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Proposal - First Time Managers

The document outlines a 3-pronged approach for first time managers that includes focus group discussions, instructor-led training, and coaching. The focus group discussions involve self-reflection and identifying strengths and obstacles. The training component covers topics like organizational goals, time management, and developing customer orientation. Coaching sessions are used to discuss progress on individual development plans and actions to strengthen leadership skills. The overall goal is to help new managers apply their strengths, improve team engagement, and develop their skills through training, coaching, and self-learning.

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372 views8 pages

Proposal - First Time Managers

The document outlines a 3-pronged approach for first time managers that includes focus group discussions, instructor-led training, and coaching. The focus group discussions involve self-reflection and identifying strengths and obstacles. The training component covers topics like organizational goals, time management, and developing customer orientation. Coaching sessions are used to discuss progress on individual development plans and actions to strengthen leadership skills. The overall goal is to help new managers apply their strengths, improve team engagement, and develop their skills through training, coaching, and self-learning.

Uploaded by

uma
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

An Initiative for First Time Managers

AWAKE AT THE WHEEL : Moving Towards Conscious Leadership


The 2-pronged approach
Pre Diagnostics: Focus Group Discussion + Competency Self Reflection

Overview:
Focus Group Discussions (FGDs) are defined as semi structured group discussions, which yield qualitative
data on the community level by facilitating interaction between participants.
• The aim of the FGD is to facilitate interaction and thereby produce, via snowballing of thoughts,
deeper insights.
• FGDs provide information on a group/community level. The strength of an FGD is the forum it creates
for discussion between participants, thus eliciting new ideas and explanations, which would not have
come up during an individual or a household interview.
• Facilitated discussion with help of structured questions and assessment through self reflection
• Develop Individual Development Plans by identifying areas of strengths and development for further
enhancement of skills through interventions like training, coaching and self learning.
Component 1: FGD’s (Know Yourself)

Discover your strengths

Know what’s expected of you

Define your Obstacles

Understand your Resources Define and share your priorities


Component 2: Instructor Led Training ( Basic Premise)
**Training Plan will be curated as per • Build Awareness of
participant needs organizational Goals
• Establish Individual Alignment
with Organizational Goals
• Clarify Alignment of Goals

Me and my
Organization
• Solving Business
Problems
• Time Management
• Self Development Managing • Developing Customer
Orientation
(Assertiveness and self • Managing
Emotional Intelligence)
Relationships

My Own Me and
effectiveness Others
Component 3: Coaching (Take action to grow)

Discuss outcomes for


IDP

Discuss actions to grow


your strengths as a
leader

Plan engagement Review priorities and


actions as a team feedback
Desired Outcomes
This workshop is designed to help participants,
  
• Learn how to apply their own strengths and harness the strengths of their team
members to achieve greater success, while working to improve areas of
development
 
• Gain confidence in how to improve team engagement and ensure focus on what’s
most important
 
• Practice leading conversations that will develop individuals and teams to elevate
performance to excellence
 
• Develop Individual Development Plans by identifying areas of strengths and
development for further enhancement of skills through interventions like training,
coaching and self learning.
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