Welcome to Our Comprehensive Guide to Leadership and Management Training
In this guide we will introduce key concepts of leadership and management training, laying a theoretical groundwork and pointing you in the direction of the course best-suited to your professional development goals.
After reading our guide, you will have an in-depth understanding of the types of courses available to you, and the benefits offered by each. You will understand how each course can shape your professional development, and how they can contribute to your continued progression up the management hierarchy.
Here’s what this guide will cover:
- Accredited courses & qualifications: what you need to know:
- What is an accredited course?
- What does it mean for a course to be accredited?
- What is the difference between an accredited course and a qualification?
- Training courses for leaders:
- CMI Level 5 – Coaching and Mentoring Development Programme.
- CMI Level 7 – Coaching and Mentoring Development Programme.
- CMI Level 5 – Leadership and Management Programme.
- CMI Level 7 – Leadership and Management Programme.
- Executive development programmes:
- What is a Mini MBA?
- How a Mini MBA will help your professional development.
- What is the Directors Development Programme (DDP)?
- How a DDP will help your professional development.
- Coaching: how to maximise entire workforces:
- What is coaching?
- How a coaching qualification can help your professional development.
- Leadership and Management Training:
- Our in-house and bespoke training process.
Accredited Courses & Qualifications: What You Need to Know
Before we delve deep into the types of courses available, let’s take a quick look at accreditation. In this section, we’ll answer the following questions:
- What is an accredited course?
- What does it mean for a course to be accredited?
- What is the difference between an accredited course and a qualification?
This information will strengthen your understanding of different courses, and better align you with the right course for you.
What is an Accredited Course?
To be accredited, a course must have approval from a relevant and recognised professional body. Such bodies can be professional organisations, chartered bodies, universities, or large numbers of other professional or academic institutions.
The value of accreditation depends on the body, but accreditation from established institutions like the Chartered Management Institute (CMI) has been proven to improve employability. It’s worth understanding whether your course is accredited, and what weight the accreditation carries, if so.
As an illustration, here is information about some of our accredited courses:
- Our Mini MBA Accelerator is accredited by the University of Chester and delivers the core content of an MBA course in a fraction of the time. This course is designed to turbo-charge your management CV, and to introduce, refine, and cement the skills and concepts required for effective leadership. We’ll introduce this course in more detail later in this guide.
- Our Strategic Leadership Programme is accredited by the University of East London. This course is designed to build and strengthen the framework required for strategic leadership performance. Course aims include developing managers’ emotional intelligence and resilience with the view to achieving greater success in their leadership.
- Our Advanced Sales Leadership Programme is accredited to Level 7 by the Chartered Management Institute. As the name implies, this course is designed to maximise the effectiveness of those in sales leadership roles, with a strong focus on improving your impact and the results from those under your leadership.
What Does it Mean for a Course to be Accredited?
Accredited courses are designed to cover everything you need to know to work in a field or industry. This type of course also conveys other benefits, including:
- Professional membership: an accreditation may grant you membership to the professional body which, in turn, grants access to resources, professional networks, and further avenues for development.
- Protected job titles: in some fields, you cannot practice as certain roles unless you have the required professional accreditation. This is to ensure consistency and quality of practice and to protect consumers.
- Brighter prospects: an accreditation will distinguish you from non-accredited candidates with similar skill sets. When looking to climb the career ladder, accreditation is an asset.
What is the Difference Between an Accredited Course and a Qualification?
Qualifications are offered by awarding institutions, which can be chartered institutes, exam boards, trusts, societies, and more.
Accreditation means that a course, whether it leads to a formal qualification or not, has been recognised by a professional body.
So, for example, a university can offer a marketing course that leads to a formal qualification. They can decide to request accreditation from the CMI to bolster the course credentials. If this request is granted, the CMI would evaluate the course content to determine whether it meets their standard, and then accredit the course if their requirements and standards are met.
We offer a range of courses and qualifications, many of which are accredited by the CMI. You can find full information on our range of accreditations and qualifications here.
