|
Training Programs
MANAGEMENT COMPETENCY DEVELOPMENT
ROGRAMME(MCDP)
CRITICAL SKILLS DEVELOPMENT POGRAMME(CSDP)
TRAINING
STRATEGIC PLANNING FOR TOP MANAGEMENT
LEADERSHIP AND MANAGEMENT STYLES
COMPETENCY MANAGEMENT DIAGNOSIS PROGRAM
TRAINING OF TRAINERS
CONSULTANCY SKILLS TRAINING
MANAGEMENT COMPETENCY DEVELOPMENT
ROGRAMME(MCDP)
A comprehensive training for managing organizational changes
MCDP workshops are aimed at confronting the
manager with fast-changing business environment
and implications of these changes for their
organisation. Organizations need to stay ahead.
If they do not learn faster than their
environment changes, their survival will be
jeopardized! This understanding has led to the
concept of the ‘learning organization’, which
can be summarized quite simply as the ability to
learn from the past, to apply in the present and
to think ahead into the future. MCDP is a
bridging course in Management Theories, designed
to help managers create a learning organization.
Who should attend MCDP?
In 9 workshops managers are provided with a
wide-ranging insight into various core
managerial fields, covering the broad spectrum
of management disciplines. The training is not
only very helpful for those who wish to continue
with the International Action Learning MBA, but
also provide middle management with a broadened
scope, a significantly increased managerial
insight and a solid conceptual framework.
Studyload and time for completion
MCDP can be done in various
ways:
-
In-company
MCDP is delivered in a specific organisation for the
purpose of development of the organisation’s
management and organisational culture. All
together, 20 days of tutoring are required.
Duration: The content and
duration can be customized to companies’ needs.
2.
Open sets
MCDP is to managers from various companies or
individuals. All together, 20 days of tutoring
are required.
Duration: approximately
five months.
Workshops
After a general introduction to the subject of
the workshop, specific attention is given to the
latest trends in that realm, which influence and
affect all organisations. As different
organisations are influenced by different
aspects of the market, the latest trends that
are relevant to any specific company are
established in conjunction with SDMC. These then
become the ‘hot topics’ of the workshop, totally
customised to the needs and interests of that
particular group of managers and their organisations.
Subjects
Each workshop of MCDP covers a different area of
learning:
1.
Presentation skills
2.
Decisions making and
creativity
3.
Project
management
4.
Managing human
resources
5.
Managing
marketing
6.
Managing
operations
7.
Managing finance
8.
Managing information
9.
Managing strategy
| |
|
Successful completion of MCDP in
conjunction with CSDP, leads to
the
Action
Learning Advanced Certificate in
Management. For managers at this
level this Diploma can function
as a stepping- stone to the
Action Learning MBA. |
|
|
CRITICAL SKILLS DEVELOPMENT POGRAMME(CSDP)
A comprehensive management skills training
The Action Learning Critical Skills Development
Programme enables managers to specifically focus
on developing management skills, which will
greatly enhance their development as managers
and their ability to constructively co-operate
with others. In the context of the culturally
diverse nature companies worldwide, special
attention will be given to the subject of
Multicultural Integration and the use of
interpersonal skills in view of this light. This
will enable managers to practice their
interpersonal skills around multicultural
issues, which is the daily reality of companies.
It thus assists companies in the overall
improvement of relations within the company.
Who should attend CSDP? Even though management
is always people management, most managers are
totally untrained to deal with ‘peopleware’. 7
CSDP workshops specifically bridges this gap in
skills, thus enabling managers from all
backgrounds to achieve a higher level of
managerial effectiveness. CSDP is specifically
designed to greatly enhance this effectiveness
by improving leadership behaviour and
interpersonal skills.
Studyload and time for completion
CSDP
can be done in various ways:
1.
In-company
CSDP is delivered in a specific organisation for
the purpose of development of the organisation’s
management and organisational culture. All
together, 17 days of tutoring are required.
Duration: The content and duration can be
customized to companies’ needs.
-
Open sets
CSDP is to managers from various companies or
individuals. All together, 17 days of tutoring
are required. Duration:
approximately six months.
Workshops
Workshop 1. starts with a personal assessment of
the various learning styles, which leads to
individual guidance on how to improve one’s
learning ability. Managers proceed to learn
about the importance of Action Learning in
creating a Learning organisation and how to use
action learning in management development. The
Learning Styles Questionnaire and the Learning
Log are key tools for the learning process in
the other workshops. Each workshop of CSDP
covers a different area of learning:
1.
Action Learning and Learning to Learn
2.
Training interpersonal skills
3.
Multicultural integration
4.
Personal effectiveness and
motivation
5.
Situational leadership
6.
Stress
management
7.
Teambuilding
| |
|
SSuccessful completion of CSDP
in conjunction with MCDP leads
to the Action Learning Advanced
Certificate in Management. For
managers at this level the
Diploma can function as a
stepping-stone to the Action
Learning MBA |
|
|
TRAINING
STRATEGIC PLANNING FOR TOP MANAGEMENT
Two workshops and a benchmark action learning visit
The ‘Training Strategic Planning’ offers a team of top
managers an action learning opportunity to
reflect on strategy and to ‘reinstall’
management tools for implementation. The training
focuses four areas of development with regard to
strategic planning: knowledge, process design,
process execution, realization of objectives.
