LUC sees the foundations for growth in its management team

LUC, a specialist environmental consultancy, has announced a major investment in its management team by enrolling them on the Impellus ILM Award programme as the company continues to deliver on its corporate strategy.


In order to continue its successful growth strategy the company understands that engaging Managers with the vision of the business will help it to foster a culture of continuous improvement.LUC-Impellus-Management-training

The company’s HR Manager Helen Ash reported at the launch, ‘We were looking for a programme that would deliver structured management training courses and provide a high quality experience for our Managers’.

‘Selecting the right training is important’, continued Ash, ‘so we trialled an Impellus course first to judge everything from the learning environment to the quality of the trainers’.

LUC has offices across the UK and wants to ensure that Managers facing the challenges of growth will continue to assert their competitive edge. Impellus were able to provide open management training courses in the same geographic areas as LUC’s offices – chiefly London, Glasgow, Edinburgh and Bristol –which also provided opportunities for Managers to network with peers from other sectors.

‘Networking with Managers from other sectors has the hidden benefit of showing our people that the challenges of leadership are universal and not an LUC or industry-specific issue’.

At the launch, George Squires of Impellus said, ‘We’re delighted to be able to provide such an ambitious company with the tools their Managers require to develop further. The ILM Awards will provide more competitive edge for LUC through stronger workplace practices and greater strategic awareness and understanding of its external environment.’

LUC is looking to have a fully accredited management team by the end of 2015.

Impellus to launch Personal and Professional Impact course for key staff and aspiring Managers

New ILM Level 2 course to support management training and development at all levels

The new leadership and management training programme for key staff and aspiring managers is available to book from Wednesday 25th February 2015.

50% funding is available towards the course, including the option to take as part of an ILM Level 2 Award.

 

The programme is set to launch in April 2015. Here is the course outline, scheduled dates and venues:

 

Personal and Professional Impact

Discover and implement the skills that turn proficient and aspirational individuals into high-performing team members and team leaders.

 

Who is it for?

A one-day training course for proficient staff members who are looking to either work more effectively to increase the impact they have on their organisation or work at a more senior level within their team.

 

What does it cover?

The course covers the key skills that turn a competent individual into an effective team player or aspiring team leader. Delegates study how effective teams perform, the ways in which they communicate and the practices that allow focus and openness around performance feedback without creating conflict or miscommunication.

 

What will delegates be able to do differently?

  • Be able to encourage and drive teamwork amongst peers
  • Communicate with colleagues and Managers more effectively
  • Be able to assess own performance as well as that of others
  • Establish how to improve personal impact on current job role
  • Provide feedback on performance and encourage higher contributions from others
  • Help overcome conflict within the team

 

Programme overview

  • Understanding the characteristics of high performance teams and how to achieve them
  • Establish how individuals strengths can be uncovered and channelled
  • How to enhance your own performance and impact
  • Identifying and tackling the barriers to effective communication
  • Methods for communicating and providing feedback at different levels
  • Skills to avoid or reduce conflict in the workplace

 

ILM Level 2 Award in Effective Team Member Skills

Management Training Courses. ILM Level 2 Award in Leadership and Management. Impellus.

 

Scheduled dates:

  • 8th May – Birmingham
  • 12th May – Newcastle
  • 28th May – London (Holborn)
  • 16th July – Manchester

This course will be charged as one delegate day (£299.50 +VAT). If you would like to take the Level 2 Award programme an additional delegate day will be charged for ILM registration, follow-up, assessment and marking.

NGK Sparkplugs UK signs two-year Leadership and Management Training agreement with Impellus

NGK Sparkplugs UK have today announced a leadership and management training initiative designed to develop happier and more effective teams throughout the business.

 

Speaking at the launch event, attended by the whole UK Management Team and Jon Dean of Impellus, Marko Wowczyna, NGK’s Director of Automotive said that the company saw investment in management training as key to rising above many of the challenges faced in the sector.

