Management development will focus on building managers’ capacity across five areas of management:
- Managing self
- Managing Relationships
- Managing your Unit/Department
- Managing in your Context/Environment
- Managing Change
The framework for management development highlights formal, social, and experiential learning mechanisms that can support good management practice, and enhance individual, unit, and organizational performance.
Goals: The main goal of this strategy is to support the development of management skills to help both new and experienced managers build their confidence, knowledge, and skills to help them be more effective. The main idea is to have a clear structure that managers can navigate in ways that are personally meaningful yet consistent across the organization. In this sense, the framework for management development has impacts for individual managers, their teams, and Carleton University as a whole.
Foundation: While the strategy includes some routes to development that focus on a specific area, there are elements that can support development across all areas specified below. These include Management Mornings, Coaching at Carleton, and Mentoring Relationships. This is because these areas rely on a type of engagement that can encourage participants to work in ways that highlight how reflection, analysis, and action can inform and support one another.
For example, after attending a workshop or having a work-related experience (e.g. hiring a new staff member), a manager might (1) work with a coach or mentor or (2) use reflective practice guidelines to identify what worked well and what they would want to do differently in the future. This would help them put those insights into practice the next time they have a chance to engage in the activity or practice the skill.
Structure: Learning opportunities will help managers to learn from qualified facilitators, subject matter experts on campus, and one another. Recognizing that time is one of the greatest barriers that prevent managers from pursuing further managerial training at Carleton, the program will focus on five delivery methods:
- Carleton Leader, Coaching at Carleton, Mentoring
- On an as needed basis at a time that is considered appropriate by the manager.
- Management Mornings/Afternoons (once/month)
- Informal information sessions covering a specific topic pertaining to management.
- E.g. Emergency Preparedness Plans, Managing Remotely, Updates to Collective Agreements
- Workshops: manager–specific workshops once/month
- Formal interactive workshop covering a specific skill pertaining to management.
- E.g. Motivating your Team; Successful Small group Facilitation; Fierce Conversations
- HR Learning Sessions: once/month or as needed
- Informal, community of managers facilitated by LAPD & HR to provide opportunities to network and learn from colleagues. A good opportunity for LAPD & HR to keep in tune with the needs of managers on campus.
- Online/Blended Learning: LinkedIn Learning
- Self-paced, web-based learning
- 24/7 site access for managers to explore various topics
- Including reading materials from distinguished sources, videos, worksheets, quizzes, etc.
- i.e. Coaching; Goal Setting; Diversity; Process Improvement, Presentation Skills