Leadership and Management Development

There are currently 16 courses available

Leadership Framework

Following a considerable period of consultation with colleagues and Trade Unions the University has implemented a “Leadership Framework” supported by a resource guide document http://intra.hud.ac.uk/hr/documents/internal/FrameworkforLeadingPeople.pdf .

Mentoring and Coaching

Staff Development supports colleagues in acquiring a coach or Mentor to support their development. The one-to-one support afforded through this route can be of particular benefit to those who are new to management roles.

Characteristics in context:

Mentors usually have more extensive experience than their mentee and are “senior” in terms of role. Mentors can often be sourced from within the University (but not from within the mentees immediate working environment). Mentors can also be sourced from other Universities or organisations depending upon the specified needs and preference of the mentee. Mentoring relationships focus on a holistic approach to an individual's development and tend to last approx. 9 -12 months and beyond.

A mentor may act as an advisor or sounding board and focuses on helping the mentee to find their own way with their development through a process of support and challenge.

Staff Development maintain a register of internal Mentors and have access to external University based mentors throughout the North of England Staff Development Networks. Internal and inter-university Mentors are usually provided at nil cost or through reciprocal arrangements. There is an expectation that mentees travel to the mentor. Any travel or associated cost would be borne by the sponsoring School or Service.

See also: Mentor Development Workshop : http://www.hud.ac.uk/hr/staffdevelopment/CourseDetail/index.php?courseId=5463

Coaching is “usually” a shorter term intervention (up to 6 months @ approx 4 weekly intervals) focused on specific skills, behaviours or aspects of practice. This may be facilitated by someone within the Coachee's discipline area or by an appropriate person working elsewhere within the University or an external professional coach engaged specifically for the intervention. The latter will bear an associated cost, payable by the sponsoring School / Service. Coaches may be engaged because they have an appropriate level of expertise relating to a discipline, skill or behaviour allied to an understanding of a process for communicating knowledge in a way that enables the Coachee to maximise their learning or because they have expertise in Coaching processes.

See also: Developing your Coaching Skills: http://www.hud.ac.uk/hr/staffdevelopment/CourseDetail/index.php?courseId=5655

For more information contact Martin Plant : ext 3195 m.plant@hud.ac.uk or Helen Harris : ext 2446 h.l.harris@hud.ac.uk

Development Programmes

Getting Ready for Leadership

This programme is delivered over six half-day sessions (listed below) at approximately monthly intervals. It offers delegates an opportunity to explore the role of the manager and to develop skills that will be useful in management roles:

• Higher Education in Context
• Developing Personal Effectiveness
• What is Management, What is Leadership?
• Coaching Skills
• People Management
• Career Planning

The course will also focus on ensuring that participants get the most out of personal and professional development opportunities and will support them in developing their career. Delegates will be encouraged to link up with a mentor to support their development throughout and beyond the programme.

First session will be held on Tuesday 12 January 2010. Further sessions will be circulated.

First Line Manager Leadership Programme

Target audience: A first line manager in this context is:

• one whose reports are operational
• a colleague who has no line management responsibility for reports who manage others.

Participants will be expected to attend 12 half day sessions over an eight month period (8 days taught and 4 coaching groups).

First session will be held on Monday 26 October 2009. Further sessions will be circulated.

Mode of delivery:
This taught course is delivered over eight half day sessions as listed below:

1. Introduction Context
2. Coaching
3. Project Work
4. Appraisal Skills
5. HR Skills
6. Leading your Teamsp;
7. Working as a Team
8. Project Presentation

Participants will also be asked to undertake a project in order to consolidate their learning within a work environment. In order tohelp participants apply their learning, coaching groups will be set up within the group. The Coaching groups will:

• Give colleagues the opportunity to develop their coaching skills;
• Provide a chance to reflect on using new techniques to manage issues within their team;
• Support delegates in planning for further development  

Delegates will be encouraged to link up with a mentor to support their development throughout and beyond the programme

Middle Manager Leadership Programme

A “middle manager” in this context is defined as one who has responsibility for reports who in turn manage others.

