The overall aim of this eight month Management Development Programme is to equip those administrators with the most potential to progress at Warwick with the relevant knowledge, tools and managerial/leadership skills to successfully lead within a complex, dynamic HE environment.
This aim will be achieved through a combination of workshops, action learning sets, delivery of self-set goals and objectives and the delivery of a brief end of programme 'self-reflection' presentation. Participants are required to contract with all core elements of the programme, to show evidence of application of learning and also to contribute to the wider Warwick Community through engaging with appropriate support activities.
The participants’ line manager is required to actively support participants throughout the programme. This will involve ensuring that participants can attend ALL sessions, committing time to have regular performance conversations and providing on-going support, coaching and challenge to enable learning to be effectively embedded in the workplace.
Participants will meet for a short briefing session prior to the start of the programme. This session will outline the approach and content of WAMP, how to get the best out of the programme and allow participants to meet each other in advance of the first workshop.
1-Managing Self (2 days):
To explore your practice as a manager/leader in terms of your personal effectiveness and performance, introducing a range of approaches, tools and techniques to enhance and support your development in this area.
2-Managing Others (2 days):
To explore your practice as a manager and leader of others, introducing a range of approaches, tools and techniques to enhance and support your development in this area.
3-Managing Change (2 days):
To increase your confidence and capability to successfully lead and support individuals and teams through change.
At the end of each workshop you will complete a personal action plan. This will identify your key areas for development and potential theories / tools / techniques to be applied to support this development. To test and apply the learning you will identify short-term goals or objectives, indicating where feedback from your line manager or other colleagues is required.
At the end of the Programme you will be asked to provide a brief presentation to other programme participants and your line manager. The presentation provides a formal opportunity for you to reflect on your journey through WAMP, to share how you have applied your learning and how this has benefited you, your team and potentially your department.
The aim of the Action Learning Sets is to help embed the learning of the Workshops through detailed discussion of how to apply the Workshop theory, models, tips and techniques to deliver benefits for you and your team. Participants will be encouraged to share experiences and help with problem solving.
The Learning Sets will provide course delegates with more time to explore issues that they need to resolve in an environment which is empowering and which helps the individual to find a solution appropriate to them. The Learning Sets will also provide delegates with the opportunity to develop their coaching skills as they support each other through the WAMP programme.
Participants will be assigned to one of three Learning Sets. Each Learning Set will meet for up to 4 sessions of varying duration during the programme. The Learning Sets will initially be supported by a facilitator, however towards the end of the programme the group may decide to become self-facilitating.
To ensure effective application of learning within the workplace, participants’ line managers are asked to take an active role in supporting their member of staff through the WAMP programme.
Line Managers are required to provide practical support, guidance and feedback on skills development throughout the programme. This will involve having regular performance discussions and providing ongoing support, challenge to embed learning in the workplace. For example, a participant may need to work on developing their influencing skills. Your role might be to help to provide practical opportunities to enable this to take place and to offer ongoing coaching and feedback on their approach. Line Managers are required to attend the initial managers briefing and also the end of programme presentation.
As the quote says ‘you get out of WAMP what you put into it’– well almost!
WAMP provides an opportunity for you to learn about yourself, learn about tried and tested personal effectiveness and management and leadership theories, models, skills and techniques. Through group work, personal assessment and reflection and the support of your Action Learning Sets you will have an opportunity to identify and trial new approaches best suited to you and your work context. To get the best out of the programme you have to be prepared to engage fully with the Workshops and Action Learning Sets, commit to achieving self-selected objectives between sessions and most of all be prepared to try something new.
A number of personal and management development assessment/diagnostic tools will be used during the programme to increase self-awareness and provide and aid identification of development areas.
A personal development profile is used to document learning and development needs and progression during the programme. Participants are required to show evidence of application of learning during the programme.
To support the continued learning and development of those participating in WAMP each participant will be encouraged to contribute to the wider Warwick Community in some way. Examples might include: providing support at a University Graduation ceremony or Open Day, helping with the Exams process, signing up to the Coaching and Mentoring scheme or taking part in a volunteering event.