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Quick Look Course Summary:Leadership and People Management (2 days)
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Length: 2 day(s)
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Price (at your venue): 1 Person R 10,326 EX VAT 3 Person R 7,594 EX VAT 10 Person R 5,491 EX VAT
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Certification Type:Non-Accredited
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Locations & Venues:
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Leadership and People Management (2 days)
Managers leave with a deliberate leadership approach and a practical development plan for the people in their unit.
Managers are judged on results, but results come through people – and many managers have never been shown how to lead a team or how to grow the people in it. This people management training covers both sides in two days: how to lead, and how to build the capability of the team you lead.
Day one is about leadership. Delegates look at what leaders do differently from managers, review the main leadership theories in plain language, use situational leadership to match their style to each person, and work through the five practices of exemplary leadership to build a personal leadership action plan. Day two is about developing people: analysing the training and development needs of the unit, recording them properly, compiling a people development plan, and managing it so that development actually happens – including coaching on the job, succession for key roles and keeping talented staff.
Exercises use delegates' own teams, so each manager leaves with a leadership action plan and a draft development plan for their unit. A well-kept development plan also gives HR solid input for the organisation's workplace skills plan.
Why this course
For your organisation
- Managers with a consistent, deliberate leadership approach
- Training needs identified person by person, not guessed
- Development plans that give HR solid input for the workplace skills plan
- Stronger bench strength for key roles and better retention of talent
For your delegates
- A clear view of your own leadership style and its effect on others
- A practical model for adjusting your style to each team member
- A personal leadership action plan
- A skills matrix and draft development plan for your unit
What delegates will be able to do
- Explain what leadership is and how it differs from management
- Compare the main leadership theories and what they mean at work
- Adapt their leadership style to the readiness of each team member
- Apply the five practices of exemplary leadership to their own role
- Analyse the training and development needs of the people in their unit
- Record development needs in a format HR and the training budget can use
- Compile a people development plan for their unit
- Manage and review the implementation of that plan
- Identify key roles and potential successors in their unit
Who should attend
Managers, heads of department, section heads and team leaders who lead people and are responsible for developing them – including managers with more than one team reporting to them, and specialists stepping into their first leadership role.
Course outline
Day 1 – Leading people
What leaders do
- Defining leadership and how it differs from managing
- Characteristics and principles of effective leaders
- Where you lead today: a quick self-assessment
Leadership theories in plain language
- Great man and trait theories
- Transformational leadership
- Past and modern leaders: what we can learn from them
- What the theories mean in a South African workplace
Situational leadership
- Telling, selling, participating and delegating
- Reading each person's readiness for each task
- Exercise: choosing the right style for real team scenarios
The five practices of exemplary leadership
- Modelling the way and leading by example
- Inspiring a shared vision
- Challenging the process
- Enabling others to act
- Encouraging the heart: recognition and celebration
Motivating and influencing
- What motivates people at work
- Principles of influence and persuasion
- Role-play: winning support for a change
- Your personal leadership action plan
Day 2 – Developing people and talent
Why people development is a manager's job
- The cost of skills gaps, turnover and stalled careers
- The manager's role versus HR's role in development
- How development links to performance, employment equity and the workplace skills plan
- Learning on the job, coaching, mentoring and formal training
Analysing training and development needs
- Comparing the skills each role needs with the skills people have
- Evidence to use: performance reviews, observation, job profiles and self-assessment
- Individual, team and organisational needs
- Exercise: a skills matrix for your unit
Recording and prioritising needs
- Recording the results so that HR and the training budget can use them
- Prioritising by business impact and urgency
- Agreeing needs with each team member
- Confidentiality and POPIA when keeping personal development records
Building the people development plan
- Choosing the right development method for each need
- Setting goals, timelines, responsibilities and budget
- Planning for succession in key roles
- Retaining talented people: growth, recognition and career conversations
Implementing and reviewing the plan
- Making time for development in a busy unit
- Coaching on the job and checking that learning is applied
- Monitoring progress and adjusting the plan
- Reporting progress to HR and senior management
- Course review and action plan
How it is delivered
Two days, 08:30-16:00. In person at your offices anywhere in South Africa, at a BOTI venue, or live online. One delegate or a group of up to 20; content tailored to your sector on request. Workbook, skills-matrix and development-plan templates included. We deliver it at your offices in Johannesburg, Pretoria, Durban, Cape Town and anywhere else in South Africa, at a BOTI venue in Johannesburg, or live online for teams in different places.
What our clients say
“All training sessions were well-coordinated, professionally delivered, and aligned with our scheduling requirements. We were particularly impressed by the high standard of facilitation and the depth of expertise demonstrated throughout the programmes.”
“The facilitator was excellent and took time to ensure that the employee understood the content and was able to apply the learning in order to develop the portfolio of evidence.”
“The training went well, and judging by the feedback from the evaluation forms we received, we were impressed by the knowledge of the facilitator and the quality of training overall.”
Frequently asked questions
Can you run this course at our offices?
Yes. We train at client premises anywhere in South Africa, at a BOTI venue, or live online.
How many people can attend?
From one delegate to a group of about 20. The price per delegate drops as the group grows – see the price table, or ask us for a quote.
Is it accredited?
No. This is a non-accredited short course and delegates receive a BOTI certificate of attendance.
Are there longer versions of this course?
Yes. The three-day Leadership and People Management course adds a day on monitoring and evaluating team members against performance standards. The five-day course adds that day plus building teams to achieve objectives and managing workplace relationships.
Can we use our own development plan template?
Yes. Send us your skills matrix or development plan format beforehand and delegates work in it during day two.
Can you run this course in Johannesburg, Cape Town or Durban?
Yes. We train on site at your offices in Johannesburg, Pretoria, Durban, Cape Town and across South Africa, at a BOTI venue in Johannesburg, or live online so a team spread over several offices can attend together.
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Monday to Friday, 08:00–17:00. After hours, we reply on the next working day – or call 011 882 8853.