Staff Development Guide 2014 - 2015 by Loughborough University

Staff Development Guide 2014 â&#x20AC;&#x201C; 2015

www.lboro.ac.uk/staffdevelopment

Contents Bespoke and Tailored services

3 Leadership and Management

Working in Open Plan Offices

3 Chairing Meetings

Dealing with Change

3 Recruitment and Selection

Excellence at Loughborough

3 Project Management in the Real World

Excellence at Loughborough â&#x20AC;&#x201C; 3 Building Relationships to Improve Outcomes Excellence at Loughborough â&#x20AC;&#x201C; 3 How to Drive Continuous Improvement Job Shadowing 4 Mentoring and Coaching Opportunities 4 Bite-Size 4 Probation Review 4 Disciplinary Investigations 4

Managing Sickness Absence

NEW Courses coming soon!

Future Leaders Programme

Leading Innovation and Change

Strengthening Your Processes

Bite-Size Change Management

Difficult Conversations

Performance Management

4 ILM qualifications 4 ILM Level 2 and 3 combined briefing Leadership Awards

Essential training

Monitoring Sickness Absence

Academic Probation Adviser Training

Non-Academic Probation Adviser Training Performance and Development Review (PDR) for Reviewers Recruitment and Selection Respecting Diversity Welcome to Loughborough Bribery Act 2010 Briefing Mandatory Fire Safety Interactive Course Recruitment and Selection Online Refresher Training

9 9

ILM Level 3 - Briefing - Award in Coaching 9

5 5 5

ILM Level 4 - Briefing - Certificate in Leadership and Management

ILM Level 5 - Briefing - Certificate in Leadership and Management

5 5 5 5 6 6

ILM Level 5 - Briefing - Certificate in Coaching and Mentoring

ILM Level 5 - Briefing - Diploma Leadership and Management

LM Level 2 Award in Leadership and Team Skills

ILM Level 3 Award in Leadership and Management

Academic Practice

Equality and Diversity

Respecting Diversity

Disability and Mental Health

Unconcious Bias

Diversity in the Workplace: Online Course

Equality Analysis

Bullying & Harassment: Online Course

Bullying & Harassment for Managers: Online Course

ILM Level 3 Award in Coaching

ILM Level 5 Certificate in Coaching and Mentoring

ILM Level 4 units:

11 Personal and Skills Development

14 Administrative Skills

Delegating Authority in the Workplace

11 Assertiveness Skills

14 AdNet Events

Understanding the Importance of Marketing for an Organisation

11 Boost Your Self-Confidence

14 Confident and Stress-free Minute Taking

Building Your Own Resilience 11 Building Your Own Resilience - Follow Up

14 Grammar, Punctuation and Proofreading

Becoming a Resilient Manager

14 Mind Mapping

ILM Level 5 units:

11 Preparing for Retirement

14 Speed Reading

Understanding the management role to improve management performance

Local Government Pension Scheme Prudential AVCs 11 11 USS Scheme Prudential AVCs

Making a Financial Case Managing Improvement Human Resources Management (Managing Recruitment) Leading Innovation and Change Understanding Financial Management Becoming an Effective Leader

11 Successful Applications 11 Art of Brilliance 1 Art of Brilliance 2 12 The Mindfulness 8-week course: 12 Increase Resilience and Effectiveness 12 Time Management Training Skills for the Occasional Trainer

ILM Level 5 Diploma units:

Making Professional Presentations

Understanding the Importance of Marketing for an Organisation Managing Customer Relations Managing Projects in the Organisation

Excellence at Loughborough Excellence at Loughborough –

Dealing with Difficult Customers

Excellence at Loughborough – The International Experience

14 TecNet 18 14 Other technical training 18 15 HEaTED 18 15 15 Online Resources

Video clips provided by Scott Bradbury, 15 StreamLearning 19 15 Online interactive courses 19 provided by Marshalls 20

Personal Development Programme – Combined Briefing Session

16 Other useful resources

Fresh Steps

16 Courses provided by other colleagues

Navigator Men’s Development Programme

16 Health, Safety and Environment

IT Services 16 Teaching Centre 16

13 Spring Forward Programme 13 Springboard Women’s Development Programme

Excellence at Loughborough – Improving the Experience

16 Online learning via the Learn system

Springboard Suite

12 12 12

Technicians Development

Dear Colleagues A warm welcome to the 2014-15 guide to staff development opportunities. The programme is constantly being updated, so we recommend you check online for the latest events and available dates via my.HR We’re keenly interested in your personal growth and in helping you to maximise your potential, whatever your role at Loughborough. We highly recommend that you use your Performance and Development Review (PDR) discussions to help identify and plan your on-going training and development. If you know what you want to achieve, but you’re not sure what sort of training or development activity would help you, then please have a chat with us – it doesn’t matter how sketchy your ideas are, we’ll do our very best to guide and support you. If we can’t help, we often know people who can, so we’ll help to point you in the direction of other options where appropriate. Every Department and School across the University has a nominated Staff Development Adviser who works with your HR Adviser to offer a full range of employee support, from recruitment and induction, through to individual, team and organisational development. We can offer you support at any stage of your career at Loughborough University. To find out who your Staff Development Adviser is please see our webpages, www.lboro.ac.uk/staffdevelopment. At organisational level, we align all of our activities to the University’s strategy, and we work hard to ensure that what we provide adds real value. We liaise with senior staff in order to identify organisational development needs and sometimes, this will result in us requiring you to undertake training, either because it’s a requirement of the law, or for best practise as an internationally recognised and UK leading institution. As in previous years, we will also be working on a number of projects to continue to support changes at Loughborough and we’ll be taking time to evaluate the impact of development activity more thoroughly. You can be sure of a warm welcome from everyone at Staff Development. We look forward to seeing you very soon.

Siobhan and the Staff Development Team.

Bespoke and Tailored services We offer teams, departments, Schools or Support Services a number of different tailored services on request: n tailor our existing courses or programmes for you n b espoke design, delivery and evaluation service – away day design and facilitation – team building and development n liaise with external providers n a dvise and act as broker with relevant internal expertise and set up your training n r efer you to a more appropriate source of help

Tailored from our Excellence at Loughborough suite, which is Loughborough’s suite of customer service training, we are able to tailor any of the courses specifically for your team or department, or for a group of teams or departments who need to work well together in order to deliver excellence in the delivery of their services or educational provision.

n away day design and facilitation

Building Relationships to Improve Outcomes

Who Should Attend? Managers/team leaders/ supervisors.

organisational reviews

process improvement

It could also be relevant to anyone that has responsibility for driving improvements/projects across their department by working closely with others.

n creativity and solution focussed

This is a facilitated session with guest speakers, for teams to discuss moves to open plan working. Included in the session is advice about making open plan working successful and as stress free as possible, and an opportunity to discuss how you want to work together in the new setting.

Excellence at Loughborough –

Dealing with Change

Its’ pragmatic approach offers an opportunity for you to talk about what things are changing in your area of the University, and why, and to understand how and why you respond to these changes in the way you do. It will help you learn how to deal with change positively and enjoy less stress in the process. This course is also available through our open programme – see Personal and Career Development.

Examples of the sorts of topics we regularly receive requests for include, but are not limited to:

Excellence at Loughborough –

Working in Open Plan Offices

We all go through change, both personal and in work throughout our lives and this course helps you to recognise how you cope with these changes.

