Making Management Development Stick
The ‘Making Management Development Stick’ programme was established to address these challenges and support more effective development of professional practice.
This is achieved in three ways:
- The first is a series of three two-hour interventions to make the transfer of learning from programmes and other professional development events back into the workplace more secure and to sustain this thereafter.
- The second is a framework to support the development of critical reflection, the outcome of which will also make the transfer of learning more secure and lasting.
- The third is a survey tool designed to provide a benchmark for organisations looking to improve the effectiveness of their CPD provision.
The DUCAMUS™ Leadership Development Interventions
These three two-hour interventions capture the key findings from the research to date.
- Development is… focuses on what delegates are really involved in (improvement i.e. change) and precisely what they are expected to achieve when they return to their workplace (i.e. lead change).
- Roots of and Routes to… enables participants to identify the deeply rooted assumptions that present obstacles to sustained development. These assumptions combine with competing commitments that we are often completely unaware of. Without a means to tease these to the surface in a non-threatening way, people will not sustain change.
- Making it Stick… provides a clear understanding of the keys to the ongoing development of leaders. It introduces the different types of reflection, contrasts their differing purposes and outcomes and demonstrates why critical reflection is the vital skill set for those aspiring to or already in middle management positions as well as those looking to not only make the move but crucially to achieve success at more senior levels.
The Downstream9+1™
This model is introduced as part of the third session described above. After only a relatively few encounters with The Downstream model individuals understand how it can develop their skills of critical reflection. The unique value of the model is that it supports the development of these skills after a programme (hence the term ‘downstream’) and can reducethe costs in time and money associated with convening action learning sets or hiring executive coaches. * Note that it does not claim to replace these valuable ongoing support processes. This framework has now been developed into a fully interactive online tool.
The LOQ™ Survey
This 32-item survey tool was designed in conjunction with Track Surveys and provides evidence for discussion at organisational and team/departmental level to address the question “To what extent can we be regarded as a ‘learning organisation’?”
The LOQ™ survey is also introduced as part of the third session, Making it Stick. The survey is available online (courtesy of Track Surveys Limited), is undertaken in less than 15 minutes and the results are presented in the form of a report with guidance for interpretation and recommendations for next steps.
When undertaken at the start of an improvement programme and again at a later stage the survey enables the measurement of change occuring as a result of the actions taken throughout the programme in response to the report.