Training Courses for Leaders
At INPD, we’re proud to offer a wealth of training courses for leaders looking to develop their skills and advance their careers. We work with several academic and professional institutions to curate and deliver courses that are relevant to the shifting needs of the modern leadership landscape.
Our partners include:
- The University of Chester: several of our courses are accredited by the University of Chester. On successful completion, you’ll receive a PGCert in Business Administration (WBIS), Strategic Leadership for Directors (WBIS), or Executive Education (PGCEE).
- The University of East London: UEL accredits some of the courses we offer. On completion, you will achieve a PGCert in Management and Leadership, or Strategy and Leadership.
- The Chartered Management Institute (CMI): many of our courses are accredited by the CMI and you’ll gain a recognised qualification at the relevant level on completion.
In this section, we will highlight a few of the training courses we offer, with a special focus on our core offering the CMI Level 5 and Level 7. We hope that by reading about the courses available – along with their content, delivery, and assessment – you’ll have a firmer understanding of the options available to you. We’ll also illustrate the differences between Level 5 and Level 7 qualifications, to give you some idea of the CMI hierarchy.
CMI Level 5 – Coaching and Mentoring Development Programme
This course distils current coaching and mentoring theory and best practice down into a concise and comprehensive programme. You will build your understanding of these concepts and, through self-reflection and guided learning, build an understanding of how to apply them in our digital and global economy.
This course offers professional benefits to delegates on successful completion:
- You will develop effective and inspirational communication skills.
- You will be able to identify and take advantage of opportunities for personal and professional development.
- You will be able to create and implement targeted improvements for yourself, your team, and your organisation.
- You will gain the ability to support others through change and to become more resilient when going through change yourself.
- You will develop your leadership capability and self-awareness.
- You will foster a clearer understanding of conflict, including its causes and methods of management.
The CMI Level 5 – Coaching and Mentoring Development Programme is carried out over three days of intense, structured learning, under the guidance of expertly qualified coaches.
The delivery style is a blend of theory, self-reflection, and practical tasks designed to test and develop your understanding of course content. Here is a breakdown of what will be covered:
- Day 1:
- What coaching and mentoring are.
- How they fit into organisational and individual development.
- The benefits on offer.
- Exploration of models for formal and informal coaching.
- A practice session.
- Day 2:
- The ethical and contractual implications of coaching.
- The merit of reflective practice for continual improvement.
- Psychological aspects of coaching and mentoring.
- Conflict management.
- A practice session.
- Day 3:
- How coaching fits into high-performing teams.
- Motivational strategies, and how to coach team members with varying ability.
- Using coaching to develop individual and professional goals.
- Integrating coaching into your leadership and aligning this with organisational objectives.
- Developing a coaching culture.
- Good practice in coaching evaluation.
- A practice session.
To visit the CMI Level 5 – Coaching and Mentoring Development Programme, click here.
CMI Level 7 – Coaching and Mentoring Development Programme
As the next step up in the CMI qualification hierarchy, the Level 7 Coaching and Mentoring Development Programme looks to build upon the theories and concepts covered by Level 5. This course is designed for senior managers, leaders, and people in roles that carry authority and responsibility for developing and implementing coaching strategy within an organisation.
The benefits on offer align with and build upon those offered by the Level 5:
- You will be able to ensure other coaches and mentors within your organisation are equipped with the skills required for success.
- You will be able to ingrain knowledge and ethical consideration into coaching colleagues.
- Your understanding of the causes of conflict, and the methods of resolution, will increase greatly.
- You’ll be able to benchmark the internal approach of your organisation against industry best practice.
- You will be able to create and maintain a coaching culture within your organisation, where leaders can support the development of staff alongside the achievement of organisational objectives.
This course takes place over four days, with a similar delivery style to Level 5. The first three days follow the structure of the Level 5 course but delve more deeply into all areas. On the fourth day, you will:
- Learn best practice for coaching and mentoring supervision.
- Learn how formative, normative, and restorative supervision methods apply to different situations.
- Learn the principles of organisational culture.
- Learn how to embed a coaching and mentoring culture in your organisation that is successful and sustainable.
