top of page

Introduction

The IT company decided to implement a systematic approach to developing the managerial skills of team leaders, requiring long-term efforts. The project's goals are to develop a training system for middle managers that progresses from simple to complex skills, enhance the management competencies of team leaders and back-office managers, foster cross-functional interaction among team leaders, and create an internal business incubator from idea development to implementation, improving internal business processes.

I served as the lead Instructional Designer and facilitator, working closely with trainers and project manager.

Project tasks

Conducting a comprehensive evaluation of participants to identify development areas

Providing engaging and valuable in-person training sessions

Offering individual support to each participant during the inter-module period

Developing an engaging training concept and tasks that aligned with workflow and project's goal.

Equipping participants with practical tools for future use

Preparing recommendations for top managers on including standout participants in the talent pool

A systematic approach to staff development can create strong managers who are not only loyal to the company and deeply understand the nuances of the production process but also master a full spectrum of management tools.
A modular training program helps participants find answers, becoming more sophisticated and well-rounded in their capabilities.

Analysis

Competency Model Development and Participant Assessment

In collaboration with the client, I identified a set of managerial competencies to include in the comprehensive team manager development program. For each competency, we defined specific behavioral indicators. Using the resulting competency model, we conducted an initial assessment of participants through test assignments and evaluative interviews.

During personal discussions, each participant's strengths and areas for growth were identified, along with an evaluation of deviations from value-based behavior. Based on the diagnostic results, I tailored for each participant specific focus areas in the training program. The trainer for in-person events and the mentor for inter-module support took these development recommendations into account throughout the process.

Design

Omnichanel Course Format

Here's an overview of the comprehensive support and resources that I designed to be provided throughout the training program:

  • Pre-Module Preparation: Distributing guides and methodological materials before classes begin, along with in-person training sessions and feedback surveys.

  • Inter-Module Support: Educational webinars, practical tasks, teamwork in business trios, consultations with mentors, and participant meetings.

  • Ongoing Mentor Support: Regular assistance and advisory sessions for participants.

  • Networking Opportunities: Participant meetings to foster connections and collaboration.

  • Promotional Activities: Intermediate public relations events to boost engagement and visibility.

  • Business Incubator Support: Guidance and consulting for projects within the business incubator.

Project Concept

A program was designed from scratch and integrated the client's current managerial development needs and preferences for methods and tools. The program's philosophy moved from a personal to a collective focus, encapsulated in the "from 'I' to 'we'" spiral of understanding. I developed 7 unique modules:

  1. People Management – Basic management tools needed immediately.

  2. Resource Management – Tools for gaining basic control, including time management, process management, and financial literacy.

  3. Systemic Thinking – To boost confidence in problem-solving, information analysis, and forecasting.

  4. Communications and Interaction – Focus shifts externally for effective team collaboration.

  5. Performance – A new level of personal effectiveness, performance management, coaching-style management, and contributing to collective goals.

  6. Corporate Culture – Managing by values and creating an inspiring environment to respond to the desire to offer something significant to the world.

  7. Integration – Consolidates learning outcomes and defines the path for further development of each participant.

Development

Methodological Content

Each module in the training program includes an eight-hour in-person training session that serves primarily as a catalyst for change. The main work for participants occurs between modules. So I designed the tasks to address personal and team goals and structured them sequentially to:

  • Reinforce basic management tools

  • Practice process-oriented principles

  • Master techniques for analyzing current situations and forecasting the future

  • Develop individual growth plans

  • Learn to apply team collaboration tools

  • Create an inspiring environment and provide developmental feedback.

Project by the Numbers

  • 30 team leaders and back-office managers completed a 7-month modular training program.

  • The training program received high ratings from participants and the client, with an average score of 8.5 out of 10.

  • Participants received 62 managerial tools, each of which was tested by them during the course.

Evaluation

Implementation

Internal Business Incubator

Within the business incubator each project team developed a roadmap and timeline for implementing choosen ideas, then conducted original research within the company. After that they refined and tested their projects, collected data and developed metrics. Final tasks within the course was to prepare for the presentation of their projects, I assisted each team with this task.

All teams successfully presented their projects at a final open gala event. After the project's completion, the implementation of these projects continued.

Development program

Throughout the course, I regularly collected feedback from participants and refined the program. Inter-module activities encouraged the use of learned techniques. Team leaders noted improved ease in coordinating with each other. Different departments began to understand each other's goals and contributions to the overall results, enhancing cross-functional interaction. Clients (top management) noted not only the high engagement of middle managers in the training process but also their active application of the learned tools in practice.

Internal Business Incubator

Before the course began, I facilitate an organizational session for the top team to generate ideas for improving internal HR business processes. Starting from the third module of the course, within the business incubator participants were suppose to select 5 ideas and, in five project teams, develop and implement them using all the tools they learn throughout the learning process.

Final assessment

At the conclusion of the final module, an assessment of the knowledge acquired was conducted. I developed a customized testing to evaluate understanding across all covered material.

The average results of the assessment showed that more than 80% of the training materials were effectively absorbed by the participants and are being utilized in their work.

Results

Course Outcomes for Company

Improving internal business processes

The internal business incubator became operational, successfully implementing participant projects aimed at improving internal business processes.

Cross-functional iteraction

A transparent system of cross-functional interaction within the Department was successfully established.

Establishing talent pool

A talent reserve was established through the extended training program, which identified high-potential participants who excelled not only in tests but also in their actual work performance.

Strong middle management

Confidence in the strong middle management team was bolstered by verified employee development results and observed behavioral changes, demonstrating the practical application of the knowledge acquired.

bottom of page