Portfolios

 

Leadership & Management Portfolio

1. The DCT Approach

2. The ‘Ubunye’ Leadership Programme

3. Organisational Management Programmes

4. Dynamic Management Programmes 

5. Leadership Programmes

6. Focused Management Programmes

7. Management Support Programmes

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1. The ETC Approach

1.1. About our Programmes:

Whenever developing or presenting a Management or Leadership Development Programme we work hard to offer programmes that satisfy client needs and bring about actual change at the workplace.
Our Management and Leadership products can be divided into two categories:
  • Customised Management and Leadership development interventions.
  • Pre designed public and in-house Training Programmes.
As part of our vision to be Internationally recognised as a Leading Service Provider in the field of Management & Leadership Development, we constantly do research and reengineer our programmes to provide service excellence through bringing our clients the latest technology in this field and effectively achieving the pre-set outcomes.

1.2. Customised Interventions:
Below is an outline of the main characteristics of a customised programme:

  • Outcomes are determined by the sponsors / management;
  • Outcomes are designed within the boundaries of the organisational strategic intent; and
  • Training and development is presented within organisational context.

Normally customised programmes involve a combination of interventions, including:

  • Team pre-assessments;
  • Individual assessments;
  • Training interventions; and
  • Team Development interventions.

Customised interventions are usually requested for a team that needs to achieve collective outcomes and for it to be effective the programme needs to cover various levels of development such as working with the teams dynamics, assessing the teams current and desired realities, assessing individual competencies of members, defining the teams outcomes and strategic intent, working with the teams energy and processes, and transferring the necessary management and leadership skills to individual members that will enable them to achieve their outcomes effectively.

1.3. Pre-designed Training Programmes:

It is not so much the duration or content of these programmes that differentiate them from customised programmes, but rather the outcomes.
Pre-designed programmes have established outcomes that have been developed in accordance with NQF Unit Standards. The duration of the programme is usually negotiated with the client.
DCT Consulting currently have the following pre-designed Management & Leadership Programmes available:

Organisational Management Programmes:
  • Supervisor Training
  • Junior Management Programme
  • Middle Management Programme
  • Senior Management Programme
Dynamic Management Programmes:
  • Managing Teams
  • Basic Managerial Skills
  • Operational Management
  • Strategic Management
Leadership Programmes:
  • Leadership Development
  • Policy Development
  • Transformational Leadership & Change Management
Focused Management Programmes:
  • Call Centre Management
  • Customer Care Management
  • Diversity Management
  • Financial Management
  • Human Resource Management
  • Information Management
  • Marketing Management
  • Project Management
  • Public Finance Management
  • Relationship Management
  • Total Quality Management
  • Understanding and Implementing Black Empowerment
Management Support Programmes:
  • Coaching & Mentoring
  • Conflict Management
  • Creative Problem Solving
  • Creative Thinking
  • Effective People Programme
  • Emotional Intelligence
  • Image Management
  • Individual Achievement & Motivation
  • Negotiation Skills Programme
  • Presentation Skills
  • Time Management

1.4. Training Methodology:

The methodology is based on interactive learning, i.e. learners will learn by doing. Furthermore learners will use examples from their own organisations, thus ensuring that the learning is anchored at their workplace.
As with all DCT training programmes, we strive to effect actual change back at the workplace through effective and practical outcomes based training.


2. The ‘Ubunye’ Leadership Programme

1. About this programme
The Ubunye Leadership programme is a series of interventions that will encourage effective working practices whilst diminishing difficulties or “blockages” which interfere with the manager’s competence and resourcefulness. Focus areas normally associated with such objective is occupation-based managerial and leadership skills and the acceptance of norms that promote effective interaction in the pursuance of goals.

2. Get the most form this programme:
The programme is designed to give ultimate results if a management team who have to achieve the same common purpose undergo it together. This is partly so because the management team will be able to implement their learning immediately at the workplace. The programme will also help the managers to deal with real life problems and work with real life strategies of their workplace.

