MAN6706 Leadership Development Proposal Assessment 3 – Australia.

Assessment Task 3: Leadership Development Proposal
This assessment task involves writing a fully developed proposal for a training course on‘Strength-Based Coaching Skills for Managers’.The strength-based coaching skills training course must be complemented by the formation of an action learning set.Therefore,the proposal must cover both the training course and action learning set.
MAN6706 Leadership Development Proposal Assessment 3 – Australia.

MAN6706 Leadership Development Proposal Assessment 3 - Australia.

Value: 40 % of the unit
Format: MS Word document. Length: Maximum of TEN (10) A4 pages of text, 1.5 line spacing, 11 point Times New Roman font, excluding Title page, Table of contents, References and Appendices. Margins: 2.5cm (1”) on every side.

How to submit: Electronically, via Blackboard>Assessment Zone> Proposal folder > Turnitin link

Unit learning outcomes:
• Apply learning and development theory and concepts to a range of problems in authentic contexts.
• Apply the principles of instructional system design to the development of a learning and development program.
• Design a developmental program that builds leadership capability in an organisation.
• Produce an organisational development action plan based on the analysis of an organisational level problem or opportunity.

The following CLOs are consolidated:
• CLO4. Independently initiate, plan and execute a substantial project to meet agreed deliverables [AQF S5, A1, A2, A3].

Preparation :
Before starting this assignment you should have, as a minimum, familiarised yourself with the proposal
assignment brief as well and APA referencing style,and completed the required reading for each week.To
complete this assignment you must read widely on topics such as the four stages of HRD, the strength based approach, managers as coaches, coaching skills, action learning and relevant learning theory(e.g.,
And ragogy, Kolb’s Learning Cycle, Social (observational) Learning).

Assignment Instructions :
For this assignment, you are required to write a proposal for a leadership development initiative focusing on the development of strength-based coaching skills for managers that incorporates both a training course and an action learning program.

Brief:
You are the newly-appointed Human Resource Advisor in a medium-sized business that employs approximately 150 mostly professional employees. Of these employees,10 occupy managerial roles.The
CEO of your company values learning and wants to increase the quantity and quality of learning at work.
However, the company does not have the financial resources to fund employee participation in external formal education and training programs. The CEO has considered alternative approaches to fostering the learning of employees at work.

After reading Harvard Business Review Blogs about managers-as-coaches and the strength-based approach the CEO decided that the organisation should strive to develop a ‘strengths-based coaching culture’.Therefore, the CEO has asked you to write a fully developed proposal for a training course on ‘Strength-Based Coaching Skills for Managers’. The CEO is aware that one-off training courses often do not result in behaviour change in the workplace.

Therefore the CEO wants the strength-based coaching skills training course to be complemented by the formation of an action learning set. The action learning set meetings will start after the training course has been completed.The meetings will provide a forum for the managers to reflect on the challenges that they are encountering as they apply their newly acquired skills within their respective work groups and formulate action plans to address the challenges.

MAN6706 Leadership Development Proposal Assessment 3 - Australia.

MAN6706 Leadership Development Proposal Assessment 3 – Australia.

The CEO has a strong academic background and is a firm believer in evidence-based practice.Your report
must be tailored accordingly.This means that, where appropriate, the proposal must contain references to
good quality source material.

Note: If you wish, you can write the proposal for your own workplace, but the proposal must still meet the brief.

The proposal must consist of the following components:
• Title page
• Table of contents
• Needs Analysis (organisation, task, individual)
• Overview of the Proposed Developmental Interventions (training course and action learning program)
• Learning Theory (and ragogy, experiential learning theory, social observational learning)
• Learning Outcomes (of the training course)
• Evaluation (of the training course and action learning program)
• Transfer of Learning (transfer strategies before, during and after the training)
• Costs and Projected Benefits (direct and indirect costs; benefits for individuals and organisation)
• References
• Appendix 1: Training course program (focused on developing core coaching skills)
• Appendix 2: Single session plan (focused on developing a single core coaching skill)

The proposal must be coherent (i.e. all the parts must ‘hang together’) and it must be realistic (i.e. ‘true to life’).

The following table provides guidelines for preparing the proposal.

Proposal Component

Needs Analysis: Link the proposal to the business need. What has been going on in the organisation that has led to the need for the proposed developmental interventions? How do the developmental interventions relate to organisational objectives? What core skills are necessary to enact the role of manager-as-coach? How were these core coaching skills identified? Who are members of the learning audience and what knowledge and skills do they need to learn? (i.e., What knowledge and skills are needed for successful performance?) What knowledge and skills do they already have? How were their learning needs identified?

Overview of the Proposed Developmental Interventions: Briefly describe the developmental interventions you are proposing. Provide a snapshot of the proposed developmental experiences. Describe the nature and type of training that will occur over a designated period of time. What types of learning activities are proposed? How will the action learning set operate and complement the strengths-based coaching skills training course? Note: This section of the proposal must include reference to the training course program and a single session plan. These two documents must be attached to the proposal as follows:

• Appendix 1: Training course program (See an example on page 273 of the textbook.)
• Appendix 2: Single session plan (Use the session plan template – see Blackboard,Assessment zone, Proposal folder.)

Learning Theory: Explain how learning theory is integrated into the design of the strength-based coaching skills training course and the action learning set. Examples of relevant theory are Adult Learning Theory (i.e., Andragogy), Experiential Learning Theory (i.e., Kolb’s Learning Cycle), and Social (observational) learning theory.

Learning Outcomes :- Write learning outcomes in the proper format for just the proposed strength-based coaching skills training course. (Five to 8 learning outcomes should be sufficient.) The proper format is After completing the strength-based coaching skills training course,participants will be able to Describe Demonstrate Justify Develop Apply and so forth. Each learning outcome must start with an action verb. The learning outcomes must relate to coaching skills such as active listening,giving feedback,questioning, and structuring a coaching conversation.

MAN6706 Leadership Development Proposal Assessment 3 – Australia.

MAN6706 Leadership Development Proposal Assessment 3 - Australia.

Evaluation of the Training Course and Action Learning Program: Explain how you will evaluate the effectiveness of (1) the proposed strength-based coaching skills training course (e.g., using Kirkpatrick’s four levels) and (2) the action learning set.

Transfer of Learning: Outline strategies for assuring that participants’ learning from the strength-based coaching skills training course will be transferred back to the workplace.

Costs and Projected Benefits: Document both the anticipated financial costs and benefits for the organisation and participants of the training course.

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