This guide is laid out in the same order as the CMI assignment, so you can complete it as you study.

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1 Welcome to TIPS for Good Management. This is your study guide for the qualification shown above. This document will lead you through the learning you need to undertake to satisfactorily answer the questions on the CMI assignment brief. This guide is laid out in the same order as the CMI assignment, so you can complete it as you study. To assist you further, there will be suggested activities for you to carry out and hyperlinks to specific learning and study materials. Most of the reference materials are hosted in the Management Direct section on the CMI website. You will need to have your CMI login information available to access this. Some study documents will be within your learning library. Other referenced learning materials will require you to research independently through Google for example. You will be shown how this all works on your induction session. If you are in any doubt, please contact us One to one online coaching is also available to help you through the qualification. To request a coaching session please contact your online coach at info@tipsfgm.co.uk UNIT OVERVIEW This unit is about the challenges and skills of making managerial decisions that must be made in support of the organisational objectives, purpose, and vision Page 1 of 10

2 1 LEARNING OUTCOMES Be able to identify skills to achieve strategic ambitions ASSESSMENT CRITERIA ASSESSMENT CRITERIA Please click here and read this document before continuing 1.1 Analyse the strategic direction of the organisation 1.2 Evaluate the strategic skills required of the leader to achieve the strategic ambitions 1.3 Assess the relationship between existing, required and future skills to achieve the strategic ambitions 1.1 STUDY GUIDE Click here for Management Direct Resources The focus for this assessment criterion is the direction of your organisation, or one of your choice. This section requires analysis and not just a description of your organisation s direction. Your narrative should ideally indicate that you recognise the different approaches to strategy. This will be limited by the word count allocated but could include Mintzberg with deliberate and emergent strategies and the limitations of deliberate strategies formulated in terms of mission, objectives and goals in the fast-changing dynamics 21 st century business environment. You might also include other writers for example, Spender and Grant and the resource-based view of the firm and Ashby s Law of Requisite Variety. 1.1 ACTIVITY Using the resources identified above, apply them to analyse the strategic direction of an organisation (your own if you wish). This should include the options available and why they might have chosen one in particular. Page 2 of 10

3 1.2 STUDY GUIDE Click here for Management Direct Resources This criterion requires that you evaluate and not merely describe the strategic skills of a leader and how these in turn link to the strategic ambitions and direction of the organisation and will build upon section 1.1. You might explore the key components of skill as being the required behavioural competences and underpinning knowledge. In the process of evaluating the skills you might reference writers to underpin your analysis. This might include some of the following but can include others with which you are familiar. Please go to Management Direct and copy/paste Articles for 21st Century Management Competencies' into the search box to see the content. Leading aligned with competitive performance & Adaptive Renewal Internal alignment - John Burgoyne - link to TIPS Doc The transformative leader and identified four competencies-bennis Kets de Vries, Development and application of the Leadership Archetype Strategic Leadership Competencies; Please go to Management Direct and copy/paste 'Strategic Leadership Competencies into the search box to see the content. 1.2 ACTIVITY Consider the strategic direction that you developed in 1.1 what strategic leadership skills need to be in place? Which behaviours would benefit the organisation and which ones would not? Remember, when evaluating you should include both for and against each strategic leadership style you choose. Page 3 of 10

4 1.3 STUDY GUIDE Click here for Management Direct Resources This assessment criterion builds upon 1.1 and 1.2 and may call upon models used in those sections. You might use your personal experience to assess the relationship between your existing skills, those required in the current role and those that you might need in the future if the organisation is to achieve its strategic ambitions. Once again, this section requires more than a description. At this level you might underpin your narrative with models and concepts: Strategy and Change - Mintzberg & Mindtools The personal development planning cycle Please go to Management Direct and copy/paste 'Exploring corporate strategy Johnson & Scholes'. Then click 'E-books' and select the book seen in the picture here: Strategy and decision-making cycles John Boyd 1.3 ACTIVITY Please create a table which lists the skills you presently have, the skills you need in your present role and the skills you may need in the future to support the organisation s strategic objectives. Through this analysis please identify the skills you would need to develop. 2 LEARNING OUTCOMES Be able to manage personal leadership development to support achievement of strategic ambitions ASSESSMENT CRITERIA Please click here and read this document before continuing 2.1 Discuss the opportunities to support leadership development 2.2 Construct a personal development plan to direct leadership development 2.3 Devise an implementation process for the development plan to support achievement of strategic ambitions Page 4 of 10

5 2.1 STUDY GUIDE Click here for Management Direct Resources This learning outcome focuses on being able to manage your personal leadership development in order that you can enable the organisation to meet its objectives. In your answer you are asked to discuss and not merely describe and so your response could include the following as part of your discussion: How you identify your current and future leadership capability requirements How you might plan to meet your leaderships development needs including resources and support Learning styles with reference to a model or models for example - Honey and Mumford or Kolb s learning cycle Your own responsibility for personal development Problems in behaving strategically with reference to the different skills required to support a deliberate or emergent strategy Strategic Leadership Competencies; Please go to Management Direct and copy/paste 'Strategic Leadership Competencies into the search box to see the content. How you are seen as a manager and how others might perceive your capabilities using models to support your analysis and this might include use of The Johari Window framework Luft Opportunities for development -education, training, and development options both internally and external to your organisation and any resource constraints Career planning - Pedler, Burgoyne and Boydell Please go to Management Direct and copy/paste 'Burgoyne'. Then click 'E-books' and select the book seen in the picture below. The organisation s role in career development Burgoyne Please go to Management Direct and copy/paste 'Burgoyne'. Then click 'E-books' and select the book seen in the picture here: Career anchors - Edgar Schein Please go to Management Direct and copy/paste 'Edgar Schein'. Then click on 'Thinkers'. 2.1 ACTIVITY Think about your own leadership development. After studying the referenced material above list the things that would be relevant to you and what areas of development you would need to consider as a strategic manager helping the organisation to achieve its strategy. Page 5 of 10