3. The ‘Ubunye’ Leadership Model
(Starting with the pre-assessment):

Impact Assessment & Report

Pre-Assessment

4. How is the ‘Ubunye’ programme different to other leadership programmes?
Most leadership programmes focus on the transfer of generic knowledge and skills. The ‘Ubunye’ programme focuses on the conditioning of a ‘success mind-set’ of a group of managers who have to achieve the same common purpose. During the programme participants will deal with stumbling blocks and ‘blockages’ towards optimal and effective functioning, and instead of drilling in generic management & leadership theory the programme will facilitate a management team mind-set that has the ability to deal with anything that comes their way.

5. The approach:
An inside-out approach is followed in the programme, and a large part of the programme is spent on working with the participant’s own stumbling blocks and opportunities towards effective leadership within the relevant organisation. One-day is spent on one-on-one assessment and individual interviews, which forms the basis of this programme. If the programme objective had to be defined within a nutshell, it will be ‘to capacitate leaders to work effectively with their organisational purpose in times of constant uncertainty and change.’

6. Working with the model:

1) Pre-assessment: Phase 1 (one day):
The pre-assessment is a combination of quantitative and qualitative analysis. Here we use interviews and questionnaires to gain information on the team and the individual managers. The information forms the basis of the programme and is used to compile a report and individual portfolios.

2) Pre-assessment: Phase 2 (two days):
The report and individual portfolios are given back to participants during a two-day workshop. First the report will be dealt with where participants work with the strengths and weaknesses of their own team and design ways of enhancing strengths and dealing with weaknesses. Secondly participants will be working with their own portfolios.
The portfolio will firstly outline the individual’s strategic intent within the Department of Health and his/her mind-set towards achieving set outcomes.
Secondly the participant will receive a MBTI personality profile that will indicate preference within the following dimensions:

  • Extroversion vs. Introversion
  • Sensing vs. Intuition
  • Thinking vs. Feeling
  • Judgement vs. Perception.
Thirdly the participant will get feedback on his/her own leadership dynamics within the following dimensions:
  • Managerial style
  • Motivational profile
  • Influencing style
  • Conflict management style
  • Career anchors
  • Social interaction

3) Roles & Organisational Strategic intent (two-days):
(What are we doing, where are we going and who needs to do what?)
Firstly it is important for the management team to have a common understanding of the organisational purpose, and the reason why the community sponsors this purpose.
The objective of working with roles is to get the group to define a clear goal structure and clarify role discrepancies. Functional role issues must be clarified before procedural methods can be applied effectively. Aligning the participant’s role around common purpose will enable his/her role energy to be synergistic. Furthermore this step will also establish the degree of task interdependence amongst members, which should ensure that the team would perceive a need to relate to one another.

4) Leadership & Managerial Skills (three-days):

The leadership and managerial skills workshop has the following aims:

  • To work with and understand the different roles of management and leadership.
  • To apply with and understand effective management and leadership processes as applicable in the relevant organisation.
  • To use the tools given in the programme to function effectively within ones own organisational purpose and to understand why the external environment sponsors this organisational purpose.
  • To effectively participate in the design and management of organizational policy.
  • Providing participants with the skills and knowledge to deal with work related problems in a creative way in order to insure effective solutions.
  • To effectively apply the principles of transformational leadership & change management within their organisations
  • To apply the principles of strategic management within the relevant organisation.

5) Individual achievement and motivation (two-days):
The purpose of this workshop is to overcome the stumbling blocks and fears that stand in the way of ones own optimal functioning and taking up of the leadership role.
The participant and group now understand their own dynamics; have clarified their roles and have a collective understanding of the organisations strategic intent; furthermore they have theoretical background on management of the department. This workshop will focus on action.

  • Where do these managers want to take the organisation?
  • What are the stumbling blocks in the way of optimal achievement?
  • Is there a price we need to pay for the road we want to follow?
  • How will we know if we are achieving our goals?
  • How do we empower the rest of our organisation to work in synergy towards our strategic intent?
A lot of individual attention is given to participants and NLP (Neuro linguistic Programming) techniques will be used to condition participants towards optimal functioning.

