Good practitioners often become managers and leaders of teams and rooms, and have been promoted to a management role and require some leadership training. This is a common issue in our sector particularly for those who are often in ratio: while I’m with the children, they are my focus, so how can I also focus on leading and supporting the adults?

Learning Objectives

By the end of the morning, delegates will have had the opportunity to discuss and tackle solutions to the kinds of questions that first-line managers often ask themselves:

What is my role? How do I effectively be both a practitioner, and a leader of adults?

• Understanding the need to “be a leader”, the separation of roles and the tools that can help us do that, including policies, supervision, observation and giving feedback

• Clarifying expectations of practitioners and remind the team of the responsibilities of their job

How do I get people to do what I need them to do? And why can’t they see what I can see?

• Recognising that our own approaches need to be flexible to meet the needs not of ourselves, but of the different personalities within the team

• Understanding different styles and finding opportunities to encourage the team to develop a growth mind-set

I’m too soft and I need to get tougher

• Understanding that management doesn’t need you to be a different person, but it might need you to behave in different ways to achieve the results you want

How can I ask people to do things without upsetting them?

• Understanding assertiveness and developing effective feedback strategies

The aim of the afternoon session is to focus on setting expectations, whether this is at induction for brand new staff, or clarifying expectations through performance management (such as supervision and peer observation) for longer-serving team members.

By the end of this session, delegates will:

• Understand that induction is a three-month process that builds confidence, security, knowledge and skills and that existing models may try to achieve too much in too short a time

• Recognise what brand new team members need from their manager, their organisation and their colleagues, before they can do the job they have been employed to do!

• Be able to effectively performance manage their team (either new inductees or existing staff) through supervision, learning needs analysis and identification of learning and development opportunities

• Share ideas for effective peer-observation models and develop effective feedback strategies that work for the whole team

Target

Managers and deputies, room leaders, those new to management responsibility and those who have had no formal management training but want to develop their skills and confidence. For those who manage teams, and those who may be planning to do so in future

Feedback from Lisa's recent training:

Thank you, Lisa Gadsby is a delight, I could listen to her all day!

Thank you best training for a long time.

The 2 hrs flew by so thank you to Lisa for delivering the training and making us feel at ease so that we could participate if we wished too.

Thank you very much! Very informative and honest!

Yes- very informative, Lisa was really engaging and appreciated the time aspect in an Early years setting.

Lisa was wonderful and knowledgeable!

Please note that lunch is not included but there is a café on site.