- Practice all of these skills in a guided environment to ensure full attainment.
For directors, owners, senior leaders, aspiring leaders, and many others, this course offers tangible personal and professional development potential. By developing your understanding of coaching and mentoring best practice, you position yourself to bring out the best in yourself, your teams, and your organisation.
To visit the CMI Level 7 – Coaching and Mentoring Development Programme, click here.
CMI Level 5 – Leadership and Management Programme
As a Level 5 qualification, this course is targeted toward people in managerial positions who work directly with teams of colleagues or stakeholders. The course looks to improve self-awareness and emotional responsiveness in a range of leadership contexts, with the view to developing the behaviours, skills, and attributes required for effective and successful leadership.
This course offers plenty of professional benefits to delegates on successful completion:
- You will understand how important thought leadership is concerning personal development.
- You will understand the role of enquiry in developing your management and leadership capabilities.
- You will learn the value of high-level strategic business cases, and understand the process of implementing them – from development through the evaluation.
- You will learn the skills required to embed leadership and management development in your organisation.
- You will foster silent leadership skills: Those required to leverage and influence, rather than to instruct and demand.
The CMI Level 5 Leadership and Management Programme takes three days to complete, and each day gives comprehensive tuition on core aspects of leadership. Here is what you can expect to cover:
- Day 1:
- The topic is ‘Self as Leader’.
- Expectations will be set and outcomes discussed.
- Reflection on your management style.
- Exploration of key theoretical approaches to management.
- Exploration of positive leadership behaviours.
- Discussion about self-awareness and emotional intelligence.
- Day 2:
- The topic is ‘Working with Others’s’.
- Consideration of how to get the best from your colleagues.
- Instruction on building a culture that delivers results.
- Exploration of how positive relationships are formed.
- Discussion of the value of courageous conversations.
- Exploration of how to influence future performance.
- Day 3:
- The topic is ‘Improving Services’.
- Analysis of drivers for the changes that respond to organisational challenges.
- Instruction on how to develop and implement a business case.
- Exploration of how to plan and control projects.
- Analysis of different approaches to and models of management.
- Reflection on the approaches best suited to your needs and management style.
To visit the CMI Level 5 – Leadership and Management Programme, click here.
CMI Level 7 – Senior Leadership Programme
This course builds on the framework that the Level 5 strengthened. The focus is on helping leaders to better understand the corporate dynamics within their senior management structure, and to further improve – and better evaluate – their leadership style.
The benefits offered by this course expand on those of Level 5, and the content is delivered over four days. Below you will find an indicative summary of what’s covered on each day of the course:
- Day 1:
- The topic is ‘Self as Leader’.
- Expectations are set.
- The differences between strategic and operational management, and resulting expectations.
- The role of leadership at the most senior levels within an organisation.
- The tools and techniques required for effective self-reflection and evaluation of impact.
- Day 2:
- The topic is ‘Working in the Strategic Environment’.
- The factors that define, contribute to and perpetuate organisational culture.
- How to diagnose organisational culture.
- The role and method of strategic influencing.
- The concepts of collective and distributed leadership, and how these impact teams.
- The political environment within an organisation, and how to navigate it.
- Day 3:
- The topic is ‘Business Planning and Building a Strategy’.
- The relationship between systems, processes, and boundaries.
- How to create a strategy, and how to transfer this into operations.
- How to create, foster, and attract buy-in to a vision.
- How to manage knowledge within your organisation.
- Day 4:
- The topic is ‘Improvement Methodology and Delivering Excellence’.
- How to improve services regarding internal and external organisational challenges.
- How to build and nurture creativity and innovation.
- How to instil a culture of high performance and incremental improvement.
- The concept and key theories of change management.
To visit the CMI Level 7 – Senior Leadership Programme, click here.
Management and Leadership Skills
It takes a wide variety of skills to succeed as a leader, which is why we offer several different courses to assist you in building a strong skill set for the challenges you’ll face. Below we’ve highlighted some of the many important skills that will enable you to perform your duties effectively upon taking a course with In Professional Development.