1. Facilitating the executive’s role
In each phase SDMC’s international expert facilitates the
executive’s role regarding:
-
(re)design of the strategy process
-
reflecting on the (new) strategy process:
market analysis, client interviews, good
practice comparisons
-
evaluation, synthesis, objective setting,
planning, etc. Thereby the executives are
coached individually and as a team during
realization of objectives to enhance their
effectiveness.
Brief description of the objectives of the
training
Knowledge
·
Know the history of strategy making in different
cultures
·
Have professional knowledge of the main strategy
schools and theories
·
Know how to combine planned strategies with
emergent strategies
·
Have insight in the specifics of strategy making
by monopolists
Design the process
·
Know how to focus the strategy process on
strategic issues at hand
·
Know how to design a strategy process with
different phases: external analysis, internal
analysis, synthesis, objectives, planning
·
Know how to design a process with appropriate
roles for all internal and external stakeholders
involved to assure conditions for success
·
Know how to balance a more rational approach with
emotional appeal
Execution
·
Know how to execute different phases (collect
data, analyze results, synthesis of all results,
set objectives
·
Experiment with the skills of strategists like:
imagination, helicopter view, deciding on
incomplete data, risk analysis, dialogue,
ambition levels
Realization
·
Know how to set and monitor objectives at all
levels of the company
·
Know how to design a change process and how to
distinguish between:
- delivering tangible results by project management
- facilitating a growth and learning process by
training and coaching on/off the job
Experiment with own management styles to improve
their personal effectiveness in the change
process.
2. Workshops and a
benchmark/action learning visit to the
Netherlands
The training includes 2 workshops of 4
late-afternoon/evening sessions each in
Khartoum, with a benchmark/action learning
visit to the Netherlands in between. This
visit to a Dutch ‘counterpart’ will be organized
by Business School Netherlands, University of
Applied Sciences, in cooperation with the Dutch
company. The benchmark will focus on topics like
the function and strategy of the company,
organizing according to strategy, organizational
development, HR development and staffing, new
challenges and policies of the company. The
program will be tailor-made, based on the
company’s requirements and the recommendations
of the Dutch ‘counterpart’.
LEADERSHIP AND MANAGEMENT STYLES
A comprehensive training program
The growth of the economy does not only offer
expansion possibilities but results in an
increase of competition also. New competitors
are entering the country and increase the
intensity of the competition. In this respect
managing fast growth and securing the loyalty of
existing clients are two of the main challenges.
Attacking these includes good leadership and
effective management styles.
Leadership and Management Styles is a training
program for management at different levels with
the focus on critical skills needed to manage
transformation.
Step by step co design of the program
To realize a tailor made approach SDMC starts
with a rough overall program of which phase one
is specified. After its realization the next
steps, based on the experience of phase one will
be designed. In this way learning by doing
applies also to the training program.
Phase 1: workshop for top management
Phase one will start with a workshop of the top
management and will address the issue how to
make the strategy work by increasing the
personal effectiveness. This workshop will be
executed by one of SDMC’s international experts
in the field of strategy and leadership. The
program focuses on the next issues:
360 degree feeback
Participants gather feedback on their current
management style. Therefore they receive a
questionnaire to be completed by:
-
Themselves
-
several other persons
Reflecting on
theories of leadership and management styles
-
new leadership
-
situational leadership and management styles
-
employee development
Assessment of current individual styles, using
360 degree results
Defining individual areas of development and
experimentation
Experimentation through role-playing
Individual coaching
Individual follow up with each participant to
enhance the learning and application process
(three coaching sessions per person)
Action Learning Method
The training will be based on the Action
Learning approach. The program does not include
extensive theoretical knowledge transfer but
combines specific tailor-made short lectures
with learning by doing. The knowledge input is
followed by working on present problems. Top
managers and participants in general will focus
on the issues they have to cope with. They will
design an action program to be executed after
sessions and will be guided by the trainer/
coach in order to enhance their learning.
COMPETENCY MANAGEMENT DIAGNOSIS PROGRAM
A comprehensive consultancy service
SDMC’s Competency Management Diagnosis Program
focuses the development of management
competencies related to organizational
change.
The company board gets a transparent plan by
which existing gaps between mission, vision and
the strategy of the organization on the one
hand, and the competencies needed in specific
functions on the other hand can be bridged.
Workshop, assessment and implementation
SDMC’s Competency Management Diagnosis is an
unique consultancy services product.
It is an assessment model and program developed
by the international expert for leadership
development and assessment, Dr. Peter Paul
Boonekamp.
The program tarts with a workshop preceding
assessment to familiarize the concept.
The assessment leads to the development of the
company’s competency system, to implement the
adaptation of the recruitment and appraisal
system and subsequent training and coaching.
