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What is the difference between leadership and management

It’s a known fact that everyone wants to achieve great things at work, and getting higher on the ladder usually requires becoming someone more senior.

Because of this, you’ve no doubt heard of management and leadership. But, while they sound the same, the two are very different when it comes to advancing at your place of work.

Leadership and management

While leadership and management are often thought to be the same thing, they’re very different. The main difference is leaders have those that follow them, whereas managers have those that work for them.

However, with that being said, leadership and management go hand in hand with each other, and while they aren’t necessarily linked, they complement one another. The biggest overlap between the two being; good leadership includes responsibility for managing.

So, while leaders can include management as a function of the role, the same doesn’t apply for managers.

This may seem confusing, but, despite the overlaps, the only way to see how leadership and management are different is to think of the one without the other.

Below, we take a look at what makes a manager and what makes a leader.



One thing leaders do is create a picture that’ll inspire and engage those around them. They also see people as individuals, motivating them to be part of the bigger picture, rather than working solo as more can be accomplished together.

Make change:

Leaders don’t just settle for what already exists, instead, they strive to innovate and make changes as best they can to find a better way of moving things forward.


Self-aware, leaders are comfortable with themselves, making them both authentic and transparent to others.


No one can accuse leaders of being afraid as they’re always willing to take risks, regardless of whether they’re successful or not, as failure can lead to success.

Stick with it:

While some people may flit between jobs or projects, leaders are in it for the long-haul. This is because they set out to achieve something and stay motivated until they reach their final goal, no matter how far away it may appear.


Due to their nature to challenge themselves and take risks, leaders are always learning new things. This, in turn, allows them to grow and expand their knowledge.


Rather than purely focusing on them themselves, they focus on others too. This allows them to build up relationships, which creates trust and loyalty in the long run.


Leaders always work to help those around them, passing on their knowledge to help others improve, as they know this will help to improve the company too.

They have fans:

Because of their attitude and determination to succeed, while helping others, this wins fans within businesses, helping to boost their visibility and credibility.



Mangers are concerned with meeting or exceeding objectives. This results in setting, measuring and achieving goals in a controllable situation.

Status quo:

Unlike leaders, managers tend to stick with what works rather than looking to change it.


Rather than going with their instinct, managers recreate competencies and behaviours learnt from leaders around them.


Rather than taking them, managers work to minimise risks, working to avoid problems rather than embracing them.


Rather than looking ahead, managers are more focused on short-term goals, achieving regular acknowledgement.


Managers tend to rely upon the skills they currently have, sticking to a formula that has proven successful and refining them.

Build systems and processes:

To achieve goals, managers set structures that are needed, focusing on desired outcomes by working with individuals to achieve the objectives.

They direct:

Managers assign tasks to those that work for them, guiding how they can be accomplished.


Rather than a team, managers have a group of people that work for them and seek to please them.


As you can see, the two are very different in style. However, this doesn’t mean that someone in the management world can’t move into one of leadership.

This is something many companies do to grow the talent they have, helping improve the company as it moves into the future.

Research has shown that 90% of those who have completed a leadership and management qualification improved their performance at work. This even had a ripple effect, cascading down to other colleagues.

To find out how we can help you and your company with one of our management and leadership courses, please get in touch today, and someone will get back to you.

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Resilience in leadership

Leadership and resilience

In the workplace, many have indicated the importance of resilience as a leadership trait due to resilient leaders being seen as more effective overall.

Required in many workplace situations, you may be wondering what resilience is and how it can be applied to your management skills.

Let us tell you all about it.

What is resilience?

When boiled down, resilience is a further evolution of stress management. Recently, many businesses have been pushing the concept of resilience as a way of helping to unlock further potential in business performance, as it helps workers better cope with the stresses and strains of the modern-day office.

When it comes to managers, being able to implement resilience tools and strategies will therefore not only make you a better leader but help the company overall.

Traits of a resilient leader

There are several ways to identify if you’re a resilient leader or not.

