB) | Learning Workshop | In-Person | 23-25 May 2025 |
| 3 | Leading & Developing Talent | Learning Workshop | In-Person | 4-5 July 2025 |
| 4 | Driving Performance At Work | Learning Workshop | In-Person | 15-16 August 2025 |
| 5 | Mentoring | Mentoring | Virtual | 1) 12 June 2025 2) 28 July 2025 3) 3 September 2025 |
THE PROGRAM COMPONENT
Our blended approach utilizes the 70-20-10 learning effectiveness methodology. It provide learners with sufficient knowledge and skill for them to apply to their work and gain feedback from our expert learning faculty.
Bootcamp Experience
Your program begins with a 3D/2N residential experience combining team activities and learning. It is an experience you will remember forever.
Personality Profiling
Understanding self and others is key to being an effective people manager. The profiling tools you will experience will provide you this enlightenment.
Learning Workshops
Our learning workshops uses a behavioral approach & NLP techniques. This ensures you can immediately apply what you learn back to your work.
Assignments
The individual assignments are practical and meant to ease the process of applying your learning to your workplace.
Mentoring
Studies have shown when a learner receives concrete feedback, they accelerate in their development.
Detailed Workshop Outline
Here are the detailed description of our workshops in this program. It shows you what we cover.
Workshop #1:
Leading Authentically Bootcamp Outline
WORKSHOP OBJECTIVE
By the end of this workshop, learners will be able to:
- Recognize the impact of VUCA on business and leadership.
- Use the Distributed Leadership Model to develop their leadership capabilities.
- Develop strategies to transition successfully into a people manager role.
- Align themselves and their talent with their organization’s vision.
- Develop their strategic alliances.
- Develop their personal motivation strategies.
- Use the PCDA Communication™ to structure their communication effectively.
- Improve their ability to understand others better with active listening.
- Increase their leadership visibility.
- Partnering their line managers professionally.
WORKSHOP OUTLINE
| NO | MODULE | LEARNING OUTCOME |
|---|---|---|
| 1 | Leading In A VUCA Environment | a) Learners become aware of the new business environment, challenges and demands it has on leadership. b) Learners are introduced to the Distributed Leadership Model by MIT Sloan School of Management. |
| 2 | Transition Into People Management | a) Based on Ram Charan’s Leadership Pipeline, learners become aware the challenge they face transitioning into the role of a people manager. b) Learners explore the change in their value and contribution and how to best utilize their time. |
| 3 | Leading In My Organisation | a) Learners gain a practical understanding of system leadership and organization culture. b) Learners learn how to align with the organization’s vision and mission and identify the behaviors that would make them successful at work. |
| 4 | Develop My Leadership Signature | a) Learners gain clarity on their role operating in dual mode using the Identity Role Conflict mental model. b) Learners identify their leadership signature by discovering how their personal value influence their leadership style. |
| 5 | Develop Trusting Relationships At Work | a) Learners gain practical guidance on managing workplace relationships with their friends and peers. b) Learners identify their strategic alliances that would support them in achieving their goals. c) Learners learn how to manage the expectation of their peers who they now need to manage. |
| 6 | Communicate For Result | a) Learners gain a fundamental understanding of effective communication. b) Learners use our structured PDCA approach to ensure their communication is crystal clear. |
| 7 | Raise My Leadership Visibility | a) Learners recognize the real impact of visibility at work. b) Learners identify their personal limiting beliefs that hinder them from being visible. |
| 8 | Sustain My Leadership Momentum | a) Having completed their Motivational Maps profiling, learners understand what truly motivates them b) Learners develop their personal strategy to keep them motivated in work and life. |
| 9 | Partner My Line Manager | a) Learners embrace a partnership mindset with their line manager and work to align their professional goal with their managers. b) Learners our CEASE structure to gain support from their managers. |
Workshop #2
Leading & Developing Talent Outline
WORKSHOP OBJECTIVE
By the end of this workshop, learners will be able to:
- Understand the need and expectation of my talents.
- Use active listening skills to listen more effectively.
- Personalize the way I engage my talent using the DiSC personality model.
- Establish a trusting relationship with their talent.
- Set the right performance goal.
- Develop new capability in their employees using a structured delegation approach.
- Develop confidence and mastery using behavioral feedback.
WORKSHOP OUTLINE
| NO | MODULE | LEARNING OUTCOME |
|---|---|---|
| 1 | The Leadership Disconnect | a) Learners understand the expectations of their talent. b) Learners use Danny Meyer’s 4 quadrant of employee performance to assess their talent. |
| 2 | Develop Empathy By Managing Expectation | a) Leveraging neuroscience, learners become aware of how people interpret unfavorable behavior as threat. b) Learners use the Perception Shift Technique™ to improve working with difficult people by reframing their perspective. c) Learners sharpen their active learning skills to by asking better questions and the ability to suspect their personal judgement on them. |
| 3 | Work Smartly With Different Talent | a) Having completed their personalized DiSC personality profile, learners gain a better understanding of themselves and others from a behavioral approach. b) Learners learn to accept others by focusing on their strength and support them in their area of weakness. c) Learners use the adaptive behavioral strategy to improve the way they work with people with different personality. |
| 4 | Develop Performance Goal | a) Learners recognize the importance of goal setting in creating a performance culture. b) Learners learn how to set up a SMART goal for their talent. c) Learners use a process thinking approach to develop confidence in their talent in achieving their goals. |
| 5 | Delegate For Capability Building | a) Learners understand delegation in the right manner. b) Learners become more intentional in developing all their talents. c) Learners use a structured approach to delegate to develop new skills in their talent. |
| 6 | Effective Development Feedback | a) Learners recognize the importance of constructive and positive feedback. b) Learners use our AIDE Feedback™ structure to provide actionable feedback. |
Workshop #3
Driving Performance At Work Outline
WORKSHOP OBJECTIVE
By the end of this workshop, learners will be able to:
- Understand and manage the expectation of their talents.
- Use active listening skills to understand their talent more effectively.
- Personalize the way they engage their talent using the DiSC personality model.
- Establish a trusting relationship with their talent.
- Set the right performance goal.
- Develop new capability in their talents using a structured delegation approach.
- Develop confidence and mastery in their talents using behavioral feedback.
WORKSHOP OUTLINE
| NO | MODULE | LEARNING OUTCOME |
|---|---|---|
| 1 | Drive Performance At Work | a) Learners are introduced to performance management and the various organizational tools to support them in driving performance. |
| 2 | Motivate With Career Conversation | a) Learners recognize talents are motivated once they are clear of their personal goal and ambition. b) Learners use our career conversation approach to identify what truly motivates their talent and use that to develop a career plan. |
| 3 | Facilitate Problem Solving | a) Learners learn how to facilitate a problem-solving conversation with their talent. b) Learners use the Ishikawa approach to identify the root cause with their talent. c) Learners guide their talent in developing short-term and long-term solution. |
| 4 | Effective Performance Appraisal | a) Learners recognize the importance of a properly documented performance appraisal. b) Learners learn how to manage their anxiety in preparing for the performance appraisal. c) Learners learn how to conduct a performance appraisal fairly and confidently. |
| 5 | Conflict Management For Leaders | a) Using the Kraybill Conflict Style Inventory, learners gain insights into the 5 modes of conflict. b) Learners learn to assess the best conflict mode to apply in their specific scenario. c) Learners use our ADAPT Conversation™ to communicate and resolve the conflict professionally. |
MONEY BACK GUARANTEE
We know you will love this program and experience transformation so much that we are backing this program with a guarantee.
If you are not satisfied after the first module, we will refund you your money back without questions asked.