A 1-Day Workshop for Line Managers & High Potential Managers

Strategic Talent Leadership for front line managers and high potentials developing their skills as line managers unpacks the changing roles of a manager in 21st century organisations. It will identify the new competencies for managers as talent leaders and how to implement a high performance culture. Specifically Strategic Talent Leadership will cover the skills that are required for talent leadership and synthesize the latest research on new talent leader roles, metrics and accountabilities.

Learning Outcomes

Make the Transition to Managing Others: The value that a manager brings to an organisation is the performance of the people that he or she manages; it is no longer the individual contributions of the manager that count. This is not an easy personal transition to make because it enters uncertain and unfamiliar grounds, but there are tools and techniques that can help speed this critical transition both for the manager and the organization.

Engage Each Employee: A decade of research documents the importance of engagement, but managers do not know how to improve engagement levels of their employees. Increasingly, managers are being held accountable for engaging and retaining top talent, and they are often at a loss for how to do this. Learn powerful yet simple tools and practices that can have a measurable impact on employees and the organization.

Architect Learning Experiences: The workplace is the most powerful learning laboratory, and yet few managers know how to use this invaluable resource to help talented people develop. Understand how different coaching strategies and workplace experiences can move employees from their comfort zone to their learning zone.

Unleash Passion: Many employees feel stuck in their careers and that their strengths are not being utilized in their current roles. This feeling leads to an isolation and alienation from the company and what it is trying to achieve. Learn about ways to maximize people's strengths, optimize their impact, improve line of sight to the organization's mission and move from a job to a career to a calling.

One objection that is raised about equipping managers to be talent leaders is that it takes too much time, especially when everyone is so busy. But it is not a matter of spending more time, but spending smarter time; and this is especially true if you can leverage best practices and tailor an existing approach to what works for each workshop delegate.

Contact Lyne Lombard on This e-mail address is being protected from spambots. You need JavaScript enabled to view it or on 011 609 1971 for a quote for in-company educational needs.