Firstly, resilient people possess three specific characteristics. These are:

  • An acceptance of reality
  • Strongly held values that life is meaningful
  • An ability to improvise

These characteristics are embedded within a person, which leads to them becoming much more adept at both leadership and resilience within the workplace.

You can see this within the person’s ability to recover from failures quickly, maintain a positive attitude in the face of turbulence, while also being able to move forward and avoid getting stuck.

It’s these traits that lead to them being perceived more positively within their place of work. And, while many within the workplace can bounce back with one or two of these three key qualities, only those that possess all three can become truly resilient.

How do we get it?

There’s no need to worry if you don’t have all three, as an individual doesn’t have a fixed level of resilience.

This can be developed through resilience training, which focuses on four principal factors:

  • Confidence
  • A sense of purpose
  • Social support
  • Adaptability

It’s these core principles that can then be applied to your life, which can help you become a more resilient leader.

These can then be transferred to your managerial career. 

How to demonstrate resilience

Helping you on your way to becoming a resilient leader, there are certain things you can demonstrate to those that you work with while in the office. These include:

  1. Communicate

Effective communication is the best way to let others know what’s going, and the most resilient and best leaders always communicate effectively. Letting those they work with know their intentions, they’re also always willing to help others understand new strategies and direction.

  1. Be coachable

Always be open to feedback, and if you aren’t getting any, ask! This is a key trait of all resilient leaders as they’re always willing to put the effort in to improve themselves throughout their careers.

  1. Build positive relationships

Always bring others along with you, as this helps to build trust with those you work with, creating strong bonds and ultimately developing an excellent working relationship.

  1. Be a bold risk-taker

Don’t be afraid to try new ideas and take bold risks. This will stop you and the company from becoming stuck in a rut, while helping those in the company, and the company itself, to flourish as the world changes around it.

  1. Develop others

Don’t just be interested in your development, but those around you too. The most resilient of leaders know they’re only as good as their team, and if your team is developing and learning, so are you.

  1. Champion change

Resilient leaders always embrace change, no matter how scary it may seem, as it’s required to help businesses and individuals grow and develop.

  1. Be decisive

While some decisions can be difficult to make, the best and most decisive leaders make decisions and move forward. If the decision is wrong, they’re good at learning from it and moving in a new direction, but the important thing to do is to always make important decisions.

While there are other ways you can better yourself, just choosing some of these resilience strategies will help you to seem more resilient.

At Bright Direction Training, we provide all the tools to help managers become more resilient through our leadership courses.

To find out more about our leadership courses get in touch with our friendly team today. Call us on 01204 859 859, email us at, or fill out our contact form here.


Leadership in Health and Safety

Regardless of where you work, you’ll have heard of health and safety. And, if you’re wondering ‘how many employees do you need to have a health and safety policy’, the answer is quite simple. Regardless of company size, all businesses have to implement health and safety procedures.

From health and safety for directors and senior managers to health and safety for middle management, assistants, cleaners and everyone else who works for you, you need to ensure everyone is safe.

Therefore it’s important to understand the importance of health and safety leadership and management to help you create a safe working environment.

How to Improve Health and Safety Management and Leadership in Business

There’s an endless list of rules and regulations that all workforces have to adhere to. However, when it comes to a health and safety small business checklist, and big business checklists too, three key elements can help you to effectively manage the health and safety of your business.

These are:

  1. Leaders and managers

Leaders and managers of all levels should be aware of the health and safety risks within a company. This allows everyone to work together to ensure everyone within the business is ok at all times.

  1. A skilled workforce

All members of staff must be adequately trained in health and safety standards. This helps to highlight the importance of health and safety practices while helping workers to feel safe on the premises.

  1. A trusting environment

By this, we mean a place where everyone feels as though they are trusted and involved in the development of health and safety. This is especially effective when it comes to those ‘on the ground’, as they are the most likely to be affected with issues regarding health and safety – particularly in industries that require manual work. This helps everyone within the company to feel valued, and again, emphasises health and safety.

