What is mdp qualification?
Below are a selection of our MDP clients. Each programme is unique and is designed around your exact requirements including a complete blended approach of learning
You may want an accredited or formal management and leadership qualification as part of your programme.
To that end we can offer ILM, CMI and CPD accreditations and qualifications.
If the needs be we will work with you to select the right body for your organisation and the right type of assessment, coursework and project work required.
We strive to make it very easy for you to work with us with no hoops to jump through and without a fare meter running. Here’s what our clients say about us
There are many options available when it comes to what we can include in your management development programme. Here are some examples below…
Your Management or Leadership Development Programme can include some or all of the above!
The choice is yours.
Here are some recent examples of leadership & management development programmes we have been responsible for:
The Brief
Allianz Insurance is one of the largest general insurers in the UK and part of the Allianz SE Group, one of the leading integrated financial services providers worldwide and the largest property and casualty insurer in the world.
They recognised that there was a need for the development of their new managers, who had been brought on-board after a large expansion drive.
Allianz wanted to identify their management potential and build the skills of their entire management team, many of whom were new to the company, along with others who had many years’ experience in the industry.
They wanted to develop their ‘softer’ skills, as the technical side of the job was taken care of by training and development inside the company. Any training carried out was to be aimed at evolving their management, coaching, delegating and overall leadership skills.
The Solution
After analysing the overall outcomes required by Allianz, MTD developed a bespoke twelve-month programme that covered all aspects of leadership within the insurance industry. It was aimed at new and existing managers who had varied exposure to training and development.
Following a 360 review, a Myers-Briggs analysis and a Belbin report, the material was developed that helped all participants to partake in line with their own particular learning styles.
The Feedback
The programme was very successful. The feedback was excellent and there was an increase of 21% in the scores obtained from a pre and post-programme 360 degree exercise that was carried out. Allianz has continued to use MTD each year for different cohorts of their managers. Over 100 managers have now been involved in the development programme.
The success of the programme has meant many managers have been allocated for promotional prospects, and the feedback has allowed MTD to bespoke the information for all delegates.
The Brief
Great Western Railway (GWR) was looking for a transformational and enduring leadership development programme which focused on behavioural change and using best-practice benchmarks from within and outside the railway industry.
There were a number of game changing internal and external projects that were on the horizon so all of the middle and senior management layers within GWR needed to be equipped with the skills and techniques to be able to drive GWR through the change and on to the next level.
Traditionally there was a transactional culture within the organisation and many managers on the programme had little exposure to modern management techniques and the large geographical range and complexity of the rail network had led to some silo working.
The objective of the leadership development programme was to get their managers engaged with the inherent and future change of the organisation and to provide them with a toolbox of skills to be able to lead, motivate and develop their people.
The Solution
Following a comprehensive training needs analysis, MTD designed and delivered an 18-month Leadership Development Programme (LDP) involving 75 senior and 280 middle managers within the organisation.
The programme included a mixture of workshops, DISC profiling, 360 degree feedback, eLearning, action learning sets and creating an online management academy.
A total of 5 trainers were used and workshops were delivered across 4 different locations. MTD’s administration department was responsible for all of the programme management.
The Feedback
The programme was accompanied by a rigorous evaluation piece that measured all 4 levels of the Kirkpatrick model. Here are some key highlights that were gathered just 4 months after the end of the programme:
Crucial development areas for GWR were a complete change in behaviour and culture with regards to Safety Leadership, and the programme achieved the following results:
As a direct by product of the training, due to the improvements in business KPIs and crucial development areas, there was also a 33% increase in customer satisfaction.
The Brief
The programme was first launched to the UK management population. It has since been rolled out to France, Poland and Spain. Over 200 managers have attended the programme, a great reflection in not only how successful it has been, but on the trust this global company places in MTD to assist in their overall management development.
Xerox had a need for developing their European management teams and turned to MTD to come up with the answers. The company required detailed cultural differences in the programmes, which were to be run in the UK, France, Spain and Poland.
Emphasis was to be placed on how their management team could strategise future working relationships with their European teams and how to keep up with the ever increasing demands of their customer base.
The programme needed to cover leadership skills and all the softer skills that would encourage good leadership practice to be rolled out throughout the teams that the managers were responsible for.
The Solution
MTD devised a year-long programme for each country, run in the native language, highlighting the key components of leadership for each level of the organisation.
A series of five modules (10 days) was developed that covered the main essential components that make Xerox the company of choice for employees and clients alike.
Soft skills like leadership behaviours and styles were measured and applied after each module. Each manager had direct contact with their programme leader to discuss new elements of leadership that can be applied in their real world.
The Feedback
The programme was first launched back in 2009 to groups in the UK, France, Poland and Spain. Since then, over 200 managers have attended the programme, a great reflection in not only how successful it has been, but on the trust this global company places in MTD to assist in their overall management development.
“We strongly recommend MTD as a training and coaching provider. For their professionalism and for the successful results we have achieved.” Maria Gomez – HR Manager – Xerox
“The programme content has been
informative, interactive and fun…”
“I have no hesitation in commenting on the Management Development Programme that has been delivered here at Malvern by Mark Williams of MTD. Mark is very professional, enthusiastic, and dedicated. The programme content has been informative, interactive and fun, has been well received, and has more than adequately met our high standards of expectation” Tina Beckett – Learning & Development Officer – Malvern Hills District Council
The Brief
Malvern Hills District Council identified that the quality of their leadership would be a vital factor in becoming one of the best performing District Councils in the country.
To that end, they wanted to develop their 50 managers to lead and drive the council forward and to bring some “commercial awareness” to how the district was being run. We were selected to design, implement and deliver their management development programme.
The Solution
After gathering and determining the requirements we designed and delivered a modular 6 month Management Training Development Programme and following on from that a Team Effectiveness and Organisational Learning strategy to be implemented throughout the council.
Within this particular solution, we wanted to ensure that:
The Contents
The Management Development Programme Consisted Of:
The Team Effectiveness & Organisational Learning Programme Consisted Of:
Feedback
“An excellent programme. I loved the inclusive approach. I am now going to be able to work much more closely with support staff so they understand my needs and I understand theirs”
Colin Davis – Strategic Director Operational Services
“The various assessments and questionnaires gave a great insight into my “comfort zones” in terms of styles and behaviours. I can now reflect on this and be aware that I may need to step back and modify my approach to certain situations”
Siobhan Moss – Accountancy Services Manager
“The programme completely met my needs. I really liked the way that leadership was applied to real life situations. I now know how to “lead” rather than “manage”. Thank you! It was a great opportunity for development”
Peter Gillett – Head Of Financial Services & IT
“It was a very enjoyable programme. A great team effort. I will now be able to look at the “bigger picture” rather than just my little piece of the council! Mark was an excellent tutor throughout the modules – thank you”
Hilary Law – Careline Services Officer
