To Transform the Behavioural Manifest of a Manager/Supervisor (First Line Managers) to become more effective to Lead People in more mature and efficient manner to achieve Organizational Objective.

“Ready To Lead” is a combination of 6 Learning modules covering the critical behavioral attributes required for a effective manager followed by personalized feedback and coaching sessions with participants to ensure the effectiveness of learning output.

Beneficiaries
  • First Time Managers
  • First Line Managers (Manufacturing)
  • Front Line Managers (Services)
  • Potential Managers
  • Management Trainee

Day 1

  • Learning Module 1

    Relating With People (Effective Communication & Cross Functional Relationship)

  • Learning Module 2

    Role Complexity & Managerial Effectiveness

  • Learning Module 3

    Ownership & Accountability

Day 2

  • Learning Module 4

    Coaching & Mentorship

  • Learning Module 5

    Work Life Balance & Stress Eradication

  • Learning Module 6

    Financial Acumen & HR(IR) Skills for Non Finance & Non HR

Learning Module - 1

Relating With People
(Effective Communication & Cross Functional Relationship)

Communication Effectiveness

Interpersonal Relationship

Cross Functional Relationship

Barrier of Communication & Mitigation

Interpersonal & Effective Cross Functional Relationship

Learning Module - 2

Role Complexity & Managerial Effectiveness

  • Role Complexity of a Manager

  • How it is different from Supervisor

  • Differentiation of Trait & Expectations between Supervisor & Managers

  • Competencies and behavioral manifest to achieve organizational effectiveness

  • Understand the Business Complexity, Process Complexity, People Complexity, Organizational Complexity

Learning Module - 3

Ownership & Accountability

Supervisor

Owner

Observer
Resolver
Scrutiny
Creation
Passive
Participative
Complaining
Committed
Pessimist
Passonate

Decision Making & Problem Solving

Art of Priority

Delegation of work – Practice Approach

Values & Ethics

Learning Module - 4

Coaching & Mentorship

Principles & Fundamentals of Coaching

Build Self Esteem
Validate Understanding
Generate Options
Inspire Action
Recognize Results

Grow Coaching Model

G

R

O

W

GOAL

REALITY

OPTIONS

WILL

What do You want? Where are you now? What could you do? What will you do?

Influencing Factor of an Effective Coach

Inspire transformational not transactional change

Establish trust

Take time

Work with people who are ready and committed

Engage the work ecosystem

Work with well crafted goals

Establish a coaching team & check points

Learning Module - 5

Work Life Balance & Stress Eradication

The only person without stress is a dead person but the excess of stress can also lead to sorry affair in life hence the balance of positive stress is to strive and reason of Negative stress is to be identified and eradicated

Work life Balance & Stress Eradication

Probable Cause of work life Imbalance
  • To meet out the demands of the job
  • Your relationship with the colleagues
  • Support you expect from others
  • Excessive work pressure
  • To meet out deadlines & results
  • Workingovertime and on holidays
Approaches to Evolve the Balance
  • Self Discovery
  • Art of Priorities
  • Time Management & Organising the self
  • PDCA approach of handling the assignments
  • Art of Saying No
  • Emotion & Positive Vibration
  • Ethical Conduct & Values
Learning Module - 6

Financial Acumen & HR (IR) Skills for Non Finance & Non HR

Basics Understanding of Financial Statements

Balance sheet

Profit and Loss account

Cash Flow Statement

Companies Act

Direct& Indirect Taxes – Income Tax, Service Tax,

Financial Reporting

Insight into Key Accounting Standards

Financial Acumen Skills for Non Finance

HR & IR Acumen for Non HR

HR Generalist Role for Team

HR & IR Acumen for Non HR

Essential IR (Industrial Relation) understanding

Understanding the meaning of ‘industry’ and ‘workman’ in the emerging economy;

Employer-Employee relations, Rights of Workmen

Industrial dispute

Role of Trade Union and Collective Bargaining

Workers’ participation in management: issues and challenges

Elementary Knowledge of :

