have extensive experience
and success in
designing and delivering management development
programmes that last from 3
to 24 months in duration
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you are looking to develop your managers
into leaders we can offer you a wide
range of solutions to give them the necessary
skills, behaviours and tools to lead and motivate
their staff more effectively and to really make
a significant difference to your company.
you are looking for a 1-5 day in-house course
please click here
or read on if you are interested in a longer
term development programme for your managers.
Management Development Programme (MDP) is a
series of modules and activties that are designed
and delivered over a longer period of time than
your normal in-house training course.
likes of Xerox, Mondial Assistance,
Taylor Wimpey, Waitrose, Friends Provident,
Enfield Council and scores of other
private and public sector firms have chosen
MTD to design and deliver an ongoing management
development programme for their managers.
make an enquiry
duration of an MDP can last anywhere from 3
months to over 2 years.
MDP is unique because they are designed to fit
in with your culture, ways or working and what
you would like to achieve.
are some examples of what we have included in
MDP's for our clients:
Based Learning Sessions
These are normally 1 or 2 day classroom type
training courses spread throughout the duration
of the programme at regular intervals. For example,
if it is a 6 month programme we might run one
classroom event per month on various topics
such as "Leading For Success", "Change
Management", "Building High Performing
Teams", "Coaching & Giving Feedback"
Personal 1 on
1 Business Coaching
this, each manager receives face to face or
telephone coaching sessions with a fully qualified
business coach. Together they tackle some of
the major issues that is holding the manager
back at work and they put action plans in place
to improve them.
manager can take a number of assessments and
exercises and then they will receive detailed
reports and profiles on their preferences and
what makes them the person that they are. Understanding
oneself is very important in the development
process. Each manager receives their feedback
from a fully qualified expert with full explanations
as to the application and practical considerations
of the information.
Personal 1 on
1 Life Coaching
manager receives face to face or telephone coaching
from a fully qualified life coach. The aim of
these sessions are to create balance in the
managers life between work, rest and play and
to act as support for any personal or confidence
make an enquiry
Work Based Assignments
learning into the workplace is a critical activity.
With work based assignments, the managers have
case studies to work through having to apply
what they have learned on previous modules and
areas of the development programme. Each assignment
is based upon a "real life" scenario
that the company has or could face in the future
and the manager is left responsible for tackling
the situation and heading up the team that ultimately
has to provide solutions and a way forward for
can be on or offsite where the group as a whole
or in smaller teams are set challenging events
and activities to promote cross functional working
and the elements of building high performing
information and learning can be conducted through
computer designed training sessions. Here, the
manager accesses a programme through their computer
and works through the course themselves. At
various points throughout the ecourse there
will be mini tests and assessments to confirm
their understanding of the topics covered.
a simulation, groups of managers are "placed"
into a real life scenario and it is up to them
as a team to create a positive outcome. For
example, "A flood has just wiped out your
manufacturing capability, what are you going
to do to resume business asap?" or "You
are in charge of creating a new product to achieve
xyz. What is your new product? What will it
do? How will you market it? What considerations
will you need to plan for in the workplace -
training, comms etc?" ....and of course
we as trainers throw obstacles in along the
way to test their planning, organisation, team
and self control skills!
and course content can be covered through self
study manuals, DVD's, CD's and CD ROMs. The
managers will be required to complete the modules
themselves and send in their answers and coursework
to their designated personal tutor who then
provides feedback to them.
are normally half day sessions based on the
relationship between reflection and action,
where the focus is on the issues and problems
that the managers bring to the group, and planning
future action with the structured attention
and support of that group. A major advantage
of Action Learning is that participants are
able to look at the real problems which concern
them, rather than considering hypothetical ones,
and they are responsible for the selection of
the topic(s) or problem(s) discussed.
Your Management Development Programme can include
some or all of the above!
choice is yours.
make an enquiry about your requirements please
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are some recent examples of
leadership & management development programmes
we have been responsible for:
programme content has been
interactive and fun..."
have no hesitation in commenting on the Management
Development Programme that has been delivered
here at Malvern by Mark Williams of MTD. Mark
is very professional, enthusiastic, and dedicated.