If you want us to design and facilitate an event for you, our lead time is usually a minimum of around six weeks, so we suggest you arrange an initial consultation sooner rather than later. We’ll usually suggest we book dates at this point, even if they later have to be changed.

n strategic planning (including for

Research, Teaching and Enterprise)

thinking n team building and development

n Building relationships and improving

communication

Myers Briggs personality types

16PF personality traits

Who Should Attend? Managers or anyone who has a need to improve processes/work flow across departments.

Belbin team roles and team dynamics

Team management profiling

Conflict modes and teams

It focuses on how we can improve and simplify services between departments/teams. It is not a pre requisite of the course, but it may be useful to attend the Excellence at Loughborough – Building Relationships to Improve Outcomes before attending this course, as there is a natural progression.

Strengths based teams

n Experiential low-impact outdoor

How to Drive Continuous Improvement

THE DAY WAS BRILLIANT AS FAR AS I AM CONCERNED AND I THINK THE TEAM FOUND IT USEFUL TOO. THINGS ARE ALREADY STARTING TO MOVE IN THE RIGHT DIRECTION WHICH IS EVEN BETTER! - Helen Clarke, Marketing

team building If you wish to discuss any of the above items, contact sd@lboro.ac.uk with a brief outline of what you would like us to provide and we will get back to you.

Bespoke and Tailored services

Some examples of the sorts of courses we regularly run specifically for a School, department, Support Service or team include, but are not limited to:

Excellence at Loughborough

Job Shadowing

Mentoring and Coaching Opportunities

Bite-size

Loughborough University’s Job Shadow Scheme has existed since 2006 and has grown in numbers taking part and is gathering support year on year. 2013 saw almost 140 members of staff undertaking a job shadow. The scheme gives you the opportunity to become familiar with someone else’s role or responsibilities with Loughborough University. Job Shadowing can help you develop your understanding of a process or procedure to help you in your role going forward, or it could help you understand more about a totally different role to one you currently have. It can also provide a fantastic opportunity to build relationships with colleagues from other areas of the University.

Calling all Schools and Departments! If you are interested in putting forward your School or Department to take part in the 2015 programme, please let us know as soon as you can along with a nominated coordinator for your School/ Department, giving their name, phone and email details.

EVERY ASPECT OF INFORMATION GLEANED FROM ALL SPECIALIST SUBJECTS/ DEPARTMENTS WAS USEFUL AND VERY INTERESTING AND INFORMATIVE GAVE ME A GREATER UNDERSTANDING OF THE STRUCTURE OF THE TEAM AND A CHANCE TO PUT NAMES TO FACES IT OPENED UP MY EYES TO THE WIDER ASPECTS OF THE BUSINESS. Job shadowing can take place in your own department or in another, and it can be for any length of time, an hour or a full day – whatever you mutually agree will work best. To find out more, see our website: www.lboro.ac.uk/services/sd/other/job-shadowing

Mentoring and Coaching Opportunities Although the terms mentoring and coaching are often used interchangeably, they are in fact very different. A mentor is often more senior and can help guide you in the choices you make, a coach on the other hand is someone trained to help you find your own solutions through effective questioning, listening and feedback. Both can provide excellent individual and organisational benefits so it’s a question of selecting the right option for you. See the Staff Development pages for more information on both mentoring and coaching at: www.lboro.ac.uk/services/sd/other/mentoring

Bite-Size The Bite-Size Sessions are a series of stand-alone two hour sessions taking a pragmatic approach to current Human Resource challenges. Each session will provide a practical approach, whilst also giving you the opportunity to practice the skills needed to implement best practice.

Probation Review Who should attend? All staff are welcome, but preferably those who are team leaders or managers who currently are, or will be Probation Advisers. This session looks at the strategic reasons and advantages of having a probation review, the paperwork involved and a chance to practice setting SMART objectives in line with Loughborough University strategy.

Disciplinary Investigations Who Should Attend? All staff are welcome, but preferably those who are team leaders or managers who currently run, or would like to be involved in running disciplinary investigations or hearings. This session looks at how to go about conducting a disciplinary investigation, the process involved, tips on running a thorough confidential investigation and an opportunity to develop the skills required.

Monitoring Sickness Absence Who should attend? All staff are welcome, but preferably those who are team leaders or managers who manage the sickness absence process. This can be a refresher for staff who have attended Staff Development’s Managing Sickness Absence course on the main programme. This session looks at the importance of monitoring sickness absence and how staff can follow the sickness absence policy to monitor sickness trigger points.

Performance Management Who should attend? All staff are welcome, but preferably those who are team leaders or managers who currently are, or will be dealing with capability/performance management. This session looks at the policies and procedures around capability and disciplinary and how to set targets to improve performance.

Others in this series include: - Managing Through Change - Effective Induction - Effective PDR’s

Essential training Academic Probation Adviser Training

Respecting Diversity

Welcome to Loughborough

Who Should Attend? Advisers of Academic Probationers who are new to the role.

Who Should Attend? This half day interactive course – or an equivalent one run by Staff Development through your department – is mandatory for all members of staff.

Who Should Attend? All new staff (with contracts over 3 months)

The purpose of this briefing is to provide an overview of the requirements and operation of the University’s probation system for academic staff, and to clarify the nature of the role of the probationary adviser. This session must be booked through the Teaching Centre. Email tc@lboro.ac.uk or phone (01509) 223767 for further details.

This session arises out of the University’s commitment to equality and diversity and out of a desire to respond to recent changes in legislation.

Non-Academic Probation Adviser Training Who Should Attend? For all managers responsible for taking new non-academic staff through their probation. This training comes in two parts:

(ii) A practical 2 hour session (as per dates) using case studies and scenarios which will help ensure you make the most of the probationary period with your new staff. It will cover core skills such as how to:

- Dr Amanda Harrington, School of Business and Economics

a. clarify expectations and set meaningful objectives for the probation period b. how to measure progress and give constructive feedback

Who Should Attend? For all staff who are responsible for reviewing others. This is a practical 3 hour session to familiarise you with Loughborough’s new PDR framework and help you develop the skills required to get the most from the annual review process.

Recruitment and Selection Who Should Attend? All staff involved in recruiting and selecting staff. This course is designed for all staff involved in recruitment and selection. The session will outline the various elements of Recruiting and Selecting new members of staff. We will consider the legal framework and will consider job descriptions, person specifications, and how to test for agreed selection criteria.

You will get to meet senior members of university staff, and have a chance to put your questions to them. You also can enjoy a free lunch with your new colleagues and the members of the senior staff, sharing stories of your first few weeks/ months on campus. This course is offered each month and new staff members are automatically assigned a place on the next available course and only need to contact us if they need to change the date they have been allocated.

Online activities – can be taken anytime. Bribery Act 2010 Briefing Target Audience? An essential 30 minute online briefing for all staff associated with Loughborough University, to enable everyone to apply the principles of the Bribery Act 2010. Organisations in the UK face a new exposure to criminal liability for failing to prevent bribery. This can include liability for the unauthorised actions of their employees, subsidiaries and agents.

c. how to have difficult conversations if things are not going to plan.

Performance and Development Review (PDR) for Reviewers

Participants are given an overview of the University’s current position and where we are heading in the future.

