Sending managers on the odd course rarely changes how an organisation is led. A management development programme does: a structured series of sessions, spread over months, that builds the same skills and shared language across a whole group of managers. This guide explains how to plan an in-house programme for your managers, what to include, how long it takes, what drives the cost and how to measure the impact.
What is a management development programme?
It’s a planned programme of training for a group of managers, usually delivered in-house, that runs over several months rather than a single day. Sessions are spaced out so managers can try the tools at work in between, and the programme is adapted to your organisation’s culture, challenges and values.
Compared with one-off courses, a programme gives you:
- Consistency: every manager learns the same models and language, so they manage in a joined-up way.
- Behaviour change that sticks: learning, practice and reflection happen over months, not in one day.
- Relevance: examples and exercises built around your own situations.
- With or without ILM: run it as a skills programme, or build in a recognised ILM qualification.
Management development vs leadership development programmes
The terms are often used interchangeably, but there’s a useful difference. Management development focuses on running the day job well: planning, delegating, managing performance and giving feedback. Leadership development focuses on people and direction: motivating, coaching, influencing, leading change and shaping culture.
The best corporate learning and development programmes combine both, and the balance shifts with seniority. New managers need mostly management skills; senior leaders need mostly leadership. That’s why we run three levels, from an Aspiring Managers Programme to a Senior Leaders Programme, and tailor each one to your organisation rather than delivering an off-the-shelf course.
Signs your organisation needs one
- You’ve promoted good specialists into management, but they’ve had little or no training.
- Managers handle people issues very differently, so staff get an inconsistent experience.
- Difficult conversations get avoided, and performance or absence problems drift.
- Engagement or retention scores point to line management.
- You’re growing or restructuring and need managers to lead change well.
- You want a clear development path from first-line manager to senior leader.
Choose the right level for each group
Most organisations need different programmes for different levels of manager. Here’s how our three programmes are structured:
- Your role as a manager, communication, delegation, motivation and feedback
- 3 days over 4–5 months
- Ideal group: 6–14
- ILM option: Level 3
- Leading change, coaching, performance, influence and strategic thinking
- 5 days over 6–8 months
- Ideal group: 6–12
- ILM option: Level 5
- Setting direction, leading culture and change, high-performing teams
- 4 days over 6–8 months
- Ideal group: 4–10
- ILM option: Level 7
Run one stage, or all three as a joined-up leadership pathway. See the full details on our management training programmes page.
How to plan a programme in six steps
- Diagnose the needTalk to senior leaders, HR and the managers themselves. What should managers do differently in six months’ time?
- Group by levelPut managers with similar responsibilities together so the content fits their day-to-day reality.
- Choose the formatIn person, online or blended. Spacing sessions a few weeks apart gives time to practise between them.
- Add self-insightA profiling tool gives each manager insight into their style and gives the group a shared language.
- Decide: with or without ILMRun it as a skills programme, or build in an ILM Award, Certificate or Diploma for recognised proof of learning.
- Embed and measureUse 1:1 coaching between sessions, involve line managers, and measure the change against your original goals.
Profiling tools you can build in
Profiling helps managers understand how they think, communicate and lead, and how to adapt to the people in their team. We can build in tools such as MBTI, SDI 2.0 (Strength Deployment Inventory), Blanchard SLII® (a situational approach to leadership) and PRISM Brain Mapping. The right one depends on your goals: SLII® is excellent for matching leadership style to each person’s needs, while SDI 2.0 is strong on motives and conflict.
With or without ILM: which is right for your managers?
Every programme can run with or without an ILM qualification. The training days, coaching and profiling are the same either way; the difference is whether your managers also complete work-based assignments and finish with a recognised ILM Award, Certificate or Diploma.
- Pure skills programme: sessions, practice and coaching
- No written assignments, so less time away from the day job
- Lower cost per manager
- Easy to tailor every module to your priorities
Best for: building skills quickly across a team, or when a qualification isn’t a priority.
- A nationally recognised ILM qualification at Level 3, 5 or 7
- Work-based assignments that apply the learning to real situations
- Clear evidence of development for appraisals, promotion and retention
- Tutor marking and feedback on every assignment
Best for: career pathways, succession planning, and showing staff you’re investing in them.
Typical matches are ILM Level 3 for new managers, Level 5 for middle managers and Level 7 for senior leaders. You can also mix the two: run the programme for everyone and let managers who want the qualification add the ILM assignments.
ILM assignments are marked Pass or Referral. Referrals are a normal part of learning: the manager updates the referred part and resubmits it, with tutor support throughout. For individual guides, see the ILM Level 3 and ILM Level 5.
In-house programme or open course?
For one or two managers, our two-day Essential Management Skills course in London (from £729 + VAT per person) is a good fit, with an optional ILM Level 3, 4 or 5 Award.
What does an in-house management training programme cost?
In-house programmes are priced per programme rather than per person, so the cost per head falls as the group grows. The main things that affect the price are:
- the number of training days and managers
- how much tailoring you need, from adapted modules to a fully bespoke design
- profiling tools and 1:1 coaching between sessions
- ILM registration, assessment and certification, if included
- delivery in person, online or blended, and any venue costs
We price each programme after a free consultation, with flexible payment terms.
How to measure the impact
Agree what success looks like before you start, then measure it during and after the programme. Useful measures include manager confidence and capability ratings before and after, feedback from each manager’s team, engagement and retention figures, absence and performance data, and progress on the goals each manager sets in their action plan. For longer programmes we can build in ROI measurement from the start.
Frequently asked questions
What is the difference between management and leadership development?
Management development builds the skills to run the day job well; leadership development builds the skills to motivate, coach and lead change. A good programme combines both, weighted to the managers’ level.
What is a management development programme?
A structured series of training sessions for a group of managers, spread over several months and adapted to your organisation, often with coaching and an optional ILM qualification.
How long does a management development programme take?
Typically 3 to 5 training days spread over 4 to 8 months, depending on the level of your managers.
How many managers can take part?
Ideal group sizes are 6 to 14 for new managers, 6 to 12 for middle managers and 4 to 10 for senior leaders.
Can a programme run with or without an ILM qualification?
Yes. Every programme works as a skills programme on its own, or can be aligned to an ILM Award, Certificate or Diploma at Level 3, 5 or 7.
Can it be delivered online?
Yes. Programmes can be delivered in person, online or blended.
How much does it cost?
In-house programmes are priced after a free consultation, based on days, group size, tailoring and options such as coaching, profiling and ILM.
Ready to develop your managers?
See our three programmes, profiling options and ILM routes on our in-house management training programmes page, or call us on 0207 101 3619 for a free consultation. Tell us about your managers and what you want to achieve, and we’ll recommend the right programme.
