Managers First 100 Days

MANAGERS FIRST 100 DAYS - for the newly appointed Managers

pending Accreditation

  • Blended Learning

  • 3 Days of face-to-face experiential learning

  • 3 month of workplace learning experience

  • Typically up to 6 months learning journey

  • Can lead to a Diploma of Leadership and Management

This programme is for newly appointed managers who have on-the-job know how but may lack experience in leading, coaching and motivating their new team. 3CM's 'Managers First 100 Days" programme will fast-track participants understanding and ability to lead, direct and manage, becoming a valuable asset to the organisation.   

It happens in many businesses across the world and may sound familiar; newly promoted supervisors and managers are expected to “sink or swim” to validate their appointment.

They will have a wealth of knowledge in their area of expertise, but may grapple to extract high performance from a relatively unknown or too familiar, and sometimes hostile, team. Some are being asked to make the switch from 'team member' to 'team manager' which is a monumental change often overlooked.

This results in many new managers feeling out of their depth and may be reduced to resorting to exerting their authority as the only way to make their team achieve objectives. It does not have to be this way. 

In order to create momentum during the critical first 100 days following the appointment, we recommend new supervisors to participate on our specialised supervisor course. The course is equally as valuable for supervisors who may have been in the role for a while but have not had an opportunity to build their management or supervisory level skills.

3CM premium learning support

As a Premium Programme the learning is supported throughout the duration with...
  • Pre workshop learning begins two weeks prior to start date with access to the eLearning Management System throughout the programme.
  • 3 full days of experiential learning workshops to develop by applying the five stage learning cycle and monitor progress.
  • It continues with additional support to monitor progress with four by 1 hour webinars or individual and/or group coaching throughout the programme.

Learning outcomes

  • Gain confidence capability as a manager
  • Build credibility by securing early wins
  • Achieve strategic, operational, systems & skills alignment with the team
  • Motivate and renew the inherited team
  • Delegate low level tasks and improve time management and effectiveness
  • Become a coach to develop rather than just administer people's performance
  • How to have those tough 'Crucial Conversations' with team members about performance
  • How to hold ongoing performance reviews as well as annual reviews
  • How to set goals, forecast, plan activity, and manage team members' time more effectively
  • How to coach, motivate, monitor, reward and reprimand older or more experienced people
  • How to recruit and retain the right people
  • Ultimately how to transition from 'doer' to ‘manager’

The 3CM 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 [Diagnostic]

Comprehensive Needs Analysis

  • 3CM employs an evidence-based approach using leading edge assessment tools that provide penetrating and useful insights into current stregths 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.
  • 360 degree profiling before and after the completion of our programme is highly recommended (however, its optional).

Phase 2: Consulting

Action

  • Integrated action planning software to drive best practice, accounabilty and sustaininbility.
  • 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 (refer to above units).
  • Selection 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.
  • 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.

IMPORTANT NOTE: If you are already more than 100 days into the role and need more support, these skills, startegy and tlhe leading edge tools are still relevant to you

Nationally recognised course

Yes, this course can be linked to Diploma of Leadership and Management and additional fee applies for the option of assessment (4 x units of competency)

Requirements to receive the qualification

By successfully completing the face-to-face workshop and assessment requirements of the units of competence from the Diploma of Leadership and Management, or apply for Recognition of Prior Learning (RPL). Participants can achieve the nationally recognised qualification with either or combination of both approaches.  RPL is a process that enables those who are interested in gaining the qualification to be granted exemption from some or all of the training programmes.

Next move...is yours

Contact 3CM today to discuss how our Managers First 100 Days programme can assist you and/or your managers to become the Manager you, them and their people need them to be.

1300 159 000

Learning Strategy

Transference of LearningDeveloping a High Performance Culture

Our courses are highly participative workshops and project forums in the true sense.  You'll have an opportunity to explore issues and practice skills during individual and group activities (Action Learning).  We believe that the most beneficial elements of our workshops are your opportunities to perform the new skills and receive feedback (not only from the facilitator, but from your peers as well).

We use “Action learning”, as a process in which groups of learners collaborate to solve actual workplace problems. In this way, organisations benefit from gaining solutions to critical challenges and participants benefit by learning from their experiences.

We follow a quick pace in our workshops so expect a high-content, high-involvement, high-energy programme.  We'll use checklists, handouts, questionnaires, learning guides, worksheets and workbooks, and samples of templates to provide you with tangible guidance in developing new skills.  Numerous tips and techniques are contained in the course materials and reinforced during exercises.  The focus and efficiency you gain from the workshop will reduce your extra workload.

To summarise – our approach is to do it rather than talk about it.

Learning Methodologies

Assessment Centre - Diagnostics Tools

  • DiSC® Psychometric Behavioural Assessments
  • EBW Business EQ Assessments
  • P8 Organisation Culture Assessments
  • TIA Trust Inside Teams Assessments
  • The 5 Behaviours of Cohesive Team Assessment
  • Competency Based Assessments
  • Learning Style Assessment

Learning Delivery

  • Facilitated sessions by high callibre practitioners
  • Case studies that are relevant, practical and applied
  • Guided discussion, rather then theory and textbook
  • Syndicate work, collaborative and applicable to real workplace situations
  • Workplace projects linked to strategic and operational imperatives

Support for Blended Learning

  • Learning Resources (including high quality 3CM designed templates and handouts)
  • Learner Workbooks and Worksheets
  • eLearning (flexible and blended approach)
  • Webinars
  • Coaching (3CM’s coaching can increase transference of learning from 20% to 88%)
  • Formative and summative assessments

Your Guarantee of Quality

Since 1991, 3CM have met stringent AQTF requirements; programmes are covered by a 100% satisfaction guarantee. If we fail to meet your expectations, contact us and we will negotiate corrective action.

Duration

3 Days

eLearning available

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Units of Competency

  • [BSBMGT605]: Provide leadership across the organisation
  • [BSBMGT517]: Manage operational plan
  • [BSBWOR502]: Lead and manage team effectiveness

Customised InCompany Learning

We can customise individual workshops, a combination of workshops, or one of our certification programs to give you a relevant and applied methodology. Tailored or fully customised to meet your specific workforce development needs.

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George and his staff are exceptionally skilled in their ability to customise the program to suit our needs, their high attention to detail, and their willingness to coach and instruct our staff on an individual level according to the individual's ability

Murray Berros Mrs. Macs

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