I JUST WANTED TO SAY THANKS FOR THIS MORNING’S SESSION, I REALLY ENJOYED IT AND IT IS A GREAT OPPORTUNITY TO FIND OUT MORE ABOUT THE UNIVERSITY AND FELLOW COLLEAGUES - Lynn Bailey, Careers and Employability Centre

It is University policy to comply with all applicable anti-bribery laws. Bribery or any form of corruption by a member of staff of the University may be considered gross misconduct and the member of staff may face dismissal. It’s therefore important that we understand the basics of the Act to avoid unnecessary difficulties. “Combating the risks of bribery is about common sense and not about burdensome control.” Secretary of State.

Essential training

(i) A short online briefing which will equip you with an understanding of the procedural aspects of the new probation for non-academic staff process. You will be sent a link to this briefing about a week before the course is due to run.

WELCOME TO LOUGHBOROUGH – GREAT INDUCTION COURSE – I REALLY ENJOYED THE SPEAKERS AND BEING WITH A WIDE RANGE OF STAFF

This is an informative and interactive introduction to Loughborough University.

Essential training Mandatory Fire Safety Interactive Course This is an online course which ALL University staff are required to complete and takes approximately 20 minutes to complete.

Academic Practice The Teaching Centre offers wide-ranging professional development activities for staff involved in teaching and learning, including: Associate Teaching Programme Postgraduate Certificate In Academic Practice n Teaching and Learning-related workshops n Research and Enterprise workshops n Voice and spoken communication Staff on academic probation are required to take the Postgraduate Certificate in Academic Practice. n

Essential training

The Teaching Centre also provides support for a portfolio route for professional recognition accredited by the Higher Education Academy. For further details see the Teaching Centre website: www.lboro.ac.uk/services/ teachingcentre/

Recruitment and Selection Online Refresher Training Who Should Attend? This refresher course is designed for Chairs of panels that have not attended the Recruitment and Selection course in the last five years, but is also a good refresher for anyone who would like a general overview of the recruitment and selection procedure at Loughborough. Please note however, this online training does not replace the need for staff to attend the one day Recruitment and Selection course. Other Information These online course can be found on the Universityâ&#x20AC;&#x2122;s Learn system: www.lboro.ac.uk/services/sd/online

Equality and Diversity Respecting Diversity Who Should Attend? This half day interactive course – or an equivalent bespoke one run by Staff Development through your School/ department/service/team – is mandatory for all members of staff. New staff are not able to complete their probation until they have completed this course. This session arises out of the University’s commitment to equality and diversity and out of a desire to respond to recent changes in legislation. The sessions will focus on: Our rights and responsibilities, both organisational and individual, in light of recent equality legislation and: n Explain why equality, diversity, harassment and bullying are key issues for the university to address n Discuss the implications for our procedures and practices n Discuss some pitfalls in the area n Share examples of good practice.

new staff generally, ideally to complete in their probationary period if possible. The online courses are strongly recommended to all existing staff as refreshers encompassing recent legislation changes. The following online courses can be found at: www.lboro.ac.uk/services/sd/directory-topic/ equality-diversity

Diversity in the Workplace: Online Course Who Should Attend? All staff.

Who should attend? All new and existing managers. Policies covered in this 2 hour bite size session will be Sickness and Stress and there will be two case studies to work through. We will look at ways we can support you.

Unconscious Bias Who Should Attend? All staff. As awareness raising session on Unconscious Bias (To support the Equality and Diversity and Athena SWAN agendas). This course covers: Become more aware of own Unconscious Bias n Explore the brain’s processing short cuts n Be aware of how that processing impacts on our behaviour and decision making n Increase our awareness of strategies to manage our brain’s short cuts. n

One hour online interactive E&D Courses – Which should I do? ‘Diversity in the Workplace’: recommended for staff with zero hours contracts, those that work less than 13 hours a week and have worked at the University for at least 8 weeks. Both the ‘Diversity in the Workplace’ and the ‘Bullying & Harassment’ courses are recommended to

It is especially recommended to staff who have not been on an equality & diversity course in the last two years or more. This course covers: Key features and provisions of the Equality Act 2010 n Broader equality & diversity issues n Your responsibilities and rights as a member of staff of the University. n

Please allow just over an hour to complete the course and then complete the Quiz at the end in order to pass and gain your completion certificate.

Bullying & Harassment for Managers: Online Course Who Should Attend? For managers.

Please allow just over an hour to complete the course and then complete the Quiz at the end in order to pass and gain your completion certificate.

This online course is for all managers and can be taken anytime. It is recommended that new managers complete this during their probation period or at least in their first twelve months of employment at the University.

Equality Analysis

The course highlights how managers should role model the expected behaviours.

This is available to staff as an Online course. Managers can request a face-to-face bespoke session by contacting sd@lboro.ac.uk.

Bullying & Harassment: Online Course Who Should Attend? All staff. This online course is for all staff and can be taken anytime. It is recommended that new staff complete this during their probation period or at least in their first twelve months of employment at the University. The course highlights the behaviour expected from all staff. This course covers: What is meant by bullying and harassment The effects it can have on people n The benefits of recognising and eliminating bullying & harassment in the workplace n What can be done if someone is being bullied. n n

This course covers: n The issues surrounding bullying and harassment n The need to develop a culture that helps to eliminate bullying & harassment in the workplace n The legal issues n The need to role model expected behaviours.

Please allow just over an hour to complete the course and then complete the Quiz at the end in order to pass and gain your completion certificate.

GREAT SESSION, VERY INTERACTIVE AND POSITIVE - Richard Taylor, Chief Operating Officer

Equality and Diversity

Disability and Mental Health

This online course is a refresher course on equality and diversity for all staff and can be taken anytime.

Leadership and Management There are a number of ways you can develop your leadership and management skills. As well as traditional short courses, which you can join at any point in your management career, you can now also work towards a recognised leadership and management qualification. However, courses are not the only way to develop your skills. We also recommend that you look out for our “Action Learning sets”. These are an opportunity to learn and develop your skills working with colleagues. The Action Learning sets are organised and facilitated by Staff Development, however the learning is all down to the participants, through sharing challenges and assisting each other to come up with new ways of approaching issues.

Leadership and Management

Chairing Meetings Who Should Attend? Anyone who chairs, or may need to chair meetings, and wants to deal with some of the problems more effectively. This is not for Postgraduate Research Students. Most people have had experience of meetings which went on too long. This course will cover all the things you need to do to keep your meetings on track.

the various elements of Recruiting and Selecting new members of staff. We will consider the legal framework and will consider job descriptions, person specifications, and how to test for agreed selection criteria.

Project Management in the Real World

Who Should Attend? All staff involved in recruiting and selecting staff. This course is designed for all staff involved in recruitment and selection. The session will outline

Who Should Attend? Suitable for anyone doing ILM Level 5 Diploma, research students, academics, research staff, managers and administrative staff. Numbers are restricted to ensure participants best experience the event. A full day introduction to the process of managing projects and the tools to assist in planning and tracking progress; this course is intended to be immediately applicable to planning and

NEW Courses coming soon!