The focus of this skill is on hearing the whole message of others when they’re speaking to you, and not on just their words. Active listening entails paying close attention to the speaker and not allowing your own thoughts to distract you while they’re speaking to you. Developing this important skill enables you to become more productive, persuasive, and influential; form better working relationships; identify problems and opportunities; build knowledge and understanding of new topics, and manage conflict easier in the workplace.
This skill is the practice of creating strategies that minimise dysfunctional conflict and maximise constructive conflict. Good conflict management creates scope for improving learning, enhancing workplace culture, and updating systems and processes.
A manager must learn to identify when a conflict is productive or beneficial (in a fair and ethical manner) and when it’s generating a negative impact. Whereas conflict management is about preventing conflict from arising and keeping constructive conflict healthy, the purpose of conflict resolution is to end disagreements in the workplace and other environments.
A leader must be able to communicate and convey their message so that people hear it and act upon it. They should be able to do this at all times, whether this is in a boardroom meeting or during an informal chat by the water cooler. To speak effectively, you must consider both what you say and how you say it.
This essential skill involves forming a long-term vision for the company and deciding the courses of action you’ll take to realise this vision. You’ll have to devise the day-to-day tactics you’ll implement to move closer to this vision and to assist you in solving problems.
Organisations, and the teams within them, will go through tough times and more encouraging ones. As a leader, you must be able to drive teams to achieve goals and keep them working hard, maintaining a positive attitude and feeling enthusiastic even when things go wrong. In difficult times, this is challenging. It’s also not impossible, as many leaders have proved before.
Leaders will encounter problems, and solving them will take a combination of teamwork, creativity, good decision-making, research, and risk management. The ability to solve problems can help businesses prosper and maintain good interpersonal relationships.
Leaders are under a lot of pressure, but by organising yourself well you can be productive and take advantage of opportunities. Good organisational skills reduce procrastination and lower stress levels. Not only this, but you can also monitor performance more easily and manage the organisation better. By demonstrating yourself to be well organised and reliable, you build trust with your clients and your employees.
As a leader, you must be convincing and able to persuade others to want the same things you do for the organisation, especially if you adopt a strategic leadership style. This is a difficult skill to develop, and not everyone is going to be on board with you in everything you do or propose. Being able to persuade them into your way of thinking is essential to forge ahead more smoothly with plans for your organisation.
Ability to Implement Change
This skill is part of the wider set of change management skills and places leaders under particular pressure. As uncomfortable as it is, when you fail to implement change well, this failure is very public. You can, however, use tools and analysis to support you to introduce change correctly and increase your chances of success.
To summarise this section, our training courses are built for leaders to help develop their skills and proficiencies required to advance their careers. If you’re looking to progress along this trajectory, a leadership training course can help.
Qualifications within the CMI awards framework offer structured and established course content to refine your leadership skills and help you to take the next step. At INPD we offer an expansive selection of CMI qualifications for aspiring leaders.
Executive Development Programmes
Executive development programmes are another avenue for professional development. Courses in this category are tailored to people with some level of management experience – we recommend at least three years of experience for our Mini MBA and Director’s Development Programmes.
You have multiple delivery options for this type of course:
- Accelerator: you’ll complete the whole programme in five consecutive days.
- Certificate: you’ll complete five modules, each delivered in two-day blocks. You have the option to complete the full course over 6-18 months.
- By module: you can take individual modules as open courses, and can register for the missing modules if you decide later that you want to complete the full programme.
On successful completion of this type of course, you may be eligible for the PGCert Strategic Leadership for Directors.
In this next section, we’ll explore what Mini MBAs and Director’s Development Programmes entail, and how each can contribute to your ongoing professional development.
What is a Mini MBA?
A Mini MBA is a type of accelerator course that condenses the essential theory, practice, and techniques of the full MBA. The goal is to deliver the same benefits but over an intense 5-day session instead of the full MBA duration.
This programme is ideal for managers and senior stakeholders with at least three years of experience in senior management. The programme objective is to develop a managerial skill set and enhance prospects.
