As you may have seen we are working with Denise Walker and Steve Jones to offer an exciting new Engaging Leaders programme. I was going to ask Denise to write an article but then but we thought at interview might be more interesting:
Why this programme, now?
That’s a good question and the answer is that it is what clients are telling us they need; even before the programme development was completed, we had a waiting list for it!
The economy, competition and scarcity of quality recruitment consultants means that this market is tougher than ever for our industry. Yet there are recruitment businesses that are thriving – and not just those that operate in the ‘sexy’, growing sectors. My own experience tells me that what these businesses have in common is that they are strategically and operationally well-run, they create a highly motivating environment and staff development is high on their agenda.
That’s not to say they should spend more on external training! What savvy leaders are doing is using internal capability first and coaching their own teams, before going outside. In fact one of our first participating leadership teams realised that they had been using external training as a quick-fix motivator, with no thought as to how it should be followed up and utilised afterwards. By learning proper coaching methods, they realised they could save their company thousands of pounds in training fees each year, fully develop their teams and reallocate funds where they were really needed.
Surely it’s leadership development – why is it specific to recruiters?
I agree that in leadership and management, concepts can apply to any type of business. But I wanted it to be for our industry only, so that we can make it more real in our ‘world’, to enable participants’ to apply it better in their own business reality. Also, in recruitment, it’s said that top billers don’t always make the best managers. Our ethos is, if they have the potential to do the job, give them the tools to excel in it.
What’s Steve bringing to the programme
Steve was one of the team of advisors on the BIS employee engagement consultation and specialises in motivation and I believe that is so important to our industry. Although he doesn’t have a recruitment background, Steve is a good fit for us and recruitment clients have to date liked his down to earth and pragmatic style.
But what’s exciting to me is that he brings a motivation diagnostic, which not only identifies an individual’s top key motivators, it also measures the level of motivation in their current job. There are 9 key motivators and, although they all apply to a certain extent, we all have our top 3 – and this doesn’t always include money!
Also, if motivation is a strong indicator of how effective someone is, then 25% motivated means 25% effective. If we can help our clients raise this level to 70+%, it stands to reason this will have a positive effect on the bottom line for their companies. How relevant is that for recruitment businesses?!
Why is it over 4 whole weeks?!
Well there are a number of reasons behind this, not least because a part of being a leader needs us to step back sometimes to work on the business, not just in it – we have designed this to engender that habit. The vision and business planning work that starts on Day 1 is developed over the four weeks. Also, there is a lot covered in the programme and, for the best ROI, participants need the chance to try things out back in their businesses and then learn from meaningful feedback when back with us and their peer group.
Who is this for?
This is for leaders and managers who are serious about releasing the full potential of their people and their business. In an SME of up to 250 staff, it’s anyone who is in a leadership role who wants to up their game be more strategic and also to enhance some of the fundamentals of management. Enhancing these skills (such as how to coach properly, how to flex leadership styles etc.) can have a great effect on building high performing team.
Some organisations would include the MD or CEO, in others it is branch managers and area managers. This would also suit the more experienced team leaders and some organisations are considering sending teams who can work together, whilst others are planning to send individuals. We also welcome businesses who support the recruitment industry.
This is probably not suitable for people who have very little exposure to management, for example, those that have recently been promoted to their first management role (we have an alternative programme that is more appropriate!). And, to be honest it’s less likely to suit people from larger organisations who might work in partnership with universities for their leadership development. This is a much more hands on, practical learning experience.
Finally, what’s this funding business?
Well this is also very exciting! The government realises that SMEs (which the majority of recruitment businesses are) are key to helping the UK economy recover and grow. They are aware that if L&M capability in SMEs were to improve, organisations are more likely to grow and, as a result, employ more people.
This funding is available to eligible business that meet the criteria through the GrowthAccelerator service and is eligible for business that: have a strong chance of 20% per annum growth over 3 years; are registered in England; employ 250 or fewer people and currently have less than £40m T/O. It gives access to business coaching and £2000 for each senior manager in a business! In fact, to go back to your initial question, ‘Why now?’, I say, ‘Why wait?’
For more information on the Engaging Leaders Programme visit the event page or contact Louise on 07724 197830
