Case Studies 1: Management Development Programme at
Millwall FC
Introduction:
This piece of work is to start the process of building Millwall FC's profile as a business that prioritises innovation, its manager's and staff's development and value for money for its football public - in equal measure.
To achieve this Millwall FC would like to build on the FAs 'Playing for Inclusion'programme by offering a bespoke mini management development workshop driven by the Equality, Diversity and Inclusion (EDI) agenda - which prioritises people.
This work will embed how managers think, act and behave around EDI, whilst focusing on their roles as managers with responsibilities to manage people / teams, resources and projects in order to deliver excellent services for the communities and partners that Millwall FC serves.
Aim:
To place Equality, Diversity and Inclusion as a central component to improving the performance of managers and their teams that work for Millwall FC.
Approach:
Three Modules to Maximise Performance for Off-Field Managers
Module 1: How to best maximise the performance of your staff and team?
Objectives:
As a result of this module Managers will:
● Develop knowledge about how to assess a team's abilities;
● Better understand when to treat people the same and when to treat them
differently;
● Review the importance of having 1 to 1 / Supervision meetings;
● Know which EDI questions work in 1 to 1s and which don't;
● Received guidance and a templateto run meaningful 1 to 1s
● Understand how to operate a basic Performance & Appraisal System;
● Consider their future needs.
Module 2: The importance of managers being innovative and risk adverse when appointing new staff
Objectives:
As a result of this module Managers will:
● Discuss what works for them when recruiting and selecting the
best candidate;
● Compare their process with a 'good practice template';
● Develop clarity between evidence and assertion;
● Some questions that work and others that put candidates off;
● Consider their future needs.
Module 3: The benefits of building and maintaining diverse teams
Objectives:
As a result of this module Managers will:
● Review how they introduce new members to the team;
● Review an Induction Checklist
● Consider the relationship between well managed teams and performance;
● Design performance targets using SMART objectives;
● Develop and practice using techniques and strategies to respond and where necessary challenge conflict;
● Review an example of a Grievance Procedure
● Consider their future needs.
Each model is supported by a separate Manager's surgery time which encouraged Managers to review what would they need to turn the work they have undertaken into actions that make a difference at Millwall FC?
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Case Studies 1: Management Development Programme atMillwall FCIntroduction:This piece of work is to start the process of building Millwall FC's profile as a business that prioritises innovation, its manager's and staff's development and value for money for its football public - in equal measure.
To achieve this Millwall FC would like to build on the FAs 'Playing for Inclusion'programme by offering a bespoke mini management development workshop driven by the Equality, Diversity and Inclusion (EDI) agenda - which prioritises people.
This work will embed how managers think, act and behave around EDI, whilst focusing on their roles as managers with responsibilities to manage people / teams, resources and projects in order to deliver excellent services for the communities and partners that Millwall FC serves. Aim:To place Equality, Diversity and Inclusion as a central component to improving the performance of managers and their teams that work for Millwall FC. Approach:Three Modules to Maximise Performance for Off-Field ManagersModule 1: How to best maximise the performance of your staff and team?Objectives: As a result of this module Managers will: ● Develop knowledge about how to assess a team's abilities; ● Better understand when to treat people the same and when to treat them differently; ● Review the importance of having 1 to 1 / Supervision meetings; ● Know which EDI questions work in 1 to 1s and which don't; ● Received guidance and a templateto run meaningful 1 to 1s ● Understand how to operate a basic Performance & Appraisal System; ● Consider their future needs. Module 2: The importance of managers being innovative and risk adverse when appointing new staff Objectives: As a result of this module Managers will: ● Discuss what works for them when recruiting and selecting the best candidate; ● Compare their process with a 'good practice template'; ● Develop clarity between evidence and assertion; ● Some questions that work and others that put candidates off; ● Consider their future needs. Module 3: The benefits of building and maintaining diverse teams Objectives: As a result of this module Managers will: ● Review how they introduce new members to the team; ● Review an Induction Checklist ● Consider the relationship between well managed teams and performance; ● Design performance targets using SMART objectives; ● Develop and practice using techniques and strategies to respond and where necessary challenge conflict; ● Review an example of a Grievance Procedure ● Consider their future needs. Each model is supported by a separate Manager's surgery time which encouraged Managers to review what would they need to turn the work they have undertaken into actions that make a difference at Millwall FC? |
Case Studies & Testimonials
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