The Mini MBA accelerator aims to deliver the same benefits of an MBA course while only requiring a small fraction of the time investment.
Below are the key learning outcomes of a Mini MBA to give a rundown of what you can expect to achieve when completing this type of course:
- Build a deep understanding of core business concepts and theories.
- Build a strategic framework from which to make effective business decisions and plans.
- Foster your critical thinking.
- Improve your ability to act strategically in the context of business.
- Increase your confidence and communication ability.
The Mini MBA focuses heavily on commercial viability and relevance in the business arena. Contemporary management ideas underpin the course content, ensuring ongoing best practice.
How will a Mini MBA Help my Professional Development?
Mini MBA courses are specially designed to improve your career prospects and develop your managerial awareness. You’ll delve deep into the core disciplines of management, leadership, and organisational relationships.
The course also offers direct benefits to your professional development. A Mini MBA offers considerable time and costs savings when compared to a traditional MBA course. The format makes a Mini MBA more compatible with your career, allowing for study alongside work rather than demanding a pause in your professional activities.
Here are intended outcomes of the Mini MBA, along with tangible benefits to your career development:
- Actualise professionally by improving your confidence and leadership skills.
- Strengthen core business relationships by learning to influence and impact colleagues and clients.
- Achieve your business goals by developing your negotiation skills.
- Strengthen the financial standing of your business by improving your financial acumen.
- Amplify your results by improving your understanding of critical strategic marketing tactics.
By focussing on the most important aspects, a Mini MBA course allows for real professional development in a short amount of time.
What is the Directors Development Programme?
The Directors Development Programme (DDP) is another accelerator course, designed to teach the knowledge and skills required for director-level management positions. As with a Mini MBA accelerator, the DDP spans five days of intense learning.
As an accelerator, the DDP is best suited to those with three or more years of experience in a managerial position. The goal is to help you continue your progress up the management chain.
You can study the DDP as one five-day programme, or as individual modules to be taken at your convenience. This flexibility allows you complete control of your study and ensures effective alignment between your professional development and your responsibilities.
Here are some key DDP learning outcomes to set expectations for what you’ll learn:
- To build a deep understanding of a director’s role and responsibilities.
- To build commercial, operational, and leadership skills and knowledge.
- To build your confidence when operating at the highest echelons of management.
- To instil knowledge of best boardroom practice.
- To improve your decision making by helping you to view challenges more objectively.
- To foster strategic thinking and planning.
By developing the skills and knowledge required to operate at the highest levels of management, the DDP improves your professional prospects. All course content is up to date, aligned with best practice, and deeply practical.
How will a Directors Development Programme Help my Professional Development?
DDP course content is developed with the professional development of aspiring managers in mind. By building our course around the real needs and demands of individuals operating – or aspiring to operate – at this level, we can deliver real value.
As with the Mini MBA, a DDP represents savings of time and money when compared to longer-form courses covering the same content. This is intentional: it’s our belief that training and professional development should take place alongside work, rather than requiring dedicated time off for study.
Here is a small sample of the benefits a DDP offers, all of which are directly relevant to your professional development:
- Enhance your negotiation techniques to increase your success.
- Improve your ability to impact colleagues and clients.
- Learn the essential skills required for directors to achieve success, including legal requirements.
- Develop methods for analysing, evaluating, and improving your ongoing effectiveness.
- Learn to direct improvements in all of the above toward a refined bottom line.
Coaching: How to Maximise Entire Workforces
Corporate and executive coaching delivers results to individuals and organisations looking to maximise workforce performance. As a leadership style, coaching looks to link the goals of an individual with those of their parent organisation. Then, by developing each in tandem with a rigorous focus on desired future outcomes, better progress is made toward both.
When you hear the word coaching, sports may well be the first thing to enter your mind. But this leadership style is increasingly effective in workplace settings, for many reasons:
- Coaching fosters a sense of togetherness and shared effort that some other leadership styles struggle to cultivate.
- Coaching places a strong value on the individual’s goals and objectives within those of the organisation, allowing both to develop.
- Individuals being coached often feel their needs and concerns are taken into account more comprehensively than in other leadership styles.