However, on top of this, it’s highly important to have individuals who are leaders in the world of health and safety. And to understand how you go about this, it’s important to first understand the difference between leadership and management.

What is Health and Safety Leadership and Management?

While they may sound like the same thing, they are, in fact, different.

The key difference between the two is that leadership is more aligned with inspiring cultural changes within a business, while management tends to focus on planning and executing those changes.

If you were going to break the two down into specific tasks, this is what it would look like:


  • Set a clear vision for health and safety within the company moving forward.
  • Develop methods of communicating health and safety issues, alongside a specific tone of voice.
  • Show commitment, knowledge and a willingness to learn.


  • Make sure specific staff members have the required health and safety accreditations.
  • Maintain health and safety resources, while ensuring members of staff have easy access to them.
  • Monitor and review health and safety process against set goals.

While different, the two do work unison, and while leaders may not play a part in performing the work that requires health and safety, they do play a huge role in safety performance.

This is due to them building excellent relationships with others in the company, becoming someone they want to follow – perfect for health and safety procedures. Therefore, you must know how to spot and nurture these leaders.

How to Spot Leadership in Health and Safety

Natural born leaders tend to spring up within a company, and they’re usually quite easy to spot in the health and safety realm, not just due to their health and safety routines but through their influence on others.

Not always managers and supervisors, health and safety leaders tend to demonstrate the following behaviours:

  • Having a deep understanding of safety procedures and following them
  • Reporting any health and safety issues
  • Going out of their way to prevent safety issues
  • Introducing new processes to help improve the safety of themselves and others
  • Encouraging others to take safety procedures seriously

How to Cultivate Health and Safety Leadership

Once you’ve discovered these people within your company, don’t let them go. Instead, work to encourage them.

There are three ways to help cultivate these leaders of the future, which are:

  1. Identify them

The first step is identifying them, and once this is done, let them know to help them to continue to work on this.

  1. Invite ideas

Once identified, invite them to bring new health and safety procedures to the business. These people will often identify new ways to makes things safer due to their natural leadership.

  1. Training

The next step is to equip them with further knowledge and skills to make them a leader in the world of health and safety. This is beneficial to them, you and the company.

If you’ve noticed individuals in your company who show promise in health and safety leadership, Bright Direction Training can help you and them with one of our leadership courses.

To find out more about what our qualifications entail, get in touch with our friendly team today. Call us on 01204 859 859, email us at, or fill out our contact form here.

Morson International Graduate from Bright Direction Training

Morson International graduate from Bright Direction Training

We’re giving a big well done to the team at Morson International, after the successful completion of their level 3 team leader/Supervisor apprenticeship standard, including ILM level 3 diploma for managers, delivered by Bright Direction Training.


After extensive hard work from all involved, the team, which includes Michael Ingham, Jack Richardson, Alex Parmley, Shannon Demiryaban, Claire Willis and Jayne Lee each received their certificates from Ged Mason, OBE.

Helping them to further their careers, the course is sure to have put them on the path to becoming the leaders of tomorrow in the world of Morson International.

Level 3 management apprenticeship standards for team leader/supervisors

Created to help develop those who want to become successful leaders within their place of work, the qualification is ideal for those in first-line management or a supervisory role.

Featuring a combination of knowledge and competency-based work, the course helps each person to enhance the skills they already have while working to become a great leader by achieving desired goals.

The course teaches those taking part how to support, manage and develop team members, manage projects, plan and monitor workloads and resources, deliver operational plans, resolve problems and build strong, long-lasting relationships, both within and outside their place of work.

Morson International and Bright Direction Training

Morson International is an industry-leading recruitment agency helping individuals find work across the globe.

Running since 1969, the company knows what it takes to ensure the business stays at the forefront of what they do. And, one of the ways they do this is to invest in their employees to ensure they can continue to better themselves, and in turn, the work they do for their clients.