Leading Innovation and Change

Recruitment and Selection

Future Leaders Programme

This new and innovative programme offers senior academics and professional services directors and deputies the opportunity to develop their leadership skills. This is done through problem based learning and focusing on the Loughborough way. This 12 month programme, sponsored by the Vice Chancellor and his team includes areas such as Leadership in the HR context, Leading Innovation and Change, Making Financial Cases and HR issues, such as Performance Management. The Chief Operating Officer and Deans of Schools will make recommendations about Grade 8 and above staff who should apply for this exciting developmental programme, with an application process starting in July each year and the programme beginning in September. Further details are available from the Staff Development web page: www.lboro.ac.uk/ staffdevelopment

This workshop is designed to develop the understanding and ability of managers to lead innovation and change. We will look at the techniques used in continuous improvement, including kaizen and business re-engineering. We will also consider ways to identify stakeholders during change, benefits, costs and overcoming resistance. As well as more detailed issues such as organising and planning change using Gantt charts and similar methods. The workshop will also challenge participants to think about the risk involved in change as well as the human and the financial factors.

Strengthening Your Processes

This course is split into two half days in order for you to put into practise what is covered in the session. It is a practical session looking at the methodology for change at Loughborough. Anyone managing a team or processes should come onto this programme in order to be able to review and strengthen your processes, keeping the end user in mind at all times.

managing academic and research projects as well as commercial or internal projects. It covers the theory and principles of project management within the context of any project management methodology. This also contributes to ILM Level 5 Diploma ‘Managing Projects in the Organisation’.

Managing Sickness Absence Who Should Attend? Anyone managing staff in the University. This course is intended to share best practise and give you the skills needed to manage sickness absence with your staff. This course is not about the process of recording absence, but is about the management of absence.

Bite-Size Change Management

Loughborough University, as any organisation, is constantly going through change. Some of these changes will affect people, and as a manager or team leader this short 2 hour session will give you practical pointers and reflection time to consider how to manage change most effectively.

Difficult Conversations

As a manager or team leader there will always be times when you have to have conversations with your staff that are not easy. This practical course is aimed at giving managers ideas on how to start these conversations, as well as being clear on the purpose of the conversation. We will look at how to handle different reactions, how to remain calm in stressful situations, but also how to resolve these potentially challenging situations.

Performance Management

Managing performance is often seen as a difficult part of the management role, however when done effectively, it can boost individual and team morale and make already good performance great. This short practical session will give Loughborough University’s managers and leaders the opportunity and the confidence to deal with both good and poor performance effectively.

ILM qualifications Staff Development are pleased to be able to offer a range of internationally recognised Institute of Leadership and Management (ILM) qualifications ranging from the level 2 Award in Leadership and Team Skills through to the Level 5 Diploma in Leadership and Management.

NOTE: There is an application process therefore in order to attend any of the ILM (Institute of Leadership and Management) programmes you MUST first attend a briefing session. The briefing sessions allow us as the tutors to assess the correct level of development for you as an individual as well as giving you a chance to clearly understand the commitment you are making when you sign up to one of these programmes. Past participants have found it very helpful to bring their manager to this briefing – this enables managers to better understand the benefits that will be brought back to the workplace.

To book on the next Briefing please go to:

After attending the relevant briefing, you will need to submit an application form for consideration before you are registered onto any of the ILM programmes.

Level 3 Level 2 is broadly equivalent to GCSE grades A-C ILM Level 2 – Award in Leadership and Team Skills Aimed at Team Leaders up to a Grade 5, but is also a good foundation programme for anyone in a higher management grade who has not previously attended any leadership development, is in a new post, or is looking to move into a management post in the future.

is broadly equivalent to GCE/A Level ILM Level 3 – Award in Leadership and Management ILM Level 3 – Award in Coaching Aimed at Team Leaders / Managers from Grade 5 to 7, but it is also a good foundation programme for anyone in a higher management grade who has not previously attended any leadership development or is new in post.

HAVING COMPLETED YOUR ILM LEVEL 5 DIPLOMA, THERE MAY BE THE OPPORTUNITY FOR YOU TO GO ONTO THE MBA PROGRAMME RUN BY THE SCHOOL OF BUSINESS AND ECONOMICS. AS A FOLLOW ON FROM YOUR ILM LEVEL 5 THIS PROGRAMME WOULD BE FULLY FUNDED BY THE UNIVERSITY. THERE IS AN APPLICATION PROCESS FOR THE MBA AND THE RESULTS OF YOUR ASSIGNMENTS WILL BE TAKEN INTO CONSIDERATION WHEN REVIEWING SUITABILITY FOR THIS QUALIFICATION.

We reserve the right to charge your department on a cost recovery basis if you fail to complete the requirements of the programme. This does not apply to exceptional cases.

ILM Programmes are NOT for postgraduate research students.

Level 7 Level 4, 5 & 6 is broadly equivalent to each of the three years of undergraduate education. ILM Level 4 – Certificate in Leadership and Management ILM Level 5 Certificate in Leadership and Management ILM Level 5 – Certificate in Coaching and Mentoring Aimed at any team leaders/ managers from Grade 6 upwards, however this is just for guidance and people who have gained previous qualifications in coaching and mentoring may want to consider this programme as part of their ongoing development as it explores coaching and mentoring in greater depth.

ILM Level 5 – Diploma Leadership and Management Aimed at Managers from Grade 5 to 7.

Is broadly equivalent to a Master’s Degree.

Levels 6 and 7 are offered by ILM but are not currently part of the Loughborough suite.

ILM Qualifications

ILM Level 2 and 3 combined briefing Leadership Awards ILM Level 3 – Briefing – Award in Coaching ILM Level 4 – Briefing – Certificate in Leadership and Management ILM Level 5 – Briefing – Certificate in Leadership and Management ILM Level 5 – Briefing – Certificate in Coaching and Mentoring ILM Level 5 – Briefing – Diploma – Leadership and Management

ILM Route for Leadership & Management

These programmes are fully funded by Staff Development.

I ALWAYS LOVE THE COURSES YOU RUN IN STAFF DEVELOPMENT AND FEEL VERY LUCKY TO HAVE SUCH PROFESSIONAL TRAINING AND EXPERIENCED TRAINERS ON HAND HERE AT LOUGHBOROUGH - Sally Western, Careers and Employability Centre

ILM qualifications ILM Level 2 - Award in Leadership and Team Skills This programme consists of 3 delivered sessions and 2 Assignment Tutorials spread over 5 weeks. It is essential to attend all sessions in order to gain the qualification. Programme units include: n

ILM qualifications

Developing yourself as a team leader This unit looks at you as a team leader and focuses on your responsibilities and levels of authority. We also consider ways to develop you as a leader, looking at areas such as receiving feedback and setting your own personal improvement plan. Developing the work team This unit focuses on helping you to understand more about how your team functions. Looking at ways to improve team performance and also how to assess the training needs of the team and address these needs.

ILM Level 3 - Award in Leadership and Management This programme consists of 4 delivered sessions and one half-day Assignment Tutorial spread over 5 weeks. Some work will be required between workshops, including some written reflection work and preparation for your final presentation, which is assessed.

I THINK THIS IS SOMETHING THAT MOST ACADEMICS SHOULD GO TO BECAUSE TEAM MANAGEMENT IS A MAJOR CHALLENGE FOR MOST OF US. NOBODY GIVES YOU ANY GUIDANCE AS TO HOW YOU SHOULD DEVELOP A TEAM.

Programme units include: n

Understanding Leadership This unit will cover the different leadership styles and qualities. You will review your own leadership qualities and potential.

Leading and motivating a Team

ILM IN LEADERSHIP AND MANAGEMENT HELPED ME TO MANAGE PEOPLE EASIER, GAVE FRESH IDEAS AND CONFIDENCE. I WAS SERIOUSLY IMPRESSED WITH THE QUALITY OF THE TEACHING AND THE POSITIVE ATMOSPHERE.