6) Interpersonal Relationships (two-days):
(How do we do what we have to do?)
The processes used in communication, decision-making, planning, problem solving, etc will to a large extent influence the effectiveness of the team. Managers will for instance manage better if the energy needed for management is not wasted on dysfunctional interaction.

Some of the group-dynamics worked with here are:
  • Conflict management
  • Team spirit & culture
  • Trust
  • Group cohesion and affection
  • Synergy
7) Impact assessment (one-day):
This assessment is done once the whole process is completed. The purpose is to determine the impact of the development interventions. The post-assessment takes the same form as the pre-assessment and is a combination of quantitative and qualitative analysis. We use interviews and questionnaires to assess the programme impact. The two assessments forms the basis of the final report.

8) Final Report & Feedback (focus group):
A complete report will be compiled feedback given back to the group during a focus group.

7. Training Methodology:
From our experience in working with senior management we understand the constrains that is placed on time and workload brought about through in-house training. For this reason we have structured the programme in such a way that work-sessions never last for more than three-days. Once we are appointed as service providers we will negotiate the time frame of the programme to suit the teams needs.
The methodology is based on interactive learning, i.e. learners will learn by doing. Furthermore learners will use examples from their own oerganisation, thus ensuring that the learning is anchored at their workplace. 30% of the programme is spent on individual assessment and self-awareness in the learner’s role as leader.
As with all DCT training programmes, we strive to effect actual change back at the workplace through effective and practical outcomes based training.

3. Organisational Management Programmes:

3.1. Supervisor Training:
Supervisors are provided with the skills and knowledge to manage their teams and organisational outcomes effectively within their workplace. This includes obtaining organisational outcomes through effective coaching, performance management, goal setting and motivating for action. Furthermore dealing with dispute resolution and trade union interventions as well as dealing effectively with problems in order to avoid loss of productivity is an important focus of this programme.

3.2. Junior Management Programme
The Junior Management Skills Development Programme is designed to assist junior manager to cross the boundary from Supervisory level to Junior Management level. Furthermore the programme aims to start preparing the junior manager for moving up to more senior managerial levels. Practical application of managerial principles forms a focal point in this programme. Participants will learn through practical exercises and organisational examples.

3.3. Middle Management Programme
Participants are given more advanced managerial and leadership skills in order to deal with matters of both operational and strategic nature. The middle manager often finds him/herself sandwiched between processes of strategy and operations. To deal with this the he/she needs knowledge on matters of operational and strategic management as well as skills to manage the processes and human dynamics surrounding this important role.

3.4. Senior Management Programme
The Senior Management Skills Development Programme is designed to give participants the necessary managerial and leadership skills to function strategically in a dynamic environment. The challenge for senior managers is to function strategically whilst not loosing touch with the practical side of organisational operations. Power, authority, time and task are also important dimensions of this programme.

4. Dynamic Management Programmes:

4.1. Managing Teams
This dynamic programme is aimed at giving those who have to manage teams the necessary knowledge and skills to optimise team results. The main focus of this programme is on getting results from group processes and effectively dealing with interpersonal dynamics within groups. Areas covered are group dynamics, strategic alignment of teams, role clarification within teams, team processes (decision making, planning, problem solving, etc.), and interpersonal dynamics (conflict, relationships, etc).

4.2. Basic Managerial Skills
The programme aims to give novice managers the knowledge and skills to implement basic managerial principles within their daily tasks. Furthermore they should be able to obtain organisational outcomes through effective goal setting, delegation, problem solving, and decision-making. Another focus area is the avoidance of low productivity by managing people, operations and administration effectively.

4.3. Operational Management
Implementation of operational management principles is the focus point of this programme. Important facets covered here are implementation of project management principles in the area of operational management; obtaining organisational outcomes through effective coaching, performance management, goal setting and motivating for action; and avoiding loss of productivity by dealing effectively with problems as they arise.
Dealing with dispute resolution and trade union interventions within South African context is also covered.

