All participants will meet together on five occasions during the year for a half-day or one-day non-residential workshop. The workshops will explore in a practical way a number of themes, such as:
- The institutional context and priorities
- Leading authentically
- Coaching others
- Enabling performance
- Managing people
- Leading through changes
- Influencing others
- Different approaches to strategy creation
The workshops will be highly participative, using participants’ first hand experiences of leadership.
Individual coaching sessions
Each participant will also take part in up to three confidential ninety-minute one-to-one coaching conversations between October and June. The agenda for these sessions is set by the participant. The coaching conversations provide an opportunity for the participant to think through challenges they are facing, to work out what they want to achieve, and to make plans to realise their goals. Some conversations may focus on current work issues, some might explore the development of capability, and others may look at future career development at Warwick. The topics brought to the conversation are determined by the participant.
360 degree feedback
Participants will have the opportunity to receive 360 degree feedback on their leadership style. This is feedback gathered from those all around the individual – for instance, their line manager or head of department, peers or colleagues, internal customers, and direct reports. The feedback is confidential, and is likely to be the focus of one of the coaching conversations.
Further development needs may be identified during individuals' coaching sessions. It may be appropriate to offer further psychometric tools e.g. Emotional Intelligence, MBTI to deepen individual awareness.
Moodle will be utilised to host an online WLP resource which will include:
- Programme dates
- A closed discussion forum
- Useful resources
- Preparation for each workshop
Voluntary Action Learning Set
Individuals will have the option to spend more time exploring issues from the programme as part of a smaller group of colleagues.
Support from line manager or mentor
As they go through the programme, participants are encouraged to discuss what they are learning with their line manager or head of department. Some participants may not wish to do this, and in these cases they are asked to find another person - we are calling this person a mentor - who can support them during the programme. Assistance is available to find a suitable mentor if necessary.
Networking and peer support
An important aspect of the programme is the opportunity to network with others from across the University and to offer mutual support to one another in carrying out development plans or tackling current challenges.