This course has been designed for middle managers to provide practical ideas relating to leadership and management skills in a Higher Education environment. The programme reflects the key competency elements within the University's Framework for Leading People . The programme encourages participants to reflect on their leadership style and the working styles of team members. It also considers practical ways of dealing with difficult staff issues. Delegates will be expected to keep and submit a learning log to support the evaluative element of the programme.

Delegates will be offered a Mentor to promote their development during the programme and beyond.

The taught element of the programme will take place over 6 sessions:

(5 x half day, 1 x full day)

1. Programme Introduction and Context led by Prof. Bob Cryan (Vice Chancellor) and Martin Plant: (Tuesday 6 October: 0900 to 1200)

• Programme Overview
• HE in context
• University of Huddersfield in context
• Framework for Leading People
• Self assessment tools / options
• Learning Log / PDP

2. Performance Management ( Friday 20 November: 0930 to 1230 )
led by Julie McClelland (Director of HR) &
Martin Plant (Head of Staff Development)

• Performance Management in context
• Appraisal Skills

3. Coaching Skills (Monday 30 November 2009: 0930 to 1600)
led by Martin Plant & Helen Harris (Staff Development Adviser)

• Working with the TGROW model
• Working with “live issues”

4. Leadership in Context (1) (Wednesday 13 January 2010: 1300 to 1730)
led by Dr. Rob Burton (School of Human & Health Sciences &
Sue Bernhauser (Dean of the School of Human & Health Sciences)

• Exploring Models / Styles of Leadership
• •  Leading Change

5. Leadership in Context (2) (Monday 22 February 2010: 0930 to 1600)
led by Denise Fieldhouse ( University of Manchester ) &
Shirley Clarke (SFC Consultancy)

• Leading a diverse team
• Developing others
• Managing Conflict

• Career Planning (Monday 29 March 2010: 1300 to 1630)
• led by the University Careers Service
• Goal Setting
• CV review
• Networking Skills

Department / Division Heads Programme:

Leadership Development through Action Learning

Target audience: Department / Division Heads within Schools and Services.

Mode of delivery: Facilitated Action Learning Sets
Facilitator: Martin Plant: Head of Staff Development
Programme commences: October 2009
“The Management Development through Action Learning programme has given me an invaluable insight into my own learning process and management models, and provided a supportive and fun environment in which to develop. I highly recommend it.”

Action learning sets (six to eight people) provide a powerful developmental environment where colleagues come together to work together on real issues relating to managing staff, work and resources. The focus is on ‘action' and making an impact on issues in conjunction with reflecting on the learning associated with taking action and planning further personal development.

Participants will have access to mentor support through the programme (brokered by the Staff Development Unit).

Participants will keep an ongoing learning log . The facilitators are currently taking steps to accredit this programme. The learning log will be a key element in the assessment process.

Academic Leadership Programme

Target audience: Academic leaders and senior administrators. Typically subject leaders, principal lecturers, readers, ‘grade 9's ', course leaders and senior administrators.

Mode of Delivery: Modules are classroom based. Timings vary but sessions usually last two to four hours

Indicative content: All elements are optional – individuals are invited to sign up for modules rather than the programme as a whole

• The Programme in Context: Led by the Vice Chancellor: Prof. Bob Cryan ( 7th October 2009 : 0900 to 1200 )
• The wider HE and Huddersfield (Strategy) context
• The Teaching & Learning Strategy
• The Framework for leading People
• Options for Self-assessment
• Mentor support

2. Academic Leadership: Led by Prof Stephanie Marshall ( 13 November 2009 : 1300 to 1700 )

• Academic leadership in theory and practice
• Review your style and approach
• Plan for development in relation to your leadership style

3. Negotiating & Influencing Skills: Led by Sandra Green ( 16 December 2009 : 0900 to 1300 )

• Getting towards “yes”!
• Understanding relevant models and their application
• Understanding your own and others positions