Undertaking coaching in the workplace You will undertake coaching in the workplace. Then you will monitor and review your own workplace coaching performance. This unit will give you the skills to do this.

Understanding performance management This unit covers how to set performance standards. You will learn about setting SMART objectives for the team. The unit also covers how to measure performance against agreed standards.

Reflecting on workplace coaching skills This unit enables you to learn how to reflect and review your coaching performance and make improvements where necessary.

effectively

This unit will deal with connecting the team with the vision and strategy. You will learn the importance of being able to motivate teams and individuals to achieve objectives. The unit also covers the role the leader plays in supporting and developing the team.

Understanding good practice in workplace coaching In this unit we’ll look at the roles and responsibilities, characteristics and behaviours of a workplace coach. You will also learn how to plan and organise workplace coaching sessions.

work team

ILM HELPED UPDATE MY SKILLS FOR TODAY’S WORKING PRACTICES.

This programme consists of 3 full days and 1 half day workshops, plus 6 hours of coaching with associated reflective coaching diary.

Programme units include:

Improving Performance of the This unit looks more closely at the performance of the team. Considering the levels of performance expected and how these are determined, addressing underperformance and understanding what motivates people.

ILM Level 3 - Award in Coaching

ILM Level 5 - Certificate in Coaching and Mentoring This powerful and very practical programme uses up-to-the-minute research, tools and techniques to develop the twin themes of individual coaching competence and coaching in an organisational context. The programme explores the management of coaching as well as developing the skills, confidence and competence of those coaching at a managerial level. Programme units include: n

Unit 1: Understanding the skills, principles and practice of effective management coaching and mentoring. Unit 2: Undertaking management coaching or mentoring in the workplace.

Unit 3: Reviewing own ability as

a management coach or mentor.

ILM MADE ME THINK MORE STRATEGICALLY AND HELPED ME TO CONSIDER HOW MY DEPARTMENT FITS IN WITH THE UNIVERSITY STRATEGY.

“THE LEVEL 5 COURSE HAS REALLY HELPED ME REFLECT ON MY STRENGTHS AND WEAKNESSES AND WHAT I SHOULD BE DOING WITH MY CAREER.”

“ILM LEVEL 3 WAS VERY CHALLENGING FOR ME AND I HAD TO WORK REALLY HARD TO COMPLETE THE COURSE. HOWEVER, I AM FINDING THAT I CAN NOW REFER TO THE SESSIONS AND MY ASSIGNMENTS TO HELP ME IN MY NEW ROLE AS AN FM TEAM LEADER.”

- Adam Crawford, CBE Units associated with ILM courses but you can attend as a standalone session: These workshops are aimed at those people who would qualify for the Level 4 programme, but are unable to commit to gaining the full qualification. Delegating Authority in the Workplace This workshop is designed to give managers a greater understanding of how to delegate a task in the workplace and examine ways to improve their ability to delegate and empower others.

Understanding the Importance of Marketing for an Organisation This workshop is designed to give managers a greater understanding of the importance of marketing for an organisation. The workshop also explores the marketing management as a process, using marketing management to increase customer base, improve organisational image, and to increase perceived value, environmental scanning and situation analysis, market share as an indicator of market competitiveness, primary and secondary research to determine market trends, industrial and consumer market segmentation, product life cycle and competitor profiling.

Becoming a Resilient Manager This workshop is designed develop individual mental toughness. The workshop also explores the importance and implications of mental toughness, be able to assess own mental toughness, understand the implications of own mental toughness in terms of personal effectiveness within the organisation, understand how mental toughness can be developed and examine your own mental toughness.

These workshops are aimed at those people who would qualify for the Level 5 programme, but are unable to commit to gaining the full qualification.

The unit explores how these concepts and financial principles are applied within Loughborough’s systems and procedures, enabling you to engage with your Finance Office colleagues and financial decision making committees such as Operations Sub-Committee, in an informed way.

Understanding the Management role to improve management performance

Managing Improvement

This workshop is designed to give managers a greater understanding of how the University functions and also how your role as a manager fits into the overall management framework of the University. There will be an opportunity to hear from key members of the senior management team to get a real understanding of the purpose of mission and value statements of the University as well as the stakeholders.

The aim of this unit is to focus on managing quality, but looking at your own practices and also the university on a wider basis to consider how we can improve and simplify services between departments/teams. We will be discussing the impact that departments have on each other and trying to identify ways to create the best overall experience for everyone that comes into contact with Loughborough University.

The workshop also explores the communications culture of the organisation and the challenges that may be encountered with communication. We also will consider issues such as networking and go onto look at your own personal style of management and communication and how this may affect your situations and the individuals you deal with.

The unit will focus on:

Making a Financial Case This unit is designed to help demystify some common financial concepts and enable you to develop your understanding and ability to use financial evaluation techniques to inform management decisions. It covers areas such as: n the nature of revenue costs and capital expenditure n products and service costing techniques n break-even analysis n margin and standard costing models n allocating costs n relevant costs in decision-making n costing systems in use at Loughborough n techniques to reduce costs n activity based costing n budgetary control and variance analysis n financial evaluation techniques n factors in considering and recommending revenue expenditure n effective methods to present financial information to support recommendations

n the differences between quality assurance, quality control and quality auditing n quality systems such as BSI, ISO and IiP (benefits and accreditation) n the concept of total quality management n tools and techniques for assessing and maintaining quality and customer requirements n how improving internal customer service across departments improves quality n the pros and cons of using service level agreements between departments n scoping an improvement plan to identify and prioritise areas for improvement, define success criteria and set targets for improvement to meet customer requirements, whoever those ‘customers’ might be.

Human Resources Management (Managing Recruitment) This workshop is designed to give managers a greater understanding of how the University functions and also how your role as a manager fits into the Human Resource Management framework of the University. The workshop explains the role and relevance of human resource planning in the University and looks at the legal requirements on human resource planning and on recruitment as well as looking at the University’s own HR policies and practices.

ILM qualifications

The workshop also explores the advantages and disadvantages of delegation, principles of effective delegation, delegating to empower others, constraints and benefits of empowerment, techniques for deciding the most appropriate individual, defining authority and power, responsibility and accountability and techniques to monitor outcomes of delegation.

- Maria Perry, Facilities Management

ILM qualifications Leading Innovation and Change This workshop is designed to develop the understanding and ability of managers to lead innovation and change. We will look at the techniques used in continuous improvement, including kaizen and business re-engineering. We will also consider ways to identify stakeholders during change, benefits, costs and overcoming resistance. As well as more detailed issues such as organising and planning change using Gantt charts and similar methods. The workshop will also challenge participants to think about the risk involved in change as well as the human and the financial factors.

