Our Leadership and Teambuilding training courses are designed to improve leadership skills and allow our delegates to be able to lead successful and high performing teams. Our team building workshops are packed full of useful teamwork training exercises, tips and techniques that new and experienced managers will find essential in showing how to lead effectively and will put them on the steady route of becoming successful managers and team leaders. Delegates who have taken our Leadership and Teambuilding courses have now gone on to lead highly productive teams and improving productivity by becoming better managers, motivators, delegators and leaders.

Leadership and team building is a training course that is both challenging and practical. We aim to teach the fundamental ‘people management skills‘ in a positive and constructive environment. It has been designed to enable delegates to understand the basic fundamentals of strategy and motivation in team building. You will benefit by learning tips and techniques that will increase your competence and confidence when managing, influencing and leading teams and individuals.

Development and Managerial Style

Having understood the four basic styles available to the leader, you must then move onto deciding when and with whom you will use each style. In other words, the manager must match their leadership style to the developmental stage of the subordinate.

These are four development stages that people go through starting at D1 and developing through to D4. These development stages are dependent on:

• Experience
• Skills
• Knowledge
• Motivation to do the job
• Ability to do the job
• Performance
• Confidence

If we are saying that D1 is the first stage of development, the people we would slot into this D1 category are:

• New staff who have just finished their induction.
• Staff members changing jobs.
• Newly promoted staff members.
• Staff who have taken on new projects/job skills.

Those we would slot into D2 category are:

• Disillusioned learners whose commitment to the job is high but they are noticeably less enthusiastic.
• Staff members with 3-9 months experience.
• People who are fairly competent at their jobs.

Who would we slot into the D3 category?

• Staff members with (9-18 months) experience.
• Those who need to sound out their own ideas to boost their confidence.
• Staff members with high skill and technical knowledge.
• Staff members who demonstrate variable commitment to the job.

Those who would slot into D4 category are:

• Peak performers.
• Managerial development/promotion candidates.
• Staff members thoroughly competent in the job.
• Staff members who consistently demonstrate the correct attitude towards the job and others.

Let’s talk through two simple components that will help you evaluate your subordinates. Staff members will demonstrate varying levels of both Competence and Commitment to the job. One of the hard tasks of management is to understand the balance which is being shown by an individual and the appropriate action which needs to be taken.

What do we mean by competence?

• Ability to do job
• Knowledge
• Skills
• Experience

What do we mean by commitment?

• Motivation
• Desire
• Confidence

The varying levels of performance achieved by your subordinates is directly related to the different balance of competence and the motivation and desire in each individual.

Below is a simple frame work that you can work with that helps you evaluate at what stage of development your team members are at.

Leadership and Team Building – 1 day course

Who will benefit from the course?

One of your main responsibilities, as a manager or supervisor, is to analyse the strengths and weaknesses of your team in relation to its goals and to provide the motivation and skills to achieve those goals. This course will help you to improve the direction, motivation and goal achievement of your team. The subjects covered will include:

• analysing your leadership style
• team development issues
• are you a leader or a manager?
• essential management skills
• setting standards and follow up
• developing your own leadership development strategy
• motivation theory and practice
• managing conflict
• appraisal/development skills
• analysing training needs
• decision making
• creating a team identity
• pre-empting conflict

Related information

Podcasts

Listen to our Leadership and Team Building Podcasts