Results
Results of the Competency Management Diagnosis
Program are:
For the management/the organization:
· More
insight in the actual (lack of) competencies of
employees
·
Enhanced insight in the necessary competency
in-, through, and outflow
· Better
insight in behavior needed to realize the
strategic organizational goals
· Means
of communication for successful behavior
· More
effective personnel reviews (selection,
performance, evaluation)
·
Improved feedback on the job
· More
insight in team formation and better
teambuilding
For the employees
· Better
insight in successful behavior
· More
insight in own competencies and career options
·
Enhanced insight in necessary competency
development and how to realize
· More
effective reviews (PDP-, performance-,
evaluation reviews)
· More
insight in own team role behavior
Competency management is a methodology to
realizes the strategic objectives of the
organization, at long term, mid- and short-term.
It is foremost the management approach to
develop and steer the quality of the
organization, its managers and its employees.
Competency management linked with result
oriented management is the key condition under
which a company can develop successfully.
Through competency management human resources
management instruments can be aligned.
‘If you want your managers and employees to
contribute to the goals and objectives of your
organization, don’t come up with plans and
blueprints, rules and procedures only. Rather
teach them how they can develop and utilize
their competencies and their willingness to do
so’
TRAINING
OF TRAINERS
A comprehensive facilitator program
Traditional training approaches such as lecture,
discussion and testing, are less effective
and are often unlikely to result in changes
in performance and competencies in the work
place. Training technology and educational
methods have been improving for some time.
Training is becoming more interactive,
participatory and competence driven. Distance
learning has moved from the textbook to the
Internet. The focus in training is shifting from
the trainer to the participant, not only in
terms of the learning process but also in the
selection of content, method and competencies.
Training is becoming more and more a management
tool to support the realisation of company goals
and objectives. Training is investing in your
human resources. This brings training of
trainers in the context of cost benefits ratios
and measuring impact.
Benefits
The major benefits of attending the Training of Trainers
are building skills in designing and
facilitating programs and developing specific
knowledge about training and facilitation.
Participants will receive practical tools for
preparing a variety of workshops, experience
leading them and receive concrete suggestions
for improving their training and facilitation
style.
Objectives
-
To develop the training competencies of the
training staff, training consultants and of
selected managers and consultants
-
Training competencies, focused at a variety
of traditional training skills and modern,
participative and ICT technology supported
training practices for groups and
individuals.
-
Course Structure The course is
built up in two parts: Part 1: The
facilitation. Part 2: The advanced
facilitation, training the trainer part. In
general each part consist of at least two
weeks full time training. The course
structure is fully flexible. The program can
cover a number of additional areas if
requested and or needed, based on prior
experience and track record of potential
participants. The complete course covers the
following:
·
Training needs analysis.
·
Presentation skills and
basic delivery skills.
·
Technology of participation
·
Facilitation skills
·
Advanced delivery skills.
·
Training program design and
production.
·
Modern training approaches,
methods and tools.
·
Training-on-the-job
approaches and practices.
·
Computer based and distance
training.
·
Training management.
The training should result in an
international state of the art facilitator
certificate.
CONSULTANCY
SKILLS TRAINING
A comprehensive facilitation program
Consultancy training approaches should result in changes
in performance and competencies in the work
place. Consultancy training technology and
educational methods have been improving for some
time. Consultancy training is becoming more
interactive, participatory and competence
driven. Distance learning has moved from the
textbook to the Internet. The focus in
consultancy training is shifting from the
trainer to the participating consultant, not
only in terms of the learning process but also
in the consultancy context, method and
competencies. Training is becoming more and more
a management tool to support the realisation of
company goals and objectives. Training is
investing in your human resources. This brings
training of consultants in the context of cost
benefits ratios and measuring impact.
Benefits
The major benefits of attending the Consultancy Skills
Training Program are building skills in
designing and facilitating consultancy programs
and developing specific knowledge about
consultancy and facilitation. Participants will
receive practical tools for preparing a variety
of consultancy ‘situations’ and receive concrete
suggestions for improving their consultancy and
facilitation style.
Objectives
The major objective is to develop the consultancy
competencies of external and internal
consultants: consultancy competencies, focused
at a variety of traditional skills and modern,
supported facilitating practices for a more
effective consultancy practice
Workshop structure
The training consists out of two workshops of
five full training days each:
-
Consulting Skills Contracting
-
Consulting Skills Diagnosis and Feedback.
The workshops are designed to the consultants to
increase their abilities to have a strong and
positive impact on their client’s
effectiveness. The participants are getting
acquainted with a change-approach, learn to
work with it and develop interpersonal skills and insight in their role
as consultant in order to:
-
gain better utilisation of their expertise
-
become more in a partnership role with line
managers within the company
-
avoid no-win consulting situations
-
develop internal commitment in their clients
-
increase line manager commitment in the
client’s company and trust
-
have their recommendations more frequently
implemented.
The training should result in an international state of
the art certificate.
|
SDMC is inclined to customise training
programs at the request of an employer
or a group of employers in different
management areas. |
Top
|