ILM qualifications

Understanding Financial Management This unit will help you develop your knowledge and understanding of finance at Loughborough, the value of management accounting and the process of budget setting and control. The unit will covers areas such as: n accounting documentation, such as balance sheets, profit and loss accounts, income and expenditure accounts n financial performance measures at Loughborough n cash, profit and cash flow forecasting and credit control n sources of finance and funding within the Higher Education Sector and at Loughborough, and their characteristics n the role of the management accountant n Loughboroughâ&#x20AC;&#x2122;s stakeholders and financial expectations n financial performance indicators and their role in achieving objectives

and on budgets: the nature and purpose of financial and non- financial budgets n methods of preparing budgets n budgetary techniques for controlling operations n how variances are calculated and used to analyse extent, source and cause of budgetary deviation n techniques for monitoring and controlling costs. n

This unit will enable you to critique your key leadership responsibilities of: taking responsibility contributing to overall vision and goals, setting direction n setting and providing guidance on values n stimulating innovation and enterprise n anticipating, planning for and leading change n overcoming obstacles n delegating and empowering others n setting objectives for teams and individuals n modelling appropriate behaviour n representing and protecting your team and feeding back n developing individuals and your area of the organisation n n

Research, evaluation and logical grouping of valid and relevant information, difference between fact and opinion. Options and constraints applicable to presentation such as time, duration, venue, equipment and language.

Understanding the Importance of Marketing for an Organisation This workshop is designed to give managers a greater understanding of the importance of marketing for an organisation.

The workshop also explores the marketing management as a process, using marketing management to increase customer base, improve organisational image, and to increase perceived value, environmental scanning and situation The unit will also help you explore your selfanalysis, market share as an indicator of market leadership: competitiveness, primary and secondary research n emotional intelligence, using models developed to determine market trends, industrial and by different theorists consumer market segmentation, product life cycle n evaluating your strengths and weaknesses and competitor profiling. n identifying your own continuous self- development and how to identify opportunities to continue developing Managing Customer Relations n being open and honest with others This workshop is designed to give managers an n showing integrity and trustworthiness understanding and ability to be able to manage n being flexible customer relations as required by a practising or n taking risks potential middle manager. Furthermore, this unit brings a focus to: The workshop also explores the relevance of n your communication approach for persuading customer relations as a function of business and negotiating management, concept of decision making, the n developing vision and goals for significant nature of client / customer relations and the role projects or work programmes of the key account manager, buyer behaviour, n scanning the internal and external environment environmental scanning, customer supply chain, n gaining motivation and commitment of others supply chain management and the need for n mentoring and supporting others development. systems to provide after sales service to name a few.

These workshops are aimed at those people who would qualify for the Level 5 Diploma programme, but are unable to commit to gaining the full qualification. Making Professional Presentations

Becoming an Effective Leader

This workshop is designed to give managers wanting to develop knowledge and understanding of making professional presentations

Becoming an effective and authentic leader requires individuals to constantly consider their style and approach and evaluate the impact they have on others.

The workshop also explores the relevance of objectives, audience and contexts in relation to presentations. Understanding the level of knowledge and expectations of the audience.

Managing Projects in the Organisation This unit is designed to give managers an understanding and ability to be able to manage projects. The unit also explores project sponsors, stakeholders and scope, Gantt and bar charts, critical path analysis, methods of reducing project times and costs, methods to monitor and evaluate project progress and final outcomes, project communication methods, project management terminology, project life cycle to name a few. This is a self study unit, but you must complete â&#x20AC;&#x2DC;Project Management in the Real Worldâ&#x20AC;&#x2122; before taking this unit.

Excellence at Loughborough Excellence at Loughborough –

Improving the Experience Who Should Attend? All front line staff dealing with Students, Staff or Visitors – in particular support staff This course is aimed at giving participants the opportunity to reflect on the levels of service they offer their colleagues/ students/customers. We look into creating good impressions, choosing the right attitude and understanding basic body language.

Excellence at Loughborough –

Dealing with Difficult Customers Who Should Attend? All staff – in particular those people dealing with other members of staff, students, and visitors on a regular basis.

Excellence at Loughborough –

The International Experience Who Should Attend? All staff that deal with International Students, Staff or Visitors. This is a half - day course for all staff with the aim of sharing experiences and good practices. It is all about creating an International Experience for everyone at Loughborough University.

Excellence at Loughborough

Please note this course is aimed at people dealing with customers, both internal and external to your team/department/ school, but it does not focus on building better relationships within your team or people you work with on a daily basis.

Personal and Skills Development Assertiveness Skills

Building your own Resilience: Follow up

Who Should Attend? Any member of administrative staff looking for practical tips on how to be assertive.

Who Should Attend? Any member of staff.

Assertiveness is about valuing ourselves, knowing our rights, and being able to speak up clearly and respectfully on our own behalf.

Boost Your Self-Confidence Who Should Attend? Any member of staff who feels they would benefit from learning some practical and tangible confidence tips.

Personal and Skills Development

This is not for Postgraduate Research Students. Lack of confidence can affect us in all sorts of ways, and often results in us doubting our opinions, needs and skills, and then either hold back and feeling frustrated, or act in a way that does not bring a satisfactory outcome.

Building Your Own Resilience Who Should Attend? Any member of staff. Many of us are trying to cope with the things that the world throws at us on a daily basis, changing economic climate, uncertainty, changing roles, values and cultures, working with limited resources. The world has always been a challenging place and one thing is for certain, change will continue to happen. So we need to learn how to build our own resilience in order to work our way through the challenges and pick ourselves back up when things do go off course. All of this will help us to explore new experiences and challenges and reach our potential. This 2 hour workshop is aimed at all staff members who feel they would benefit from building their own resilience. It is really an introduction to the subject and a chance to share tips and ideas with other people about how to steer our way through the day to day challenges of life.

This session is designed for those who have already attended the ‘Building your own Resilience’ session. During this short 2 hour session you will be able to review your progress since the first session and again share ideas with others. In addition, more time will be dedicated to reviewing your own results from a resilience self-assessment questionnaire that you will be asked to complete before attending this session. So why not take a moment to review and reflect on your progress so far and get revived enthusiasm and support for your next steps.

Preparing for Retirement Who Should Attend? All Staff and their partners. An invitation to you and your partner to our one-day retirement event. We aim to cover the following questions: Are you really prepared for it? What will you do all day when you don’t have to spend your time working? How will your relationships adapt to the change? Can you maintain an active mind and healthy body? Can you manage financially?

These are some of the questions, which this workshop will address. It is never too early to prepare for retirement. Don’t leave it to the last minute!

Local Government Pension Scheme Prudential AVCs Who Should Attend? All members of the LGPS scheme. A tax-effective method of increasing your pension benefits by paying money-purchase AVCs.

USS Scheme Prudential AVCs Who Should Attend? All members of the USS scheme. A tax-effective method of increasing your pension benefits by paying money-purchase AVCs.

Successful Applications Who Should Attend? Any staff looking to apply for an internal post or a promotion and those who are attending an interview. This is a practical course which looks at how to make the most of your application – from application form through to interview. You will gain advice on how best to market yourself and how to sell yourself at interview.

Personal and Skills Development Change of course title: ‘Art of Brilliance 1 and 2’ were previously known as ‘The Art of Being Brilliant’ and ‘The Art of Staying Brilliant’. Previous attendance on ‘The Art of Being Brilliant’ qualifies you to attend ‘Art of Brilliance 2’.

Art of Brilliance 1 Who Should Attend? For all staff who want: n inspiration to change the way they think about work, life and relationships and to create a positive climate around them n tangible ideas which will have an immediate and positive impact at work and at home.

This is not appropriate for Postgraduate Research Students.

Who Should Attend? All staff who have already attended the workshop entitled “Art of Brilliance 1”. This is not appropriate for Postgraduate Research Students. This workshop aims to build on the excellent habits from “Art of Brilliance 1”, reviewing progress to date and taking the messages one step further. The aim is to stop the slide back to mediocrity and instil permanent change.

