The quality of leadership is crucial to establish and maintain effective practice in every setting. Building a confident team requires a reflective and skilful approach. The following courses support and develop both new and experienced leaders. Bespoke courses can be negotiated to meet your specific requirements.
Team Building in the Setting
- To develop a better understanding of team roles and responsibilities.
- To learn about team dynamics and interactions.
- To look at how different individuals form interdependent relationships within a collective team structure.
- To look at how teamwork can improve outcomes for children and parents in the setting.
- To examine in relation to employee retention.
- To understand how to motivate people at work in relation to adult learning theory, wellbeing, Maslow’s Hierarchy of Needs and X and Y theories of leadership
- To reflect on and be able to apply this knowledge to better motivate the staff team
- To identify the different roles played by team members in relation to Belbin’s theory
- To identify typical stages in team development using Tuckman’s theory
- To reflect on and be able to apply theories of team work to get the best out of the staff team
Managing Change and Developing New Thinking
An opportunity for Early Years Leaders to be part of a peer action Learning set.
Maximum numbers: 8 per group
- Headteachers, Heads of Children’s Centres, EYFS coordinators, PVI Managers.
- Can be targeted at those with satisfactory or inadequate outcomes to support improvement, or for ‘high flyers’ for challenge, support and reflective practice to develop in good and outstanding practice. Experience suggests that sets can become self-facilitating in the longer term and are much valued by participants as a significant in transforming their thinking and improving practice.
- To develop understanding of and skills in action learning.
- To develop the potential for self-facilitating action learning peer groups.
- To enable practitioners to develop new thinking to solve their greatest work challenges with support from peers.
To ensure EY Leaders
- benefit from an ongoing group of peers to develop their thinking and transform self-identified challenges in their work.
- learn new skills in asking open questions, problem solving, active listening and presenting issues to others.
Early Years Leaders
Early Years managers are often working under pressure – from managers, staff, parents, inspectors, the needs of children and their community. Managers have daily demands on their time and pressures to participate in a range of activities. Early Years work is going through big changes. An action learning set is an opportunity to take some time out and to be truly reflective about your work. It is not another training course. It focuses on the issues that matter to you most with people who understand exactly where you are coming from.
Good Manager Great Leader
To develop the role of manager and leader with effective delegation and communication to keep everyone on side.
To develop skills, knowledge and techniques to enable greater management effectiveness, including communication, performance management, goal settings, time and priorities and coaching skills
To understand how leadership style impacts on others.
have reflected on how Management styles impacts on Early Years Foundation Stage and the development of children
have seen the benefits of, and practised using a coaching management style;
more confidently manage the performance of others in a positive and inspiring
understand appropriate ways to influence others and be confident to use these methods;
be aware of how they spend time and have a toolkit of ways to manage time better;
Supervision in the Early Years Foundation Stage
1. To enable Schools or Early Years Settings to establish or refresh their supervision policies as required by the EYFS
2. To enable managers and leaders to develop their skills and learn new tools for facilitating supervision of their staff
participants will gain new perspectives on supervision, performance management and coaching
participants will practice and develop their skills in coaching and supervision
participants will learn tools and techniques to assist their supervision practice
participants will have introduced or developed a supervision policy appropriate to their workplace and across their team.