Management Coaching

Developing Management Capability

Improve Team Performance and Alignment...critical coaching programme for all managers

"The fundamentals task of management has not changed in thousands of years.  It is and always has been a matter of concentrating and channeling organisational energy and resources along productive and safety lines, and it taxes and vexes the best and brightest managers." 

6 Management Skills...a results-driven focus

After over 30 years of research and working with leaders in hundreds of organisations, 3CM utilises globaly acclaimed assessment tools to distill the complex role of management down to six basic skills:

Six Management Skills

1.  Understanding Management Styles... identifying your management priorities, preferences  as in what you enjoy about managing versus what drains your energy.

2.  Managing Your Day...

..your time management, along with decision making and problem solving skills.

3.  Directing and Delegating Style...

...your strengths and challenges to other styles.

4.  Developing others...

... the advantages and disadvantages of your approach by using feedback, coaching and listening through hard conversations and accountability skills.

5.  Motivation and Reading People... recognising the importance of the environment you create and applying interpersonal 'Flexibility and Trust'  building skills as well as understanding why Employee Passion matters.

6.  Working with your Manager... your manager sees you, by identifying their priorities and preferences, by advocating and getting buy-in, and dealing with conflict.

It's all about increasing confidence and competence...

What most management programs attempt to do is teach these management skills in one session, whether that be a keynote speech of 90 minutes or a five day intensive management course. The reality is each of these management skills needs to be applied before they are really learned.  We provide participants with practical tips, techniques and solutions needed for success without incurring too many hard knocks that come with trial and error; which ultimately impacts on confidence and competence.

The uniqueness of our approach is to focus on developing one management skill at a time and requiring managers to apply that skill in the workplace.

That's why the focus of 3CM Management Coaching is on developing management capability with the people who run the business through increasing their personal mastery.

The 3CM Approach...its a process not an event

Following the proven and highly effective 3CM process we will assist you to get your people on track, through:

The What The How

Phase 1: Assessment [Diagnostics]

Comprehensive Needs Analysis
  • 3CM employs an evidence-based approach using a leading edge 'Management Profile', a self-assessment tool that provide penetrating and useful insights into current strengths and weaknesses, taking into account specific organisational values and culture.
  • Identify core barriers to achieving predicted performance through an in-depth conversation about your past, events and circumstances that shape your current worldview.

Phase 2: Consulting

  • Integrated action planning software to drive best practice, accountabilty and sustainability.
  • A full session is devoted to the final determination and alignment on clear KPI's and measurements for qualifying progress.
  • Where appropriate, a session is conducted with your sponsor to obtain input and achieve alignment on clear around the agreed KPI's.
  • Consult back to your management team with our recommendations as to what needs to be done and a Workplace Development Project Plan (At this stage you can decide if you wish to proceed with 3CM or ‘fix it yourself’).

Phase 3: Training

High Performance Learning
  • Facilitation of training workshops directly tailored and aligned to your business, market and what your people need to be doing better or differently. (These workshops are NOT off the shelf, by the book, generic training ‘courses’).
  • Training can also be based on appropriate nationally recognised units of competence.
  • Selections of PD options are workshops/online or self-paced modules directly aligned to your business unit and your candidate need to develop their skills.

Phase 4: Coaching

High Performance Coaching
  • On the Job follow up and coaching is critical to ensure that training content is implemented and reinforced in the field and not left in the ‘classroom’.
  • Our standard coaching programme takes 6 to 12 months to complete, depending on the number and frequency of sessions. However, we can arrange for shorter-term assignments to suit specific requirements.
  • The frequency of sessions is determined in consultation with the client but is preferably no longer than a month apart, and usually 2 to 3 weeks apart.
  • During each session leaders are responsible and accountable for their 'Managers Journal' that outlines their individual and team action steps and provides the opportunity for them to document progress made for debriefing in their one-on-one coaching sessions.
  • The Coaching phase cements the transition from ‘theoretical’ to ‘practical’ application of the newly acquired behaviours, knowledge and skills, and importantly secures your ROI.

Phase 5: Assessment [Summative]

Measure the Results
  • Where appropriate, regular sponsor meetings are held to report on progress during and after the process.
  • Re-assess your Managers level of capability, inspiration and engagement improvement through a selection of either face-to-face interview; on the job observation or demonstration; psychometric testing; third party validation; competency based assessment; workplace project.
  • KPI's are revised in each coaching session, and the opportunity for the candidate to rate their own performance improvement and generate new actions to forward the progress.

The True Cost of Bad Bossess...the cost to the business is more significant than you think

Apparently, a plague of bad bosses is running rampant; so much so that, according to an Inc. study, 75% of workers say their boss is the worst and most stressful part of their jobs. How bad are they? Bad enough for 65% of respondents to say they’d rather have a new boss over a pay rise.

When workers were asked how they feel about their bosses, it’s easy to see the reasoning behind their willingness to sacrifice cash in favour of giving their boss the axe. In fact, Worldwide Learn reports that more than 40% of workers believe their boss does not work very hard, while almost 20% feel their boss has little or no integrity. But perhaps the most taxing find in the study is the fact that more than 30% of respondents feel uninspired and unappreciated, a trickle-down effect of poor leadership.

Act now!
The consequence cost of what managers DO: The real cost is not what managers do, but what they DON"T do:
  • Poor self management
  • If you cant manage yourself, you cant manage others
  • Undermining success by poor decision making
  • A real productivity killer, the dawdling etc.
  • 33% don't put in maximum effort
  • 30% slow down or purposefully make errors
  • Accepting mediocrity and lack of urgency
  • 29% take sick days despite not being ill
  • 25% take more or longer breaks
  • Increase cost of recruitment,staff turnover
  • Damage to the business brand
  • Damage to the economy 
  • Loss of trust and passion within the team
  • Loss of motivation
  • Stress related health issues and expenses
  • Safety related issues and expenses
  • Fails to have an inner focus, awareness of their guiding values
  • Fails to create a meaningful team purpose, as to why the team exist
  • Fails to clarify and align the purpose of each team member
  • Fails to retain talented people
  • Lacking a clear vision and direction
  • Fails to deliver the customer focused promise
  • Fails to inspire the "good to great"
  • Fails to hold crucial conversations, or badly
  • Fails to implement crucial accountability
  • Fails to set the appropriate standards
  • Fails to be a team player
  • Fails to walk the talk
  • Inability to collaborate and be a team player 
  • Inability to influence change
  • Inability to create an environment for innovation
  • Fails to prioritise the organisational culture

Next yours

Click here or on the image for more information about how 3CM will help you with THE BIG SHIFT, or to discuss how we can help the people you depend on.

1300 159 000