THREE ADMINISTRATORS FROM MY TEAM ATTENDED ART OF BRILLIANCE 1 AND ALL ARE BUZZING TODAY, WITH HOW GOOD THE SESSION WAS AND HOW MUCH THEY ENJOYED IT!

- Sarah Rate, School of Civil and Building Engineering The Mindfulness 8-week course: Increase Resilience and Effectiveness Who Should Attend? All members of staff who are open to experience meditation. Mindfulness is a 2,500 year old meditation practice that is increasingly relevant for today’s fast pace of life. The 8-week Mindfulness Course is non-religious and designed to teach you ways of paying attention in the present moment to yourself, others and the world around you. The key part of this is learning simple meditation practices

Research shows that people who adopt Mindfulness techniques as part of their daily life: n have increased ability to pay attention and concentrate n have raised levels of emotional intelligence n have increased resilience n have improved relationships n are more aware of their thoughts and feelings and better able to manage them.

Other Information: Attending an Introduction/ Taster Session for the Mindfulness 8-week course is essential prior to enrolling on the Mindfulness programme.

Time Management Who Should Attend? Particularly for administrative, clerical and secretarial staff who work in offices but open to any member of staff who would like to improve their time management skills. This session will help participants to: n share experience to find out what makes effective time management a challenge n look at various models which may help you plan your time more effectively n consider the consequences of not being in control n develop strategies to help deal with identified obstacles to effective time management.

Training Skills for the Occasional Trainer Who Should Attend? Any member of staff who needs to do occasional training as part of their role on a one to one basis or to groups. There is pre-work involved in this programme. This programme is aimed at anyone who needs to train others as part of their role on a one to one basis or a group basis. We will look at some of the key issues involved when trying to train people. Everyone attending this programme will be required to run a practise training session to show what they have learnt and also to develop their own personal skills through gaining constructive feedback from fellow colleagues and tutors. The programme is spread over 3 days to allow people the chance to practise their skills. There will be an assessment on the final day of the programme, each participant will be filmed as part of the assessment and will be given access in order to review their performance in their own time. A certificate will be presented to all successful participants for the full attendance and completion of the final assessment.

Personal and Skills Development

Art of Brilliance 2

such as the Body-Scan Meditation, ‘Mindful’ Movement and Sitting Meditation; one of which you are encouraged to perform daily between sessions. The course also aims to help you identify ways of working with and understanding your habitual ways of thinking and to develop strategies for more effective interpersonal communication.

Springboard Suite Staff Development is fortunate to be able to offer staff personal development along with professional development. We have a number of staff who have become licensed to deliver the well renowned and internationally known springboard programmes. Springboard is an expert international training company with a proven track record in work and personal development training. The outcomes from these programmes will vary depending on the individual, how much the individual wants to participate and personally get out of it. Personal Development Programmes – Combined Briefing Session Who Should Attend? All Staff. This is a combined briefing session for all of our Springboard programmes:

Fresh Steps – Springboard Suite

aimed at the more experienced workers

Navigator –

aimed specifically at men

Spring Forward –

aimed at new, aspiring or first line managers

Springboard –

aimed specifically at women

Fresh Steps –

Who Should Attend? For members of staff who are open to reassessing where they are in their lives and work, ready to explore new possibilities and to set new goals. successfully dealing with change identifying what you want from work n the use of mentoring/coaching n reassessing changing values n setting goals n your relationship with time n your health issues n the importance of exercise and relaxation n recognising your successes n relationships with other people n getting to grips with finance n clearing whatever is holding you back n gathering information n relaunching yourself n presenting your experience positively n turning your goals into reality n

Navigator –

Men’s Development Programme All of these programmes are aimed at giving you the opportunity to take time out to look at your life both personally and at work. It’s an opportunity to revisit or even identify your aspirations and dreams but also to recognise your achievements.

Spring Forward Programme Who Should Attend? For men and women members of staff who are either: considering a move into a management or leadership role, or... eager to progress further in their management or leadership role. n better problem solving, decision making and team working n more open to change and better at managing staff n better use of resources and time n taking more responsibility for your own development n more positive attitude n initiating more solutions and being more goal oriented n better at participating at meetings n more confidence.

Springboard –

Women’s Development Programme

Who Should Attend? All male staff – It is designed for men from all backgrounds, ages and stages of their lives who want to examine their lives at home and work and to take the next steps in their lives more consciously.

Who Should Attend? The Springboard programme is designed specifically for non management women, but can be suitable for more senior women if they wish to take stock of their lives and take time out to consider their own goals and aspirations.

This development programme is a powerful and pioneering course for men.

This programme enables men to identify the clear, practical and realistic steps that they want to take in their lives and then develop the skills and determination to do something about them. Other Information It is recommended that you attend a combined briefing before coming on the full programme.

knowing yourself and what you have going for you n goal setting and how to make these happen n how to focus on your priorities n assertiveness skills, recognising when you need to speak up for yourself n networking and how to raise your own profile n how to turn your weaknesses into strengths n finding your work/life balance n allows for sharing and exploring of your ideas n develops your self confidence so you can make the above happen

For all these sessions you are advised to first attend a combined briefing to find out more about the programmes and which would suit you best.

Administrative Skills AdNet Events

Grammar, Punctuation and Proofreading

Speed Reading

Who Should Attend? All admin, secretarial and clerical staff, in the administrative services job family.

Who Should Attend? This workshop is open to Loughborough University administrative staff who would like to improve their grammar and punctuation.

Who Should Attend? Suitable for all admin staff.

By attending network events, you have an opportunity to keep up-to-date with University developments, discuss topics of common concern and contribute to this vibrant network across all departments and sections.

Confident and Stress-free Minute Taking Who Should Attend? For administrative staff who need to write minutes and extract salient points from meetings, talks or discussions. Identifying problems for the note-taker.

Listening and recall techniques. How to extract central ideas; understanding and then rephrasing the speakers’ words; distinguishing between the relevant and irrelevant; exercises in immediate recall. Intensive practice in note-taking. Various methods which allow for flexibility, organisation and easy access. Writing minutes and action sheets. Purpose, function and different types of minutes; what to put in and what to leave out; layout, sequence, wording and actioning. Taking notes and writing draft minutes of a short meeting on video. Assessing those minutes.

Some of the things you were taught at school have changed; some of you may have learnt very little grammar at school. This workshop has been designed for admin staff who would like to refresh their knowledge of grammar and punctuation and ensure that they are following best practice. The course is not a technical one, but is one that considers the practical application of grammar and punctuation to written communication.

Mind Mapping Who Should Attend? All administrative staff. Mind Maps are powerful tools for absorbing information and organising large volumes of facts. The principal idea is drawn in the centre, with major branches radiating outwards. Further levels of thought, expressed in terms of key words or images, are connected to the main branches with thinner lines. This session aims to help you to create Mind Maps for collecting, organising, analysing and recalling information. Many people have found that this simple technique has revitalised their whole approach to thinking and note-taking.

Is it hard to prioritise your reading? Would you like to improve your concentration when reading? Is it hard to recall and use what you’ve read? Do you worry about missing something vital when you read? If you answer yes to any of these questions, then this workshop is for you! In this age of information overload, speed reading skills will help you to conquer those stacks of unread memos, reports, manuals, newspapers and journals. This technique is more than just reading fast, it’s about reading efficiently. It involves selecting carefully what you will read and deciding when and how you will read these items. This Speed Reading course aims to help you learn the techniques of reading faster with good comprehension. If you practice these skills you will harness the huge reserve capacity of your mind – and you’ll be surprised at what you can achieve.