NGK-Management-training-courses-Impellus

‘Improving the already high standard of management within the organisation helps us to build a more engaged, happy and productive business and place to work for all of our staff’, said Wowczyna. He praised the company’s Managers for their strong leadership and announced that the initiative should help them develop further as a management team and as a business. The company is seeking to accredit every Manager in the organisation with an Institute of Leadership and Management Award.

On the decision to choose Impellus to deliver management training, HR Manager Christine Hurley said that the open course format offered by Impellus provided flexibility, national coverage and a unique opportunity for their Managers to meet peers from other organisations and industries. Hurley also cited the fact that newly appointed Managers could enjoy the same management training in the future as a major advantage for NGK.

Commenting after the launch, Jon Dean of Impellus said, ‘NGK are a worldwide leader in their marketplace who want to ensure they maintain that position through strong leadership and management. The ILM Award process will help them to bring skills directly back into their business which will provide benefits for their performance, their staff and their customers’.

The £88bn return on Management Training investment

A recent study suggests that a lack of ‘soft skills’ training is costing the UK economy a staggering £88bn per year. Soft skills, most notably management training, have a big impact on productivity, and productivity in the UK is below the rate of many other leading nations.

 

The report, backed by the CBI, concludes that investment in management training and areas such as communication, team work, time management and leadership skills could provide the last piece in the much discussed ‘productivity puzzle’. By investing in management training, companies can see a significant return on their training investment as Managers derive greater productivity from their staff. In times when productivity holds such prizes, organisations investing now can deliver excellent return on the management training investment.

 

Leading businesses agree.

Open Leadership and Management Training

Open Leadership and Management Training

NGK Spark Plugs, the brand leader in the UK spark plug market, has recently invested in a two-year management training programme with Impellus. The company has identified that encouraging Managers to create motivated and effective teams will yield strong long-term results.

 

Impellus Operations Manager, David Shimkus, commented, “We’re not surprised by these recent findings. With the UK lagging behind in terms of productivity there’s a real financial incentive for businesses to invest in management training courses and skills development. Add to that the 50% funding that’s available on many of our open management training courses and our clients are reaping rich rewards”

Management training 16.3% more effective in January

Impellus study discovers management training turns resolutions into results

 

New Year’s resolutions are typically associated with poorly-considered personal promises. Not in the world of leadership and management training it would appear. A study by Impellus, an ILM Approved Centre, reveals that Managers who undertake leadership and management training in January are more likely to take real action.

 

A study of over 2,000 Managers* reveals that the impact of training leaps by 16.3% when taken in January. Analysing when Managers attended their training, there was a significant rise in those stating that they were putting new skills directly back into the workplace when trained at the beginning of the year.

 

Is this just a coincidence, or is the New Year vigour helping Managers commit to making a real difference in their role? It would appear that the drive to implement change and resolution needs structure. Training provides Managers with the framework and processes to implement their goals, thus management training in January really is likely to give a better result.

 

So what are your Managers’ New Year’s resolutions? Training Managers with the desire for improvement now should provide a measurable and lasting impact in 2015.

 

*Sample of 2,337 Managers who have participated in Impellus Leadership and Management training.

Twitter – sharing the #training experience!

Twitter can hold the key to many business opportunities. We’re using it to open a new window into the Impellus management training experience.

Twitter is providing Impellus with the opportunity to engage with its customers and those interested in Leadership and Management training in a whole new way. We’re now able to share the interactive learning of our training courses with a wide audience through social interaction.

An opportunity for Impellus is to share action shots from our management training courses and give an insight into what we’re all about. We’re tweeting real-time action shots of our trainers delivering courses, Managers getting involved in training activities and images of our management training environments to bring the Impellus experience to life on a broader scale.

So to continue sharing the Impellus experience with those who haven’t been on our courses yet, here’s ten of our favourite leadership and management training snaps from across the UK in 2014.

