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Personal and Professional Development

 

Whether you are working with others in a research group, a professional service area, or any other area of the University, most of us already know what a 'good' and effective manager looks like.

An effective manager is likely to:

  • Create an environment that optimises the well-being of themselves and others, by enabling individuals and the team to do their job well
  • Commit time to planning and managing individuals, the team and the workload
  • Review and make plans with individuals that include clear work objectives and opportunities for development
  • Ensure regular and constructive feedback in order to recognise and sustain effective performance and behaviour, and support development
  • Use regular 1 to 1 meetings, team meetings and other opportunities to encourage input, collaboration and good communication
  • Demonstrate skills to identify and solve problems objectively, and make decisions that are fair and justified
  • Manage challenges or conflict with a timely, consistent and supportive approach
  • Recruit well to appoint the best person for a role, use induction and probation well to ensure a positive and productive start
  • Lead by example, celebrate successes and learn from mistakes
  • Build trust, motivate and support growing independence as skills, knowledge and experience increase
  • Take responsibility for developing their own skills, knowledge and experience in this area
  • Role model behaviour that is respectful, professional and supports a positive atmosphere

Learning and developing these skills, knowledge and experience can happen in many ways. The majority of learning comes through day-to-day experience (and being reflective of what is working and what is not); some by learning from and with colleagues, and some via ​more formal input such as face-to-face or online courses. 

Below are some suggested options for those new to managing others – many would also be suitable for those aspiring to a management role, or to refresh their existing skills and knowledge. Ideally, engage with a combination of activities to encompass a broad approach to learning and development.

Consider Leadership and Management training available via PPD

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Other development suggestions:

  • Work with your own line manager to build on this part of your role, for example, include discussions about this part of your work in your own 1:1s so you can reflect on how it’s going and find support as necessary.
  • Work with, and learn from, other managers and colleagues to share good practice and support each other. 
  • Perhaps seek out a mentor to support with this particular part of your role – for example, in your current area or with a previous colleague.
  • Externally,  for example, Chartered Institute of Personnel and Development (CIPD) (you can register for online access without being a member) offers a range of resources and guidance for new managers and more broadly.
  • Read, browse, search for books, articles and websites that support your learning in this area.
  • Consider working towards a qualification e.g. an Apprenticeship in Leadership, more information is available on the Apprenticeships website.

Finally, stay interested in developing this part of your role. It is well recognised that if you are responsible for the work, behaviour and development of others, it is essential for your own wellbeing, and that of those in your team, to understand how you can create an environment that enables everyone to do their job well.