4.4. Strategic Management
This programme is designed for managers who operate on strategic level. Managers are given skills to work with organisational purpose and understand the effect that the external environment has on this purpose. Some areas covered in this programme are: the application environmental and internal analysis; formulation of long-term objectives; sustainment of competitive advantage through effective implementation of strategy; exercising strategic control, monitoring and evaluation; and integrating strategic management with organisational performance systems.

5. Leadership Programmes

5.1. Leadership Development Programme
The Leadership Development Programme is designed to give participants the necessary managerial and leadership skills to take their organisations forward in a fast moving world. An inside-out approach is followed in the programme, and a large part of the programme is spent on working with the participant’s own stumbling blocks and opportunities towards effective leadership. One day is spent on one-on-one assessment and individual interviews, which forms the basis of this programme.

5.2. Policy Development:
Participants are given knowledge and skills that will enable them to effectively participate in the design and management of organizational policy. Areas covered are the process of policy development and implementation; the different models of policy; policy-management principles; and effective participation in policy development, maintenance and design.

5.3. Transformational Leadership & Change Management:
The programme focuses on understanding the concepts of transformational leadership and change management, as well as the organisational and human dynamics that occur when change or transformation is introduced and applying theory to manage these dynamics. Participants will identify the stumbling blocks that their organisation has towards change and transformation and apply leadership theory & principles to enhance such change and transformation

6. Focused Management Programmes

6.1. Call Centre Management
This programme is designed to give participants the practical knowledge and skills that will equip them to successfully establish and manage a call centre. The program is customised to client specifications and runs over a period of between two to five days. Management of the centre, the staff, and service excellence are focal points of this programme.

6.2. Customer Care Management
The customer care management programme is designed to give participants the necessary knowledge and skills to manage a culture of ‘customer service excellence’ within the organisation. This aim is achieved by establishing exceptional customer care through effective and efficient customer care management. Specific outcomes are taken from unit standards registered on the NQF to ensure that learners can acquire credits towards full qualifications.

6.3. Diversity Management
This program consists of two three-day workshops. Managers are trained in diversity awareness, interpersonal effectiveness, practical management of diversity issues, implementation of affirmative action policy, managing equity as well as the legal aspects of managing diversity in South African context.

6.4. Financial Management
The workshop is designed to give participants practical knowledge on how to actively manage the financial affairs of an organisation. Performing financial analysis and planning; making investment decisions; and making financing decisions are the focus areas of this workshop. Furthermore the financial managers role in the Total Quality Management (TQM) programme of the organisation is also covered.

6.5. Human Resource Management
The purpose of this programme is to sensitise managers to the broader context of managing human resources and their own specific role. Starting off with a general introduction of human resource management within the South African context and then moving to more detailed aspects.

6.6. Information Management:
Participants will learn skills that will enable them to effectively apply the principles of information management within their organisations. Main areas covered are the concept of information management, the utilisation and development of effective information systems, the organising of information resources, and the design of control security for information systems.

6.7. Marketing Management
The purpose of this programme is to sensitise managers to the broader context of marketing management and the marketing process. Starting off with a general introduction of marketing management within the South African context and then moving to more detailed aspects of the marketing function.

6.8. Performance Management
The programme sets out to introduce the participant to a set of instruments that is designed to navigate the process of organisational goal achievement through effective performance management. On completion of this programme the participant must be able to implement a basic performance management process.

6.9. Project Management:
The programme provides a foundation of basic project management skills, which can be used to build further project management, related competencies. On completion of the programme the participant should be able to execute small & medium size projects, be an effective project team member, and provide assistance to a project manager of large projects.

6.10. Public Finance Management
On completion of this workshop the participant should have sufficient practical knowledge and skills in order to contribute with the financial management of a public department. Areas covered are legislation pertaining to public finance, basic cost analysis, budgeting and the different forms of budget, and basic principles of healthy public financial management.

6.11. Relationship Management
The programme is designed to equip individuals to manage inter-personal relations effectively. Some of the areas covered are assertiveness skills, boundary management, effective communication skills, dealing with difficult people, problem solving, conflict management, giving and receiving of criticism, and winning at human relations.