 

Welcoming Managers for registration in Holborn, London

Welcoming Managers for registration in Holborn, London

A bright welcome to Managers in Bristol

A bright welcome to Managers in Bristol

Going through the gears - Impellus trainer explaining Situational Leadership styles

Going through the gears – Impellus trainer explaining Situational Leadership styles in Birmingham

Senior Managers making valuable notes to apply in their workplaces

Senior Managers in Leeds making valuable notes to apply in their workplaces

Managers having an enjoyable lunch in London

Managers having an enjoyable lunch in London

Enjoyable Learning - Managers working together to solve Team Game

Enjoyable Learning – Managers working together to solve Team Game

Interactive Training - Managers practicing their coaching skills in Birmingham

Interactive Management Training – Managers practicing their coaching skills in Birmingham

Interactive Training - Impellus trainers get involved in activities to support learning

Interactive Management Training – Impellus trainers get involved in activities to support learning

We always seek quality venues for our training courses - our venue in Manchester is no exception

We always seek quality management training venues –  Manchester

We always seek quality in our training venues - that's crystal clear!

We always seek quality in our management training venues – that’s crystal clear!

 

If you would like to follow us on Twitter you can find us at @ImpellusUK to see all the latest pictures, blog updates and management training course information. You can also follow us on Linked-in.

Management Training – Does your Manager still have a lot to learn?

A major study by Impellus, a specialist leadership and management training company, shows that the UK’s Managers are secretly keen to develop their skills

 

At what point does a Manager feel they’ve been in their role so long that there’s nothing left to learn? Traditional thinking suggests that Managers who have a year or two’s experience in their roles should be competent.

But a study of nearly 2,000 Managers from all over the UK by Impellus, a leading provider of accredited leadership and management training and development, informs us otherwise.

 

If your boss could be better at their job it may be that they secretly know that too.

“Our research shows that even Managers who had been in the roles as long as 20 years report a measurable difference in their ability after engaging in structured development training”, said Jon Dean, Managing Director of Impellus.

“Most bosses are aware that they can improve. In fact our research shows that nearly nine out of ten Managers finds training has a significant impact on the day-to-day abilities to be a good boss.”

 

The research shows, however, that if you work for a boss who has been in the role for over twenty years you could be working for a Manager who feels they know it all.

“Whilst two thirds of Managers who have been in their roles for over twenty years still agreed that training helps them significantly in their roles, that’s still a marked drop off from those Managers who have been in the roles for up to twenty years”, concluded Dean.

 

So if your boss isn’t as effective as you think they should be, maybe they would benefit far more from some proper management training than they might admit!

 

Training - Managers continue learning

(Click thumbnail) Impact of training on Managers’ roles

 

Source: Impellus survey of 1,847 Managers who have completed ILM accredited Leadership and Management training, June 2013 – October 2014

For further information or journalist enquiries:

Quotes and background:     Jon Dean – 01727 790799
Research data:        George Squires – 01727 790794

Open v. In-house management training – choosing the right course of action

Many clients deliberate between in-house and open management training courses.

Would in-house learning hit all our learning requirements or feel like a telling off? Would the external perspective of other delegates on open courses sharpen our Managers as much as the training itself?

Key factors to consider are the desired learning styles and outcomes, financial viability, qualifications you may receive and external influences.

We’re used to discussing these key factors in detail with our clients to help decide which management training style best suits their development requirements. The table below highlights important points which contribute to each management training factor.

The debate is currently also influenced by the 50% matched funding available towards our ILM accredited open leadership and management training courses.

 

Environment

In-house

  • At client site or choice of venue
  • Use subtle peer pressure to align whole teams
  • Ideal for consolidating teams of Managers through facilitative learning
  • Familiar environment for Managers

Open

  • Fresh learning environment away from workplace – helps Managers break free from performance or attitude preconceptions and allows clear thinking
  • Meet Managers from other businesses, sectors and organisational sizes
  • High standard of dedicated training venues
  • Lunch and refreshments served away from training environment
  • Limited delegate numbers
  • Fewer work-place disruptions or interuptions

 