- As a result, individuals are more liable to feel part of something greater. This often results in increased engagement and performance.
Coaching stands to contribute an enormous amount to your leadership skill set and we offer many courses to hone and refine this skill.
What is Coaching?
At its core, coaching aims to link the goals of an organisation and the individual. By respecting the interplay between these goals, a coach can identify the best course of action towards achieving them and can nurture the individual being coached accordingly.
With coaching, success means building confidence and relevant skill sets of individuals on your team and guiding them in such a way that their development takes place alongside and within the group.
This focus on the individual is a core strength of coaching, along with the accompanying assumption that a truly effective team is the sum of its parts. By developing these individual parts, you open up the possibility of transforming your team.
The purpose of coaching alters slightly depending on the level of attainment of the individual being coached:
- With beginners, instruction and constructive correction are prioritised. The main aim is to build confidence and lay the groundwork for developing key skills.
- With intermediates, the focus shifts to developing skills. New and good behaviours are identified and nurtured, with feedback shaping ongoing development.
- For individuals with some level of mastery, an effective coach turns their attention to guiding these skills toward the goals of the organisation. Behaviours to facilitate this are identified and reinforced.
Across all levels, it is common to focus on continuous learning as well as the construction and maintenance of a framework in which ongoing development and success can be achieved.
As a coach, you will help the individuals in your team and organisation toward being their best selves, and you’ll help direct these best selves toward the pursuit of your organisation’s objectives.
How can a Coaching Qualification Help my Professional Development?
Coaching qualifications provide up to date insight into coaching and mentoring. As a leadership style, coaching is heavily goal-oriented. For this reason, developing coaching skills carries many tangible and directly relevant benefits for your professional development.
Our coaching qualifications are geared toward people with any level of experience. They help individuals develop a better understanding of their own strengths, weaknesses and the influence they can have on others. Here are just a few examples of how they help:
- For newly appointed leaders looking to broaden their skillset, coaching qualifications offer an opportunity for self-reflection and guided development.
- For leaders who already have experience of coaching, studying a qualification allows you to refine and build upon your existing knowledge while being guided toward avenues for further development.
- For established coaches, qualifications offer a way to realign your knowledge with ever-evolving best practice. It’s also a way to sharpen your skill set and to enjoy the interaction with other coaches, both of which foster ongoing development.
Through a series of learning techniques including role-play, scenario setting, instructive learning, and thought leadership, coaching qualifications allow you to test and implement your knowledge in close-to-real-world settings. This benefits your professional development by expanding not only the theoretical framework you draw upon but the range of situations and scenarios you can effectively coach within.
The free-flowing exchange of ideas in a course invites refinement and continued learning. Rather than studying privately, group learning encourages discussion and debate, providing fertile ground for your understanding to grow. Challenging your ideas and knowledge in this context benefits your professional development by fostering confidence, assertiveness, and a more precise understanding of coaching theory.
Your coaching toolkit will be equipped with the resources and concepts reflective of the most current best practice: another clear benefit to your professional development. By tapping into best practice, you bring the most effective methods to your organisation. Improved performance and results should follow, strengthening your contributions to your organisation and, as a result, your professional acclaim.
Coaching offers too many benefits to explore in full detail here. These are some of the other benefits you can expect:
- Build your familiarity with confidentiality requirements in a professional context.
- Gain or refine the ability to identify the strengths and personality type of your coachees, and adapt your approach to meet their needs.
- Conduct a professional coaching conversation with an individual to identify their needs.
- Facilitate effective coaching sessions to ensure the ongoing progress of individuals along their identified development trajectory.
To find out more about coaching as a concept, or to explore the coaching courses we offer, click here.
Leadership and Management Training with In Professional Development
This final section of our leadership and management training guide will focus on the broad range of benefits offered by our in-house and bespoke training package.
From our many years of experience in the leadership and management training industry, we understand that out-of-the-box qualifications are not always perfectly aligned with the specific needs and challenges an organisation faces. To be effective, training must be flexible and responsive, based on the actual requirements of the trainees and their organisation.