6.12. Total Quality Management
Participants will receive the necessary knowledge and skills needed to implement total quality practices. Learning opportunities will be provided to understand total quality concepts and techniques for managing, controlling and improving quality.
On completion of the programme participants should be able to implement the TQM concept and techniques within their organisations.

6.13. Understanding and Implementing Black Empowerment
‘Black Empowerment’ is a concept that provokes both fear and hope to various South Africans. In organisational context we use the term on a daily basis. Yet few managers actually know what it means, entails or how to manage it. This workshop gives participants the necessary background and knowledge to understand and implement black empowerment within South African context.

7. Management Support Programmes

7.1. Coaching & Mentoring
The programme is a skills based programme, aimed at enabling managers and supervisors to use coaching and mentoring skills as part of their daily role function. Participants are given the necessary theoretical background where after case studies and demonstrations are used to transfer couching and mentoring skills.

7.2. Conflict Management
The programme starts with determining the participant’s personality profile and conflict handling style. Psychometric testing is used for this purpose. Once participants have a good understanding of how they contribute to conflict situations the programme moves towards practical conflict management. During the practical sessions participants will demonstrate the skills taught through role-plays, case studies and other experiential-based activities.

7.3. Creative Problem Solving
Creative problem solving techniques such as brain storming, brain sailing, six thinking hats, lateral thinking, convergent and divergent skills and other creative problem solving techniques are used to assist the participant in designing his/her own creative problem-solving process. This is done through incorporating the different techniques to suit a specific situation. On completion of the programme the participant should be able to facilitate a problem solving process.

7.4. Creative Thinking
Participants will learn skills on how to access their creative brain and produce numerous options. The more options available, the more powerful and creative the individual with the options become. Skills taught in this programme should increase the participants daily though processes.

7.5. Effective People Programme
The programme is designed to move individuals attending towards optimal functioning. In doing so participants will function better within their workplace and in their personal lives. It incorporates some of the world’s top theory in peak performance and effectiveness. Some of this theory includes Stephen Coveys ‘Seven Habits of Highly Effective People’, Anthony Robbins ‘Personal Power’ and many more.

7.6. Emotional Intelligence
EQ is a powerful concept that has moved humans to achieve incredible results and conquer incredible feats over the past centuries. But it’s not these incredible feats that make the concept so powerful, but rather the unique way in which it can enhance your daily life. Better relationships, more effective conflict management, and higher levels of self-understanding and motivation. The programme helps the participant to estimate his/her own EQ and then how to use this tool enhance interpersonal effectiveness.

7.7. Image Management
The image management programme aims to assist participants to create and project positive and powerful first impressions. Furthermore also to maintain an image that contributes towards the organisational strategic intent. Some of the areas covered during the programme are: first impressions, boundary management, clothing & wardrobes, body language and non-verbal communication.

7.8. Individual Achievement & Motivation
During the first part of this workshop the participant will understand his/her own dynamics; clarify his/her organisational role and have an understanding of his/her organisations strategic intent. Once this is achieved the participant will work with his/her own stumbling blocks towards effective functioning and find ways of taking up a leadership role within his/her organisation.

7.9. Negotiation Skills:
The negotiations skills programme is aimed at the negotiator who is serious about negotiating for optimal results. Participants will acquire skills of planning and managing the negotiation process, applying various negotiation techniques, principles of moving the other party towards “YES”, and the design of a negotiation strategy

7.10. Presentation Skills
Presentation skills are aimed at any person who will benefit at skills in making presentations to small and large groups. Presentations are usually used in organisational proposals, sales, giving through of information, training, etc. On programme completion the participant should be able to prepare a powerful presentation by focussing on what matters most and by using the most appropriate presentation tools for the specific presentation.

7.11. Time Management
The workshop is aimed at any person who will benefit at skills in effective time management. It is a hands-on workshop and participants will use personal examples to draw up schedules and identify stumbling blocks and resources to effective time management. On completion of the time management workshop the participant should be able to prioritise and manage time effectively.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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