6 2.2 STUDY GUIDE Click here for Management Direct Resources Here you should construct a personal development plan that will support your leadership development. This can be in any format but as a minimum should include the following: The identified learning need How that need might be met Any resource implications Milestones s for review and completion It might also include: The process for agreeing the plan The process for evaluating the plan Others that might be involved in enabling your success How the learning needs were identified e.g. a personal SWOT or review against a competency framework 2.2 ACTIVITY Please carry out a Personal SWOT Analysis and then construct a Personal Development Plan from the checklist provided. Page 6 of 10

7 2.3 STUDY GUIDE Click here for Management Direct Resources This assessment criterion follows on from 2.2 and in narrative format will explain how you plan to put the plan into action. In your narrative you could include some of the following: Implementation strategy Reviewing and updating the leadership development plan The review and evaluation process The continuing professional development (CPD) process and lifelong learning 2.3 ACTIVITY Using your Personal Development Plan you created in 2.2 above, consider how you will actually achieve a successful outcome. Also consider how you will know whether or not it is successful, including how you would ensure the plan stays on time to meet the deadlines you have set 3 LEARNING OUTCOMES Be able to evaluate the effectiveness of the leadership development plan ASSESSMENT CRITERIA Please click here and read this document before continuing 3.1 Assess the achievement of outcomes of the plan against original objectives 3.2 Evaluate the impact of the achievement of objectives on strategic ambitions 3.3 Review the leadership development plan 3.4 Update the leadership development plan Page 7 of 10

8 3.1 STUDY GUIDE Click here for Management Direct Resources In order to complete this criterion, it is suggested that you answer this after some period has elapsed between developing the plan so that you have carried out some of the activities in it. In your response you could assess the following: The achievement of outcomes of the plan against personal objectives The achievement of outcomes of the plan against strategic objectives of the organisation The achievement of outcomes and relevance of the plan against an emergent business strategy and any changes that may have been made to the plan Any issues that may have prevented achievement of outcomes 3.1 ACTIVITY Please go to Management Direct and copy/paste 'Testing for Personal Effectiveness'. Then click on 'Checklists' and select Open Checklist, then select Personal Competency Indicator. Use this information to assess how well your strategic management skills have helped achieve personal and business objectives. 3.2 STUDY GUIDE Click here for Management Direct Resources This section requires evaluation of the impact of what you have achieved and will build upon other section in your report. In your answer you might consider the following: How your achievement of outcomes has had an effect on the current and future strategic ambitions both of yourself and your organisation The achievement of outcomes and relevance of the plan against an emergent business ambition or a change to the organisation s strategy. 3.2 ACTIVITY When you consider the strategic plans of the business, please write down the impact of your personal leadership development has had, both positive and negative, what worked and what didn t. Page 8 of 10

9 3.3 & 3.4 STUDY GUIDE Click here for Management Direct Resources Building on the responses to the previous criterion you can reply in narrative format supported by a revised personal development plan. Any supportive narrative might address: Review and update processes Peer reviews and feedback processes including 360 Revised personal goals and aims 3.3 & 3.4 ACTIVITY Please go to Management Direct and copy/paste 'A fatal Flaw, Failure to Act'. Then click 'Leader Videos' and select the Watch Video for A fatal flaw, failure to act by Jack Zenger. Please take time to reflect on the effectiveness of your personal development plan and how you might improve it next time. Create a document to gather feedback from your work colleagues to use to answer the above criterion. 4 LEARNING OUTCOMES Be able to advocate a staff welfare environment that supports organisational values ASSESSMENT CRITERIA Please click here and read this document before continuing 4.1 Evaluate the impact of corporate commitment to staff welfare on organisational objectives 4.2 Discuss how a staff welfare environment can affect achievement of organisational objectives 4.3 Consider the influence of a corporate commitment to staff welfare on the development of organisational values 4.1 STUDY GUIDE Click here for Management Direct Resources When answering this assessment criterion your reply should show an evaluation of the impact and not just a description. Your answer could start by exploring the organisation s approach to staff welfare and links to organisational objectives. You might also consider the way staff welfare should be and go beyond promotion of a state of contentment and organisational work. 4.1 ACTIVITY Please review the checklist about staff welfare and write down two headings: Positive Impact and Negative Impact. Under each heading list relevant comments as you study. Page 9 of 10

10 4.2 STUDY GUIDE Click here for Management Direct Resources Building upon your reply to 4.1 you are required to provide a discussion about how staff welfare can affect the success of an organisation. 4.2 ACTIVITY Please consider the following points and write some brief notes: How would you gain corporate commitment to staff welfare? How would you make a business case for staff welfare? What main topics and key elements would you include in a staff welfare policy Key elements of successful health and safety management What is work life balance and employee engagement? 4.3 STUDY GUIDE Click here for Management Direct Resources Here you are required to consider the influence of a commitment to staff welfare on organisational values. The values of an organisation should be reflected in staff welfare policies which will includes some of the subjects below. 4.3 ACTIVITY As you review these subjects, consider what organisational values they reflect and note your comments against each one: Health and safety reduction of accidents, improved working conditions Occupational health reduction in absence, reduced work place stress The implications for leadership at all levels of the organisation Legislation compliance Corporate governance Page 10 of 10