+64 21 620 456
16 Kauri Street, Woburn, Hutt City, New Zealand
In most organisations middle managers are vitally important; vital to the continuing success of the organisation; and vital to you because without them your job would be hell.
Research by Barry Oshry shows that Middles feel neglected, uncared for and unwanted. They feel burned-out, bottlenecked, bored and brassed-off! Yet Middles are one of the most important groups in the organisation.
Supervisors, Project Managers, Department Managers or whatever you call them have every right to feel brassed-off. The chances are they're getting older, they now realise that they will never reach the corner office, they feel undervalued, restructured and with nowhere to go.
When we think of leadership many senior managers think about the CEO or the executive team but often most of the leadership occurs not at the top of the organisation but at the middle. Middles are more important to the functioning of organisations than we think - or at least they are in well-functioning organisations.
The number one misconception people have about leaders is the belief that leadership comes simply from having a position or title. This misconception is so pervasive we have given it a name, we call it the, "position myth". Nothing could be further from the truth. You don't need a position at the top of your group, department, division or organisation in order to lead.
The reality is that most leadership comes not from Tops but from Middles.
Leadership is a choice someone makes, not a place they sit. The true measure of leadership is influence - nothing more, nothing less. Leadership is dynamic, and the right to lead must be earned individually with each person you meet.
In this Program, people learn, position has little to do with genuine leadership. People can choose to become leaders wherever they are. They learn to:
The development of senior managers is catered for by development courses like the Leadership Development Centre. Middle managers are largely forgotten about.
Many middle managers have been promoted into their management roles without proper training. They may have been good analysts, policy people or whatever but they may not know much about managing people.
Instead of relying entirely on the wisdom of anointed experts, our approach assumes that people learn best from peers who share the same daily struggles of middle management like themselves.
Furthermore, peer conversations can provide emotional as well as practical support. Peer-to-peer replaces the one-way flow of information typical of training programs "the pour-and-snore approach" with fluid online conversations.
For full details of our program.
The program we run is in-house for the following reasons:
Changing habits takes time. We need time to change (in order of difficulty) attitudes, behaviours, skills and knowledge.
We deliver the development as a series of short modules with gaps in between for practice and testing of concepts. The result is three months development in only three days.
We have found that the best results are achieved by short (2 - 4 hour) biweekly or monthly modules. This produces lasting results without killing the budget and the participants.
This product has been developed and is supported by Bruce Holland with help where required from other members of the Virtual Group Business Specialists.
All work undertaken by Bruce Holland is guaranteed. If at the end of the program the client does not feel that they have received value for money, they may adjust the bill and pay an amount equal to the value they feel they received.
For more information about how you can use Leadership Development Program to get the most out of your managers call
Key words: Leadership, leadership development, leadership management, leadership training, leadership program, leadership skills