Administrative Skills

Planning for the meeting and preparing an agenda. Purpose and functions of agenda; content, sequence, timing, wording.

Most people know that a sentence begins with a capital letter and ends with a full stop. Do you know how to construct a clear, comprehensive sentence? Do you write in clear, straightforward English? Do you know what the grammar check means when it says you are using the passive voice? Are some of the rules and conventions of punctuation and grammar a bit hazy?

Do you sometimes feel daunted at the prospect of mountains of reading?

Technicians Development

A new bi-annual networking forum has been established, entitled TecNet, which will represent all staff in the Technical (TE) job family across both Schools and Professional Services. The aim of TecNet is to create and maintain an identity for technical staff at Loughborough, share best practice and explore issues that impact on the TE role in general. TecNet sessions will be run throughout the year so keep checking the Technicians web page to check for dates and times! Visit: http://www.lboro. ac.uk/services/sd/you/technical/ We will keep you informed of topics to be covered via the Technicians E-newsletter.

Technicians Development

If you wish to subscribe to the Technicians E-newsletter, then please visit the technicians web page above for details. If you have suggestions for topics you would like covered, please let us know via email: sd@lboro.ac.uk

Other technical training If you have specific training needs then please do not hesitate to contact Staff Development. As a general guide, the Staff Development Technicians Training budget will fully fund ‘transferable skills and Health and Safety’ related training. More specialised or departmental specific training will be subject to negotiation and may attract partial funding from the training budget.

HEaTED is a national training and career development framework for the UK Higher Education sector. The HEaTED vision is to deliver tools and opportunities that not only meet the training and career development needs of technical staff, but also fit into the requirements of an ever changing HE sector. In partnership with the IST HEaTED are continuously developing and delivering a range of services to support the development of technical staff, including a specialist Virtual Learning Environment for HEaTED subscribers (see the HEaTED project pages on the Institute of Science & Technology website www.istonline.org.uk). Staff Development pays an annual membership fee to HEaTED to ensure we have access to all available support and development for Loughborough’s Technical staff. To find out more about what HEaTED can offer, visit the HEaTED website. www.heated.ac.uk/

Online Resources We have put together a wealth of useful information for all staff to help you keep upto-date with new policies and tools and tips to help you in your day-to-day work, so take a few moments to view the selection below.

Video clips provided by Scott Bradbury, StreamLearning: StreamLearning from Scott Bradbury The full listing of Video resources to complement our training sessions in a range of topics listed below: n

A Question of Evidence A 20 minute video illustrating the skills of behaviour-based selection interviewing.

Absenteeism : Getting a Grip Part 1 and 2. These videos cover: routine absence, return to work interview, staying in touch, and Part 2 looks at how to deal with tougher cases of absenteeism.

WHAM! A 23 minute performance management video. There are only four reasons why people don’t perform well at work: n

1. they don’t know What to do; 2. they don’t know How they are doing; 3. they aren’t Able to do it or 4. they aren’t Motivated to do it. WHAM!

Online interactive courses provided by Marshalls: Bribery Act 2010 Briefing Organisations in the UK face a new exposure to criminal liability for failing to prevent bribery. This can include liability for the unauthorised actions of their employees, subsidiaries and agents. n

Making Change Happen A 16 minute video – a change initiative may be conceived by senior managers but it is the behaviour and actions of managers throughout the organisation which bring about its success – or failure. Performance Objectives that Work A 16 minute video – Performance Objectives that Work goes beyond the process of SMART to illustrate the importance of gaining not only agreement but emotional engagement too.

Using Competencies Successfully A 15 minute video – competencies make explicit the way your organisation wants its people to work. Using Competencies Successfully illustrates how to use them in PDRs, in promotion interviews and for self-development. n

It is recommended that new staff complete this during their probation period or a least in their first twelve months of employment at the University.

The course highlights the behaviour expected from all staff Bullying and Harassment For Managers An online course for all managers. n

It is recommended that new managers complete this during their probation period or a least in their first twelve months of employment at the University.

All other managers should try and complete this as soon as possible. The course highlights how managers should role model the expected behaviours. Diversity in the Workplace An online refresher course on equality and diversity for all staff. n

Especially recommended to staff who have not been on an equality & diversity course in the last two years or more. Find out about legislative changes and how that affects you. Equality Analysis An online tool to meet the general Public Equality Duty of the Equality Act 2010. n

Online Resources

It is University policy to comply with all applicable anti-bribery laws. Bribery or any form of corruption by a member of staff of the University may be considered gross misconduct n Agreeing Development Objectives and the member of staff may face dismissal. An 18 minute video illustrating how managers It’s therefore important that we understand can use questioning skills to help learners think the basics of the Act to avoid unnecessary through their aspirations. difficulties. n Feedback: Fixing Performance Problems “Combating the risks of bribery is about A 17 minute video shows managers how to common sense and not about burdensome give negative feedback to someone they control.” Secretary of State. believe is not performing to the required standard or to their full potential.

Bullying and Harassment An online course for all staff. n

Online Resources Online learning via the Learn system: n

Mandatory Fire Safety Interactive Course This is an online course which ALL University staff are required to complete and takes 20 minutes. Recruitment and Selection Online Refresher Training This online refresher course is designed for Chairs of panels that have not attended the Recruitment and Selection course in the last five years, but is also a good refresher for anyone who would like a general overview of the recruitment and selection procedure at Loughborough. Please note however, this online training does not replace the need for staff to attend the one day Recruitment and Selection course.

Other useful resources: Data Protection section of the Student Handbook An outline of the processes used when the University deals with certain student information.

Online Resources

Midland Academic Practice Network A regional staff development network in Higher Education which focuses its programme of events on Academic Practice and Learning Support. n

Manager’s Toolkit A huge range of online resources tailored for Loughborough University staff. n

Retirement From October 1, 2011 there is no longer a compulsory retirement age in the UK which means, depending on the role you are doing, you may well be able to work on into your seventies or even eighties. The question is … “is this what you want?” You can never start planning for your future too early and this website aims to give you some sign posts to useful information.

www.lboro.ac.uk/services/sd/retirement/index To view all our online resources, visit our web page: www.lboro.ac.uk/services/sd/resources Microsoft Office Self-Paced Training Materials Found on the IT Services web page: www.lboro.ac.uk/services/it/support/training n

Courses provided by other colleagues Additional lists of courses are designed and run by our colleagues for specific groups, so please visit their web pages for a full list of available courses, or contact them by email or phone.

Health, Safety and Environment: www.lboro.ac.uk/services/health-safety/training.html E: C.M.Brownless@lboro.ac.uk T: 01509 222181

www.lboro.ac.uk/services/it/support/training/ E: it.services@lboro.ac.uk T: 01509 222333

Teaching Centre: www.lboro.ac.uk/services/teachingcentre/courses/ E: tc@lboro.ac.uk T: 01509 228042

Courses provided by other colleagues

IT Services:

Staff Development Loughborough University Leicestershire LE11 3TU T: +44 (0)1509 222381 E: sd@lboro.ac.uk

www.lboro.ac.uk/staffdevelopment

57875/DPS/May2014

This guide is subject to change so please check our web site for current details