The BCF Group is an approved ILM (Institute of Leadership and Management) centre. The ILM is the UK's largest management body, combining industry-leading qualifications and specialist member services. ILM accreditations are the perfect way to develop yourself or others and gain a nationally recognised qualification in the process. We believe that gaining an ILM accreditation, personally or for your organisation will deliver the greatest return on investment.
Every ILM qualification requires the student to apply what they have learnt back into the workplace, evidencing that they have understood and embedded the training, but have also considered how this information will be used to benefit the organisation commercially.
Whether it be business coaching and mentoring, or management and leadership, ILM Certificates and Diplomas are amongst the most respected and recognisable qualifications in these areas.
Attending the training and completing the assisgnments with the support of the course tutor will provide and develop the skills which will prove so essential for managers and business coaches as they progress in their careers.View Available Courses
We can design a programme around your exact requirements. Contact us to find out more!
A manager who can energise his or her employees will have a team which has a much greater potential and capability of achieving company goals and objectives.
It is therefore vital that a manager has the essential skills to fully support and lead their team to success.
This 3-day programme brings together the key leadership skills that you will need to be an effective manager so that you can return to the workplace and deliver tangible results.Find Out More
This programme is ideal for practising or aspiring team leaders, in any industry sector, who is looking to gain a solid foundation or develop their existing skills as a team leader. It is an internationally recognised course which will give you a solid understanding of what is needed to be a successful team leader, how to delegate, how to motivate others, and how to implement these skills in to your workplace.Find Out More
We can design a management training programme around your exact requirements. Contact us to find out more!
Being a manager is rarely easy, particularly if this is your first management position. One of the most difficult areas to master in your role as a manager is how to obtain the right balance between ordering your employees about and letting them use their own initiative and creativity. If both of these styles are at opposite ends of a spectrum, then finding the right balance would be somewhere between them, as going down the path of either extreme can often lead to problems.
Whilst it may be the case that the manager is in charge and able to issue orders, with workers being free to change jobs and a greater flexibility in labour mobility, they do not have to sit there and take it. The more disgruntled a worker gets, the less concerned they will be about being fired, and in some cases will be deliberately trying to be dismissed by subtly rebelling against the manager's instructions without crossing over into misconduct territory, in order to receive a settlement pay-off.
Often, the more a manager pushes, the more the worker resists and rebels, which makes the manager more worked up and even more assertive, and creates a vicious circle. This type of situation can sometimes result in a game of chicken where each side pushes the other one a little bit further to see which one will crack first.
However, at the other end of the spectrum, too little authority and instruction can also result in problems.
Some workers left to their own devices will not have the self-discipline to manage themselves, and will end up slacking off and not getting much done at all. Not only will they themselves not be working at anything like full capacity, but they may even be a distraction and negative influence on those around them, lowering their productivity also.
Even workers who are able to manage themselves and work hard under their own guidance may become disheartened and feel unimportant if management appear not to care about the work that they produce if they fail to provide praise and gratitude. These hard workers are also likely to suffer reduced productivity if they observe managers not tackling those employees mentioned in the paragraph above who slack off; either because they feel disheartened and demotivated thinking why should they put the effort in if nobody else is, or they may just feel like joining in with the frivolities. Either way, if the manager does not seem to care, employees will quickly settle into the same way of thinking.
Whilst the right balance may be somewhere in the middle between dictatorship and a laissez-faire style of management, the actual level will depend not only upon the particular characteristics and nature of the individual employee, but also upon the industry of the organisation. For example, a worker in a creative industry such as designing advertisements is likely to work better being given a brief and then left to create rather than being told what to do all the time. This is in contrast to an employee in an industry such as nuclear power generation who will need to be given clear instructions and procedures, and should in no way deviate from them, with strict controls and monitoring in place to ensure that they are being followed at all times.
People are individuals, which means that every employee will be different. They will respond to managerial styles in contrasting ways; what will significantly motivate one worker may completely de-motivate another. This is why it is vitally important for a manager to work out what will and what won’t get the best out of their staff members.
A manager can find out more about their employees and use this to increase their motivation and commitment by utilising business coaching sessions. By becoming a business coach through taking a qualification such as the ILM Level 5 Certificate in Coaching and Mentoring, a manager can use the knowledge gained to improve performance and motivation amongst their workers and the teams under their control. Having in-depth discussions with an employee can really assist a manager in adapting their managerial style to get maximum performance out of those working for them.
The psychology for success plays a big part in the successful outcomes of many of our coaching interactions. In order to understand our personality and what motivates us, there is no better tool than a robust psychometric report. It is a great point of reference for an individual or team to then adapt and develop natural tendencies and receive support with any weakness to become successful.
Paradigm® reports have helped major companies in establishing or improving their in-house assessment systems. This has been achieved by improving performance through getting the right people into the right jobs, retaining and motivating them in the right way, and developing them in the right direction.