The programme content has been informative,
interactive and fun, has been well received,
and has more than adequately met our high standards
Tina Beckett - Learning & Development
Officer - Malvern Hills District Council
Hills District Council identified that the quality
of their leadership would be a vital factor
in becoming one of the best performing District
Councils in the country.
that end they wanted to develop their 50 managers
to lead and drive the council forward and to
bring some "commercial awareness" to how the
district was being run. We were selected to
design, implement and deliver their management
gathering and determining the requirements we
designed and delivered a modular 6 month Management
Training Development Program and following on
from that a Team Effectiveness and Organisational
Learning strategy to be implemented throughout
this particular solution we wanted to ensure
managers were not taken away from the workplace
for long periods of time.
MDP should be a mixture of training based
modules and other learning activities that
can be completed “at the office”
support structure is put in place that supports
and aids the learning after a training event
has taken place.
will be taken to measure the success of the
MDP and to ensure that Malvern District Council
has received “Value for money”
MDP should support the competency framework
that has been developed and use this as a
baseline to build skills and behaviours.
Management Development Program Consisted Of:
Training Modules - each of 2-days in duration
spread across the 6 months
manager to receive 2 formal coaching sessions
with a qualified coach
Work Based assignments to be completed throughout
mentoring, support and guidance from each
monitoring and evaluation of the success of
the programme - 360 degree feedback, interviews,
assessments, behavioural and performance changes
in the delegates
Team Effectiveness & Organisational Learning
Programme Consisted Of:
planning and implementation away days
building activities and events across areas
of the council to break down barriers and
promote high performance working
departmental working analysis on how work
is constructed and how it all fits together
across multiple areas
practise sharing and performance improvement
workshops to develop organisational learning
capacity across the council
programme implemented throughout the council
to foster and promote learning and development
make an enquiry
excellent programme. I loved the inclusive approach.
I am now going to be able to work much more
closely with support staff so they understand
my needs and I understand theirs"
Davis - Strategic Director Operational Services
various assessments and questionnaires gave
a great insight into my "comfort zones" in terms
of styles and behaviours. I can now reflect
on this and be aware that I may need to step
back and modify my approach to certain situations"
Moss - Accountancy Services Manager
programme completely met my needs. I really
liked the way that leadership was applied to
real life situations. I now know how to "lead"
rather than "manage". Thank you! It was a great
opportunity for development"
Gillett - Head Of Financial Services & IT
was a very enjoyable programme. A great team
effort. I will now be able to look at the "bigger
picture" rather than just my little piece of
the council! Mark was an excellent tutor throughout
the modules - thank you"
Law - Careline Services Officer
Leading High Performance Teams Programme has
brilliantly received by the participants..."
chose MTD because of their enthusiasm at our
initial meetings and because we felt their
refreshing approach to people development
fitted our particular needs. I feel we have
now developed a very professional relationship
but with a personal touch. Our Leading High
Performance Teams Programme has been brilliantly
received by the participants and we are starting
to see the benefits that we had hoped for."
John Owen – Training Manager – Friends
Provident International Limited (FPIL) is
the international operation for Friends Provident
Life and Pensions, one of the major players
in the UK life and pensions market. Friends
Provident recently acquired FPIL from Royal
is anticipated that there will be significant
changes to the structure and approach to their
traditional business model, and the nature
of what each of their operational sites delivers
will change significantly and dramatically
in the next 3 to 5 years. FPIL recognised
that they needed to equip their managers with
the tools and skills to drive through this
change and to ultimately deliver the FPIL
promise to it’s customers in ever changing
were chosen to deliver FPIL’s Management
Development Programme that was designed and
based around their existing competency framework.
was important to FPIL that it was an accredited
programme and hence we made the programme
an “endorsed award” from the Institute
of Leadership and Management”
Management Development Programme Consisted
Ongoing monitoring and evaluation of the
success of the programme - 360 degree feedback,
interviews, assessments, behavioural and
performance changes in the delegates
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"Enhancing supplier relationships through a
Management Development Programme in Waitrose"
trainer Caroline Barnes was previously the programme
manager, trainer and coach for a "Developing
People In Partnership" Management Development
consisted of managers from Waitrose and their
suppliers attending a series of 2 and 3-day
modules throughout the year with monthly coaching
and mentoring sessions in-between.
make an enquiry