Working alongside Bright Direction Training, Morson International have capitalised on our courses to help individuals within their business push themselves harder and harder, helping to better everyone involved in the long run.

If you’d like to find out more about our ILM level 3 leadership courses, why don’t you get in touch today? Call 01204 859859 or email, Or click here to visit our contact page, and find out how we can help you.


Coaching and Mentoring in the Workplace

Mentoring or coaching? Why are they important? Which will be the most beneficial to your business? What techniques are commonly used?

In this blog, we answer these questions and explore coaching and mentoring specifically in the workplace.

The meaning of mentoring and coaching

Before you determine which one is best for your business, it’s important that you understand the meaning of both. Coaching is used to describe the process of delivering training or development to a person to help them reach their goals. The aim of the task is for an individual to discover their motivators and what hinders them from achieving their targets, such as attitudes and preconceptions.

Mentoring is slightly different. Those providing it are perceived as more of a ‘role model’. They offer guidance, along with knowledge and expertise, to help the mentee succeed in their aims.

Whilst they sound very similar, they’re not the same. A mentor takes an ‘advisory’ position, whereas a coach is one of helping and encouraging. Mentors offer specific advice and opinions, whereas coaches help an individual to come up with a solution.

The importance of coaching in the workplace

Both coaching and mentoring are important in the workplace. Coaching can be particularly beneficial for developing employees. For example, you may have hired someone with a suitable educational background, but they lack real-life experience. Or, it may be that they have worked within a few companies, but none quite like yours. Coaching will help them fit in and succeed.

On top of this, coaching can also reduce staff turnover and the likelihood of negative employee morale. Workplace coaching also helps managers to identify high potential employees and can help a company to achieve its organisational goals.

For the employee, they can develop skills in leadership and self-management. It’s likely to give them a confidence boost and make them more resilient and empathetic as well as self-aware.

The importance of mentoring employees

Workplace mentoring can be beneficial because it can also prevent problems from occurring. Not only can it improve the quality of work and increase productivity, but it has also been proven to boost retention and create a positive work environment. Mentored employees will also possess a stronger skill set and are typically able to bring more creativity to the table.

Employees will also feel more effectively prepared for tasks in the future. It could be particularly helpful to those team members who are quieter or new to the workplace environment. It will help them to feel supported and ensure they’re not isolated. And with the right mentoring, it will improve their confidence too.

Like coaching, with mentoring, staff are more likely to be loyal because they will feel more valued. In fact, you might find it easier to attract new talent to your company. Mentoring may be the benefit that draws them in.

Mentoring versus coaching

Mentoring and coaching both have their benefits and importance in business, but which is better? Ultimately it will depend on the needs of your enterprise.

The relationship between a mentor and mentee is long-term, whereas with a coach it’s usually a set, short period of time. Coaching is generally quite structured and will have specifically arranged meetings – mentoring takes place whenever it’s necessary.

Typically, coaching is set in the present with a focus to achieve immediate goals that are often related to personal development. It’s much more task-oriented and performance-driven. Mentoring works towards the future.

Mentoring and coaching techniques

Typically, mentoring and coaching techniques are very different. A common mentoring method is using force field analysis – this is where arguments for and against action are considered, and a proposal decided on after. Career scenarios are also used to plan various paths alongside realistic timescales. Also used in the ILM course is the “Clutterbucks Model” which encourages the mentored employee to become self-reliant and to take ownership of their personal and professional development.

With coaching, one method is to establish SMART goals. This ensures team members have clear targets and are accountable for them. Another technique commonly used is constructive feedback and progress evaluation. The focus is also put on effort, rather than ability, and celebrating any achievements made – no matter their size. Additionally, techniques such as the GROW and OSCAR models are used to develop plans, goals and problem-solving skills.

Occasionally, mentoring and coaching use similar methods. For example, they both use active listening, ask open questions and promote effective communication. However, you might not have the necessary capabilities to provide mentoring or coaching. This is why it’s a great idea to undertake a Leadership and Management apprenticeship.