Content/Structure

In-house

  • Ability to provide tailored or bespoke learning
  • Extend open course content to address business-specific needs
  • Specifically designed to your Managers’ requirements
  • Fully briefed trainers who have researched you requirements
  • Building of learning and development programmes to categorically deliver against specific objectives
  • Ideal for consultative learning
  • Private analysis, consultancy and strategic development

Open

  • Specifically designed to deliver real and immediate performance benefits
  • No role play
  • Mixed and non-didactic learning styles
  • Robust structure encourages Managers to take more responsibility
  • Delegates sharing external perspectives
  • Understanding that challenges are not industry-or-company-specific

 

Accreditation

In-house

  • Projects can be optionally accredited by the ILM or done without accreditation
  • ILM Awards at Level 3 and 5

Open

  • ILM Awards at Level 3 and 5
  • All leadership and management training courses accredited by the ILM can be taken individually or upgraded afterwards

 

Learning outcomes

In-house

  • Develop team understanding of what can be done differently to improve performance
  • Encourage new thinking throughout management teams
  • Create a large team of change agents to deploy in your organisation at the same time

Open

  • Managers appreciate similar challenges faced by peers of very different organisations
  • Managers can apply new skills directly into the workplace
  • Develop personal understanding of what can be done differently to improve performance
  • Encourage new thinking in an organisation

 

Booking and logistics

In-house

  • Venue booked by you
  • Managers together
  • Catering provided by you
  • Charged by day – right numbers imperative for best RoI

Open

  • Not all Managers out together at the same time
  • Flexibility in numbers and venue choice
  • All facilities provided by Impellus
  • Charged by delegate per day so highly flexible

 

 

Have a look at our leadership and management training day pictures to see what it’s like on an Impellus course.

Microsoft – what’s their game?

minecraftMicrosoft’s acquisition of Mojang – developers of 54m-selling game Minecraft – suggests the intent to boost sales revenues and market share. On closer analysis, however, the move illustrates a long-term game-plan to be leader in the market of internal capabilities.

The acquisition will bring undoubted sales clout, but integrating Mojang’s 40-man team into Microsoft’s cultural fabric can enhance development potential. The vision of an ‘inclusive business environment’ (Microsoft Vision and Strategy) will incorporate Mojang’s skills into the game studio to generate new thinking, collaboration and opportunities to build competitive advantage.

Microsoft’s organisational leadership emanates from its vision to continuously integrate market expertise – this manifests itself externally through acquisition strategy. Market leadership requires continual advancement of their internal capabilities by identifying expertise in the competitive environment. Integrating this into the ‘inclusive’ culture then supports its vision of long-term success.

To remain ahead of the game Microsoft has stayed true to its vision. The real prize of acquisition is the internal investment to outplay competitors in the long-term.

 

When the latest Management idea doesn’t work

We note with interest that Zappos, a US online retailer of footwear owned by Amazon, is to embrace ‘holocracy’. Holocracy is a management ideal which suggests that everybody is co-dependent, teams are overlapping circles, and that happy workers breed happy customers.

HolocracyHolocracy as a management concept isn’t new, the term was first coined in 2007, but this coverage gives it exposure. Other businesses, organisations and consultancy groups have made claims to latest and greatest management methods in the past. Toyota shared lean manufacturing and GE its Six Sigma efficiency model. Quality was every consultant’s byword in the nineties, we’ve had the Spaghetti Organisation (honestly) and IBM are experimenting with ‘agile management’ in an attempt to be more like the lean start-ups of Silicon Valley.

So should you adopt the latest thing? Julian Birkinshaw of London Business School has studied management ideas and says that ‘Nine-tenths of the approximately 100 branded management ideas I’ve studied lost their popularity within a decade or so’. He also notes that even Google and its once-lauded “20% time” idea, where staff were given one day a week to work on projects, is quietly being sidelined.

Birkinshaw concludes that there’s no one-size fits all management ideal and it pays to at least be sceptical of ‘latest techniques’. Improving the core leadership skills of managers so they can provide the ability to adapt management and cultural norms to fit a department or organisation’s goals are the long-term keys to organisational success.