Open Courses

Level 5 Management and Leadership Diploma

Chartered Management Institute (CMI)

CMI53

Introduction

Gain the Level 5 Management and Leadership Diploma by attending this valuable and engaging 11 day course.

The Level 5 Management and Leadership Diploma  aims to develop personal management capabilities, make effective use of information in decision-making, operations and the development of the skills in managing people.

LMC courses will provide you with the best chance of success first time.

The qualification is normally completed within 12-18 months, but learners have up to 3 years. The minimum number of guided learning hours is 105.

 

Who should attend

The qualifications are developed for middle managers, helping them to develop their skills and experience, improve performance and prepare for senior management responsibilities.

To study and complete the assessment takes between 6 and 12 months.

COURSE PROFILE

This course will cover the programme outline of Unit 5012V1 – Being a leader, Unit 5003V1 – Managing team and individual performanceUnit 5006V1 – Conducting a management projectUnit 5005V1 – Meeting stakeholder and quality needs and Unit 5001V1 – Personal development as a manager and leader

Managing Individuals and teams

  • Describe the manager’s role in identifying performance
  • issues in the team
  • Describe how to evaluate individual and team
  • performance and behaviours
  • Identify the limits of responsibility for dealing with
  • individual and team performance
  • Identify the range of approaches available

Managing Performance and greivances

  • Describe the different methods available in providing help and support in order to improve performance of an individual
  • Explain how to conduct a performance counselling session for an individual
  • Explain the importance of maintaining confidentiality
  • Agree with a team member an action plan to address a performance issue
  • Explain the range of support services available
  • Explain how to ensure that the desired outcomes are achieved
  • Explain the circumstances when disciplinary and grievance procedures may be invoked
  • Explain the first line manager’s role in a disciplinary and grievance situation
  • Identify why records of action plan achievements and actions taken are required

Personal development planning

  • Identify the importance of continual self-development in achieving organisational objectives
  • Assess current skills and competencies against defined role requirements and organisational objectives
  • Identify development opportunities to meet current and future defined needs
  • Construct a personal development plan with achievable but challenging goals

Implementing personal development plans

  • Identify the resources required to support the personal development plan
  • Develop a business case to secure the resources to support the personal development plan
  • Identify benefits obtained from improvements
  • Discuss the processes required to implement the personal development plan
  • Evaluate the impact of the personal development plan on the achievement of defined role requirements and organisational objectives
  • Review and update the personal development plan

Staff Welfare

  • Discuss the relationship between staff welfare and
  • organisational objectives
  • Explain the process for assessing staff welfare
  • Explain the actions to be taken by the manager in dealing with a staff welfare issue
  • Describe how to communicate responsibilities for staff welfare to the team
  • Discuss records that may be maintained to demonstrate that staff welfare is supported

Identifying the management project

  • Determine a management area for investigation that has
  • an implication for a work-related area
  • Identify the aim, scope and objective of the project
  • Justify the aim and objective of the project
  • Identify sources of data and information for the project
  • Analyse the data and information for options or to your research methods e.g.
  • alternatives that meet the project aim
  • Determine an option or alternative that meets the project aim

Making conclusions and recommendations

  • Evaluate the research to make conclusions
  • Recommend a course of action to meet the project aim
  • Assess the impact of the project recommendations
  • Determine the medium to be used to show the results of the project
  • Produce the results of the project
  • Discuss the impact of the project on the work-related area

Managing stakeholder requirements

  • Determine organisational stakeholders and their expectations
  • Discuss methods of meeting stakeholder expectations or requirements
  • Evaluate methods of communicating stakeholders’ requirements with team members
  • Explain processes for updating information on stakeholder requirements

Continuous improvement and quality

  • Evaluate the meaning of quality to an organisation
  • Establish how to apply organisational quality policies and procedures
  • Determine how to encourage staff to contribute ideas to improving quality
  • Conduct a quality audit and make recommendations for improvement
  • Discuss the concept of and need for continuous improvement
  • Evaluate work activities and identify areas for improvement
  • Determine a range of methods that can be used to encourage staff to contribute ideas for continual improvement

Managing team and individual objectives

  • Explain the links between individual, team and organisational objectives
  • Identify the selection of individual and team objectives for agreement
  • Identify areas of individual and team responsibility in achieving objectives
  • Identify the need to create an environment of trust and support with others

Evaluating performance

  • Evaluate individual and team performance against objectives
  • Examine methods of feedback to individuals and teams in relation to their performance against agreed objectives
  • Examine the causes of conflict, and strategies used to minimise or prevent conflict
  • Explain recording systems for performance assessment for individuals or teams
  • Examine how the performance improvement cycle can support an individual and the team to improve upon their performance

Improving performance

  • Discuss the indicators of poor performance
  • Evaluate a range of methods that support performance improvement
  • Discuss the organisation’s disciplinary and grievance procedures
  • Examine the role of the manager in implementing both a disciplinary and a grievance procedure
  • Summarise key aspects of legislation to an organisation’s disciplinary and grievance procedures
SKILLS

At the end of the course delegates will receive the CMI Award in Management and Leadership and be able to: 

  • Identify issues which affect performance
  • Know how to select and apply the best course of action to address a performance issue
  • Be able to take action to achieve the performance issue of an individual
  • Assess and plan for personal professional development
  • Plan the resources required forpersonal professional development needs
  • Implement and evaluate the personaldevelopment plan
  • Support and promote staff welfare
  • Identify and agree performance objectives for your team and individuals
  • Assess performance against objectives and provide feedback
  • Provide advice guidance and support to improve performance
  • Apply the organisation’s disciplinary and grievance procedures
  • Understand how to identify stakeholders and their requirements
  • Understand how to apply and improve quality standards
  • Conduct a quality audit
  • Understand how to promote continuous improvement and change
  • Identify and justify a management project
  • Conduct research using sources and analyse data and options
  • Make conclusions and recommendations that achieve the project aim
  • Show and review the results of the project