At Bright Direction Training, we do much more than teaching the essential abilities. There’s an element of practical coaching too. Plus, we align these leadership coaching and mentoring apprenticeships with ILM qualifications.

To find out more about what our qualifications entail, get in touch with our friendly team today. Call us on 01204 859 859, email us at, or fill out our contact form here.

The Difference Between Transactional And Transformational Leadership

Two of the most popular types of leadership are transactional and transformational. But if you don’t know what the real difference is, don’t worry, you’re not the only one.

We’ve previously answered ‘why is leadership important?’ And now, in this blog, we delve into not only the difference between and importance of both of these leadership styles, but the benefits, drawbacks, and key competencies that underline them.

Transactional leadership 

Transactional leadership describes a style where leaders promote compliance using a system of rewards and punishments. This transactional relationship is the more traditional form and typically follows existing processes and policies. Transactional leaders measure their team’s performance closely, monitoring daily progress.

In this type of leadership, goals are also used for individuals – rather than collective aims. It’s very much a case of extrinsic motivation. Issues tend to only arise if practices aren’t complied to, and with such explicit guidance, this is rarely the case.

The transactional perspective takes the stance that any problems are reacted to – rather than the leader being proactive. Constructive feedback is important in this type of leadership.

Transformational leadership

 Transformational leadership, on the other hand, is much more proactive. Transformational leaders motivate, inspire and encourage staff to innovate. New ideas are expected, and with these the business will transform for the better – hence the term ‘transformational leadership’.

The leader’s vision and values are followed by employees, but not because of a reward. Instead, they are motivated because the transformational leader inspired them. It’s a case of ‘lead by example’.

 Whilst the transformational theory of leadership looks to appeal to the entire group’s interests, there is still an individual focus. Their strengths and weaknesses are assessed, and the approach looks to enhance these capabilities, plus hear their views.

Transformational and transactional leadership characteristics

As there is such distinction between the two types of leadership, the behaviours they exhibit are different too.

Transformational leaders are typically seen as a mentor, attending to their team’s needs and being empathetic. Often, they will create an interpersonal relationship with each one. With inspiration playing such a huge part in transformational leadership, leaders encourage staff to leave any comfort zones. The influential leader will be a driver of change, delivering their vision via effective communication. It needs to be clear, meaningful, powerful and engaging. Motivation leadership skills are also essential.

Transactional leadership competencies include being pragmatic. They are also results-focused, so they can reward performance when necessary. Their way of working with employees is quite directive – they will make decisions and provide the instructions for work. They are more like a ‘manager’ whereas transformational leadership aligns more closely to leadership in management.

Transactional leadership vs transformational leadership

 Now you know the difference between the two and the variation in their characteristics, you might wonder, which is better? Both have their benefits and drawbacks.

The strengths of transformational leadership include the promotion of positive feelings, which in turn increases motivation, engagement, and ultimately, productivity. This style of leadership also takes a long-term view – working to keep employees invested in the business not just for rewards, but to achieve organisational success.

A disadvantage of this style is that because it has a lack of structure, it also lacks the necessary detail. On top of this, its dependency on passion may mean that visions don’t actually align to reality or logic.

Transactional leadership is beneficial because it promises recognition and reward, thereby providing employees with the necessary motivation. And, as it has clear structure, goals are clearer and easier to achieve.

However, this rigidity might prove ineffective for some employees. Not only does it restrict creativity, but it can result in employee dissatisfaction, due to the dictation of policies.

Both have their strengths and weaknesses, and which is most effective depends on the type of business. Transactional leadership has proven to work well in sports teams, whereas transformational has seen success in innovative start-ups. However, they don’t have to be disparate. There is ‘blended leadership’, where a leader uses a mixture of each style to suit the business’ needs.