With this in mind, a core aspect of our service offering is in-house and bespoke training. We work with our clients to assess their objectives at both a business and individual level. From this basis, we develop bespoke training and development programmes from the bottom up, ensuring a laser focus.
Through such training programmes, we can cultivate and develop the specific skill sets that an organisation needs to succeed. By instilling these skills throughout an organisation, we provide value and results to individuals and their organisation alike.
Here’s what we look to achieve with our bespoke training programmes:
- Increased productivity amongst your workforce, with a specific focus on the critical business objectives you outline.
- Increased buy-in from your workforce, leading to higher motivation and goal-oriented behaviour.
- Full relevancy to your organisation. Our initial conversations enable us to remove irrelevant content and spend more time on the topics that will drive results.
- Industry relevance, to guarantee that what you learn is applicable beyond the current challenges your organisation faces.
- Flexibility to complete course content in the way that best fits your business. We can deliver training in person, or digitally via our virtual classrooms.
Our In-house and Bespoke Training Process
We’ve broken down our process into six core components, each designed to maximise relevancy and results.
- Consult: we’ll discuss your specific needs and discuss potential approaches and solutions.
- Identify: we’ll focus on identifying the desired impact and establish the overarching objective of your training programme.
- Develop: our most relevant academic experts and industry practitioners will design a custom programme based on the needs identified in steps 1 and 2.
- Approve: we’ll present our proposed course structure and content to you for sign-off, giving you the chance to approve the content, method, and approach. This step also includes amends, where necessary.
- Deliver: we’ll coordinate the required logistics and deliver the course in a way that ensures minimal business disruption.
- Evaluate: we’ll work with you to ascertain what success looks like and whether the course achieved the desired objectives.
Leadership and Management Training
Asked to envision a training session, most of us would imagine something face-to-face. People seated around a table, discussing ideas under the guidance of an instructor. Or perhaps faces behind laptops, diligently noting down course content for further reflection later.
At INPD, we’re very familiar with this method of delivering course content. It’s what we’ve built our business on, and it’s where our passion lies. But it’s also something we’ve worked hard to modernise over recent years.
Because there’s real value in being able to offer training digitally, and remotely. In a world where reducing our environmental impact is more important than ever, remote training is a way to reduce carbon footprints while still delivering industry-leading courses. It’s also a way to improve synergy between INPD and your organisation: digital delivery means full flexibility with timings, the involvement of colleagues from different locations, and the ability to learn in familiar and comfortable settings.
Our processes for digital delivery have been refined and perfected over time, as many of our delegates will tell you. With the advent of coronavirus and the accompanying restrictions on how and where gatherings can take place, these remote learning processes are an asset to your organisation. They enable full-fledged course delivery with no in-person contact whatsoever and represent a fantastic way to take advantage of the possibilities this uncertain time offers.
Our course calendar is just as full as ever, and our virtual classroom methodology has many benefits to offer:
- Full course content is available to download after each session.
- Ongoing contact between tutors and delegates is available.
- Delegates receive fully-digital certificates of completion.
- Learning can take place anywhere, from your office to your home.
- High-fidelity audio and video streaming ensure crystal-clear course delivery.
To find out more about how our leadership and management training can benefit your organisation, and how our courses can be delivered digitally, get in touch.
We’ll identify your needs in a targeted consultation, then develop a bespoke training plan to meet your specific needs. On your approval, we’ll deliver the training at a time and place to suit you, then work together to evaluate its success.
This guide has outlined the myriad types of leadership and management training available to you, and the benefits each offers to your professional development trajectory. We hope that you now feel aware of the options available, and empowered to take the next step.
Now it’s up to you to decide what that next step will look like. We have a few ideas that might help:
- Take a look at our courses page to find something that aligns with your goals.
- Read through our customer testimonials to hear what aspiring leaders just like you have gained from our courses.
- Learn more about the qualifications we offer and the ways they can benefit your career.
- Delve deep into the thought leadership content on our blog.
- Get in touch with us to find out how we can best help you to achieve your professional goals.