4. Academic Career Development: Led by Sue Carrette ( 14th January 2010 : 1300 to 1700 )

• Achieving your potential and exploring possible Career routes
• Consider your personal motivation and further development needs

5. Managing Performance in the Academic Context Led by Julie McClelland ( 19th Feb 2010 : 0900 to 1300 )

• Assessing and evidencing performance
• Establish goals relating to career planning
• Appraisal and the Performance Management process

6. Managing Difficult Situations Led by Shirley Clark ( 30th March 2010 : 1300 to 1700 )

• identify appropriate strategies for dealing with difficult and challenging situations
• identify bullying / harassing behaviours and plan to deal with them
• challenge inappropriate behaviour assertively

Certificate in Management

Induction September 2009

Target audience: Anyone at an early stage of development as a manager or supervisor.

Mode of delivery: Part time – one evening per week for twenty four weeks, one study weekend and a three day residential

Indicative content: Emphasis is on doing rather than simply knowing. Course members learn by experience of handling management issues. The course consists of three elements:

1. Personal Development - Course members work individually, in a group and with a group leader on their personal development.
2. Learning activities – covering a wide range of management knowledge and skills.
3. Application work sessions – course members can direct the course towards fulfilling their individual needs and take the opportunity to integrate work already completed.

Cost: Circa £1,715.00
Contact Annie Yeadon (extension 2421) or the Management Office (extension 2026)

Diploma in Management (DMS)

Induction: September 2010

The DMS is the most widely accepted postgraduate, post-experience qualification in management. It is recognised throughout industry, business and the public sector and it attracts transferable credits at each stage.

Audience: The time and ability required to complete the course is considerable. Successful applicants will be ambitious and have proved themselves managerially and academically. You will normally have a degree or equivalent professional qualification and appropriate managerial experience (normally in excess of two years at an appropriate level). Mature applicants with significant experience will be considered without formal qualifications.

Delivery: Over 15 months. Either one afternoon and one evening or four blocks per year (Thursday to Sunday) plus a residential element.

Cost:
Year 1: Circa £2,995
Year 2: Circa £1,485

Contact: Steve Lawson: Tel: ext 2086 or The Management Office: Tel: ext 2026

Technician Managers - Virtual Learning Environment (HEATED Project) Management Toolkit

The University of Huddersfield has become a subscribing member of HEATED (Higher Education Technicians Education & Development) , an organisation specifically established for technical / specialist staff in Higher Education.

Membership means that means that all Technician colleagues can access:

The Management Toolkit which supports colleagues with a range of resources to help with the day-to-day challenges, tasks and activities, and with their own personal development.

The HEATED VLE also provides a discussion forum where members can network with colleagues with similar specialisms and issues, and receive the help and support they need for their specific job roles

To access all of the above visit:

http://www.istonline.org.uk/HEATED/heated.htm

Framework for Leading People Matrix

This matrix is offered as a quick reference guide to how the current leadership programmes offered in this programme align to the competency elements of the framework.

• Leading People
• Developing vision
• Communicating effectively
• Acting as a positive role model
• Managing & Developing Yourself
• Guiding People
• Focusing on Delivery
• Managing Performance
• Supporting People
• Valuing Team Members
• Encouraging and motivating your team
• Developing individuals and teams

Recruitment and Selection of Staff Courses

Recruitment and Selection e-learning training must be undertaken by anyone who will be involved in the recruitment and selection of staff. The training has been developed specifically for HE and FE and is used in many Universities. It is designed to provide managers with the necessary knowledge and understanding of equal opportunities relating to staff recruitment. The training is accessed by the following link: http://hud.marshallacmtraining.co.uk/login?returnURL=trainee/default

You should then enter your email (if you have two, use your first email address). Then enter the password which is password (all lower case). You then log on to the Recruitment and Selection training following the directions provided.

Should you have any queries at all about the recruitment and selection process in the University please continue to contact Personnel staff.