Effective leadership skills with Bright Direction Training

You might not know the type of leader you want to be or have the necessary skills. Thankfully, there’s the option to do a Leadership and Management apprenticeship. You’ll learn the essential competencies like communication and problem-solving, plus benefit from practical experience too. At Bright Direction Training, we offer such apprenticeships – and they’re aligned to ILM qualifications.

To find out more about how our qualifications will benefit you, get in touch with our friendly team today. We can also tell you more about why leadership development is important. Call us on 01204 859 859, email us at, or fill out our contact form here.

Why Is Leadership Development Important?

If you’re wondering why leadership development is important to businesses, then you’ve come to the right place. In this blog, we explore everything from its definition, the importance of it and how it could help your business.

Why is leadership important?

Before delving into why leadership development is important to businesses, it’s good to identify what leadership management is. A leader focuses on creating value, which they do so by influencing, motivating and empowering others to contribute to the business success. This is compared to managers who control and direct teams in line with values or principles that have been established.

Leadership can result in a number of benefits – for both individuals and the business as a whole. Team members have a point of contact for guidance on how to perform in their roles, and this boosts morale in the process. It can also solve and prevent problems that would otherwise negatively impact productivity.

Good leadership nurtures a creative atmosphere that stimulates innovation. Plus, it’s a fantastic way to promote your business values.

Why leadership development is important

These benefits lead onto why leadership development is important to businesses. Such training can make the transition process much easier for those evolving from team members to leaders themselves. And for those already leaders, they can polish their skillset.

Businesses also tend to find improved employee engagement. Better leaders are created, who can effectively head up a team and boost productivity. It produces fantastic role models for future leaders too. On top of this, it promotes the improvement of leadership skills and ensures that there won’t be any gaps.

You’ll be able to pinpoint potential leaders, and there will be a positive impact on company culture as well.

Types of leadership

Before implementing leadership development, you’ll want to ensure that you pick a programme that has a suitable style as there are numerous types of leadership.

One that doesn’t allow for much creativity is the autocratic approach. Used in the military and sometimes production workplaces, its aggressive nature doesn’t work in most businesses. On the other side of the coin is Laissez-Faire, which is significantly more relaxed. Whilst providing complete freedom for innovation, it falls short in structure. It is more effective for motivation-based roles, such as sales.

Commonplace in larger businesses is transformative leadership. It centres around inspiring leaders with a big vision. There’s transactional leadership, which is outcome-focused. It revolves around rewards for great performance, but penalises poor work, with the leader using verified processes to ensure consistent results.

Effective leadership skills

It’s not just leadership style you’ll have to consider; specific skills are required too. A good leader is great at delegating. Trying to do it all isn’t beneficial for the business. Instead, assess the capabilities of each team member so you can assign tasks accordingly.

Another key leadership skill is communication – this shouldn’t just relate to in-person, but across all forms. It’s important to perform active listening, be clear when conversing, and have two-way communication that allows team members to openly discuss issues.

A major part of communication is also the feedback skill. This is a balancing act – micromanaging can be incredibly detrimental, but your team members will thrive when given pointers to boost their performance. The feedback should be constructive, clear, as well as empathetic.

Motivation leadership skills

Communication and feedback skills can also be helpful in another important area of leadership: motivation. From deadlines and tasks to general wellbeing and the workplace environment, it can be a challenge to maintain a high level of motivation. However, there are dedicated strategies.

For example, always ensure that employees know what the end goals are. There will be no uncertainty, and by understanding the objectives for their work, they will be more likely to strive to meet them. Looking for the positives in every situation can also motivate employees, boosting productivity in the process. Praising team members is important too. It shows them the correct actions and encourages them to continue their good work.

Whilst knowing the basic effective leadership skills and why leadership development is important to businesses is incredibly valuable, you might not feel confident being a leader. It’s a great idea to undertake a Leadership and Management apprenticeship, which not only teaches you the specific abilities, but takes a practical approach as well.

