Summary

The City of Bayswater went to market to identify a training provider to assist in the design and delivery of a leadership program for Coordinators. Future Institute was the successful bidder and worked collaboratively with the City of Bayswater to confirm their leadership training needs and customise a training solution in line with their desired outcomes.

The City of Bayswater’s customised leadership program for Coordinators consisted of the following topics:

  1. Emotional Intelligence
  2. Leadership V’s Management (transformational Leadership)
  3. Leadership Styles
  4. Decision Making and Difficult Conversations
  5. Change Management (setting goals and managing performance)

Prior to each workshop participants were required to complete an eLearning module.  This provided the underpinning knowledge of the workshop topic, this small amount of pre-work enabled the workshop’s to focus on activity-based learning.

In addition to the Coordinator leadership program Future Institute also worked with the City to develop a mentoring workshop for its Managers. This program was designed around empowering the Managers to coach and develop their Coordinators throughout their leadership training journey and coincided with the release of a new performance management system and process.

Customisation

Future Institute worked closely with the City of Bayswater to identify the key areas where these leaders needed to improve.  Once the training needs were identified the most appropriate leadership training topics were selected and customised accordingly.  This included working on real City of Bayswater projects throughout the training and using City of Bayswater workplace scenarios to ensure the new skills, knowledge and capabilities were applicable to the leaders roles in a practical and meaningful way.

Delivery

The 5 topics were delivered over 5 full day workshops over a period of 6 months.  Each topic included a introduction to each topic via eLearning modules prior to each workshop.  This enabled the workshops to focus on activity based learning.

There were also a wide range of diagnostic tools used throughout each topic.

Progress

A pre and post 180° behavioural survey was completed by participants and their supervisor to track beahvioural change throughout the program.  A collated cohort report was presented to the City at the conclusion of the program to illustrate the behavioural changes.  Participants were encouraged throughout the program to discuss their survey results with their supervisor.

In addition, the City of Bayswater reported that participants were applying the new tools and concepts back into their roles, especially the CEDAR coaching model.  Leaders are spending more time coaching and motivating their teams.  Overall feedback from participants was very positive.