1- Factory Act – Shop & Establishment Act,

2- Industrial Dispute Act,

3- CLRA – Contract Labor Regulation and Abolition Act

4- Trade Union Act

5- Social Security Scheme i.e, – PF/ESIC

Learning Instruments & Methodology

Case Study
Simulation Games
Knowledge Sharing
Learning for Immediate Practice

Learning Execution Flow

Option 1 – Program Based Learning

Program Duration - 2 Days

Day Session Learning & Feedback Action Follow up Action Documentation and Reporting
1 1 Half Day Learning Seassion of Module 1 & 2 Engagement (Online/Phone) to keep track of action on OFI/IDP Shared with Participant Summarized Closure Report along with OFI (Opportunity for Improvements) for each participants to HR for future actions.
2 Half Day Learning Session of Module 3 & 4
2 3 Half Day Learning Seassion of Module 1 & 2
4 Half Day (Summarized learning and take away of Module 1 to 6) Personalised Feedback to each participant pertain to Improvement Plans.

Option 2 - Project Lead Learning (Execution Flow)

Project Duration – 2 Months (Spreaded in 4 Days)

Training Man Day in 4 Intervals (1/2 Days) Each

Feedback Session of 4 Intervals of 1/2 Days with each individual separately

Day Leading & Feedback Action Follow up Action Documentation & Reporting
Session Session
1 1st Half Learning Session of Module 1 & 2 2nd Half Coaching & Feedback session with each Individual exclusively Engagement (Online/Phone) to keep track of actions on OFI/IDP shared with Participants Summarized Closer Report to HR from Ample Leap
2 1st Half Learning Session of Module 3 & 4 2nd Half
3 1st Half Learning Session of Module 5 & 6 2nd Half
4 1st Half Learning Summarization of Module 1 to 6 2nd Half

Effectiveness Mapping – AL Approach

ROI

Result & Return received from the participants as a return of the Time , Money being spent during the program.

Impact

The behavioral changes have been felt by the immediate supervisors / organization in participants

Result

Participants feedback to know that whether they are able to use the learning in real job scenario or not

Learning

To map the competency enhancement of participants during the program by running a post training assessment

Reaction Feedback

To know the immediate feedback of the trainees after the program

Effectiveness Mapping - Process & Assessment Tool

The participants will undergo a process of scientific assessment to establish the learning outcome in following manner --
1 Reaction towards Learning
2 Effectiveness of learning
3 Sustenance of learning in real life action & behavior
Methodology & Instrument of Effectiveness Mapping
Sr. Level of Assessment Assessment Tools Respondent Time of Assessment Report
L1 L2 L3
1 Reaction towards Learning Case Study- To map the reflection of behavior in prescribed manner Participant On or before the commencement of the program / project At the time of completion of program / project NA The variance (+ve /- ve) report shall be discussed with participant and submitted to HR
2 Response towards Learning AL Managerial Acumen Attribute Indicator (MAAI) Compendious Summary of 18 Managerial Attributes (Annexure A) Participant (Self) Colleagues / Peer (From Self Department) Colleagues / Peers (From Cross Function) Immediate Boss Reviewer On or before the commencement of the program / project At the time of completion of program / project 30 days after completion of the program
3 Effectiveness and Sutanance of Learning NA NA 90 days after completion of the program
Note: Ample Leap Managerial Acumen Attribute Indicator (MAAI) is a questionnaire consolidating the set of 18 Indicators (Questions) representing 6 Managerial Attribute against which the feedback shall be collected from Participant him self, Colleagues from same & Cross functional department, Immediate Boss and Reviewer for 360 ° feedback.
Note: Ample Leap Managerial Acumen Attribute Indicator (MAAI) is a questionnaire consolidating the set of 18 Indicators (Questions) representing 6 Managerial Attribute against which the feedback shall be collected from Participant him self, Colleagues from same & Cross functional department, Immediate Boss and Reviewer for 360 ° feedback.

Managerial Acumen Attribute Indicator (MAAI) – Annexure A

Rating Scale

Rating Range
Excellent 10 - 08
Good 08-06
Need to Improve 04-02
Poor 02-00