Here at Bright Direction Training, we offer these apprenticeship qualifications, and they are aligned with ILM qualifications. Modules include fundamental leadership skills like communication, along with other essential ones such as problem-solving.

To discover more about what our qualifications will bring you, or for further information about why leadership development is important to businesses, get in touch with our friendly team today. Call us on 01204 859 859, email us at, or fill out our contact form here.

Developing Future Management Teams With Leadership Training

If you’ve ever searched for activities to improve your business, one you’ll likely come across is ‘leadership training’. For some, this is immediately dismissed, as they believe it can’t be taught. Others may skim past it because they’re unsure what precisely it is.

Quite simply, this type of training programme provides the necessary skills and knowledge for people in leadership roles to perform better. Here, we explore why this is so important, how it will benefit your business, and the ways in which you can incorporate it into your operations.

Why leadership training is important

If someone is seen as a great leader, then others will be inspired to perform better too. But in order to get to this stage, a certain set of skills is required. Those who have no prior experience will unlikely have these initially, making the jump very difficult for them.

Without training, they will probably feel thrown in at the deep end, increasing the risk of them making mistakes. They might find certain tasks challenging, such as giving team members feedback and setting goals with them. You might discover that those who lack confidence in their abilities to lead will request leadership training.

This coaching will allow someone else to pinpoint areas to better their leadership capabilities, which the employee may not be aware of. It will also give the staff member the chance to reflect on their abilities, so that they can contribute to their own self-development – something sought by many when looking for a new role.

Leadership training bolton Bright direction


How this helps your business

Both personal growth and leadership training can be advertised as an employee benefit on job descriptions, clearly demonstrating that your business is an advocate for organisational learning and development. This will likely result in a much higher number of applicants, meaning you’ll have more choice and will be able to select the very best of the talent available.

And once the employees have received their training, your business will continue to reap the rewards. They will be able to help drive your vision forward, and feel like they are making a difference and have prospects ahead of them. This will lead to increased motivation, in turn resulting in boosted productivity and performance.

Their satisfaction will be improved as well, meaning retention rates will likely be higher and you’ll be holding onto your best performers. These things collectively should bring about a better experience for the customer, ultimately leading to more profits for your business.

Ideas for training

If you want to take advantage of these benefits yourself, there are a variety of ways in which you can offer leadership training.

One idea is to be experiential. Practical exercises will give employees a chance to learn by performing, rather than listening. They can shadow your current leaders, manage projects or create solutions to problems. Although this means they will add value for the business much sooner, it could mean that your future leaders are exposed to too much too soon, causing them to feel overwhelmed.

Instead, you can use the resources you already have by getting your business’ existing managers to share their skills and knowledge. This can be done through mentorship and coaching. Whilst a valuable approach, many managers struggle to commit to this in the long run due to them being busy with their own role. It can be frustrating to all involved.

A way around this is to offer specialised training programmes from a third party. They can dedicate themselves to developing your leaders, without there being any detrimental effect to your business.

The programmes available

Programmes that are specifically targeted to the needs of your organisation and the leader in question ensure greater levels of success. All our courses here at Bright Direction offer exactly this, allowing you to create change your way.

We are based in Bolton and have three specific programmes available in leadership training, with two being the ILM Level 2 Award and the ILM Level 2 Certificate In Team Leading. The former gets employees to grips with leadership via the basics, whilst the latter builds upon this with a wider array of knowledge, skills and practical tasks.

There is also the ILM Level 3 Diploma for Managers, a combined knowledge and competency-based qualification. This will allow you to create future leaders in a cost-effective way. The employees will boost their confidence in managing a team, as well as feel more able to take control of their own professional and personal development.

All our courses are a recognised qualification, meaning both you and the potential leaders will know they are receiving training that is of an excellent quality. To find out how you can incorporate one of our programmes into your business, get in touch with us today. Give us a call on 01204 859 859, email us at, or fill out our contact form here.

Looking for training but not sure which courses are right for you or your business?

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