People Management - equip your managers with practical tools and the right behaviours to drive performance and develop their team members.

People Management

We strongly advocate adopting a proactive approach to management and leadership. Too often managers avoid having those difficult conversations or allow team motivation to drop without having the skills and confidence to address these challenges quickly.

All our work instills the importance of taking full responsibility for a team’s success – or otherwise – providing the participants with practical tools that can be easily implemented and help secure instant results.

Whether you’re looking for a one hour virtual session or a fully blended, modular programme, Phoenix will support you at every stage to ensure the very best learning experience and even more importantly, clear evidence of the participants’ newly learnt skills being applied back at work.

Areas of management & leadership expertise include:

Performance Management
Delivering Feedback and Handling Challenging Conversations
Coaching Skills
Situational Leadership
Delegation, planning & prioritisation
Leading through change
Maintaining motivation and high levels of engagement
Building high performing teams
Impact and influence

Do take a look at this sample programme structure to get a better idea of how our modular programmes work.

Please get in touch – we’d love to hear from you!

Strengthen Results

The structured element of the journey has to end at some point but this does not mean an individual's ongoing development does as well. The design of the journey must therefore incorporate elements that continue to reinforce the learning. Participants will be given an opportunity to stretch themselves and continue to create impact with their newly learnt skills and techniques.

Additional reading, targeted activities, mentoring and training opportunities, presentations and the creation of relevant learning content can all work well at this stage.

Develop & Practice Skills

Once a foundation has been built and participants feel they have a basic understanding of a subject, technique or skill, they now need to develop the ability and confidence to use it. During this part of the journey, participants must start to feel better equipped to do things in a different way and this is usually best addressed in the classroom environment.

Role/real plays, plenary discussion, case studies and facilitator feedback form the basis of this stage but workplace assignments and peer to peer conversations can also work well.

Build a knowledge foundation

Not all learning has to be done in the classroom and participants are encouraged to build their subject expertise as soon as possible. This foundation work will also ensure that any time spent in the training room is used appropriately in terms of the all critical practice and group discussion.

E-learning modules, pre-workshop reading, video content, observations and interviews can all play their part.

Commitment to the journey

Traditional training and development often fails because participants only start to think about their development on the day of the event itself. Any successful journey (or programme) requires an investment in time and effort and participants must recognise that they will need to do more than simply turn up. During this phase, participants are asked to think about what they could achieve if they demonstrate high levels of effort & commitment, not only for themselves but for the organisation as well, greatly increasing the levels of accountability.

Conference calls, webinars, creating personal performance maps, setting learning objectives and manager development conversations are typical examples of how to build participant commitment.