Overview
Making the transition from a technical expert (individual contributor) to manager is one of the most difficult challenges an individual encounters. Research in the field of management development shows that the experiences a new manager faces in his/her first year, forges their leadership style and philosophy throughout their careers.
Some common pitfalls of first time managers include: throwing their weight around too quickly, not knowing how to listen to others, not knowing how to delegate assignments, not keeping their team or manager informed, concentrating on problems, not opportunities, not working with other managers, being defensive to criticism etc.
In this connection, UNICEF is redesigning its Management Development Program (MDP) to prepare new managers for the transition from a technical role to one of people management. UNICEF has found that developing the right behaviors, attitudes and managerial skills in the first role as a manager will have a positive long-term effect on both the organization’s and the individual’s success.
Partner
UNICEF has selected IESE Business School as our university partner of this programme. IESE (Instituto de Estudios Superiores de la Empresa, English: "Institute of Higher Business Studies" or "International Graduate School of Management") had been ranked as the number one business school in the world based on the study of the Economist Intelligence Unit of 2005 and 2006.
Solution
IESE Business School’s program is designed to help UNICEF’s new managers develop the skills, attitudes and behaviors to master this transition. Pre-program work begins with a leadership assessment and learning contract. The face-to-face module first establishes a shared understanding of strategy and its role to help unify decision-making and action. Through case discussions, exercises, simulations, external speakers and experiential learning, participants build upon this foundation to stretch their thinking and develop new skills as they take on responsibility for other people. This content will be analyzed through three lenses: Self, Team and Organization. Finally, the program will focus on developing action plans to apply this new learning to the needs of the organization.
Goals
Participants will leave the program with the broader, people-focused mindset required of a manager. They will be armed with new skills to make better decisions, manage for change, address opportunities, foster collaboration, and lead. Finally, they will have an action plan on how they can support UNICEF as it implements its new mid-term strategic plan.
Target Audience
The target audience is staff at the G7-NOA-NOB-NOC-NOD-P2-P3-P4 (excluding P4 Deputy Representatives*) who manage other staff in UNICEF. The programme is designed for new managers at these levels within 3 years of assuming their managerial roles who want to develop or enhance their understanding and practice of fundamental management principles in the context of today's challenging environment.
*For P4 Deputy Representatives, you should look at other leadership development programmes such as the DLC and LDP.
Eligibility Criteria
Staff members must currently be in a managerial function, supervising at least one other staff member. This means that they are responsible for signing off on their direct reports PER (ePAS or PAS). Staff who only manage interns, consultants or vendors are NOT eligible for this programme. Please note that all elements of the MDP including the curriculum, course materials, etc are designed specifically for staff members with official supervisory roles. If you do not have official supervisory roles, the programme will not be beneficial to you. We therefore regret that staff members not in official supervisory roles are NOT eligible for the MDP.
Other selection criteria for participation include:
1. Must have at least two years in UNICEF on either fixed-term or TA contracts before the start of the programme (no more than 3 years in their current managerial post, as of December 1, 2015).
2. Staff member must be currently on continuous post (fixed-term or permanent).
3. Must be under the age of 55 at the commencement of the programme (as of December 2015).
4. Must be in good standing with performance reviews; and have 1 year of good PER (ePAS or PAS). The most current PER (ePAS or PAS) will always be required.
5. Must be fully proficient in English.
*Since the LDP programme is an advanced leadership programme, former LDP graduates are NOT eligible for the MDP programme.
**Staff who have previously completed the face-to-face component of the Supervisory Skills Learning Programme from 2007 onwards and have participated in MDP in the past 2 years are NOT eligible to apply to this programme.
***Staff on abolished posts are NOT eligible to apply.
****P-5 and above are NOT eligible.
Those staff participating in an ongoing UNICEF development programme will not be considered.
Programme Structure
The programme follows a blended learning approach using a variety of tools and methods. IESE’s business-led learning experience includes pre-program virtual work, a residential element and post-program virtual work. The residential program is the centerpiece of a participant’s engagement which is based upon a model of Discuss, Discover, and Deliver.
The components of the programme include:
Programme Methodology
Each program day combines a set of elements to drive discussion, discovery and delivery aligning to UNICEF learning goals.
Time Frame
Cohort 5: CANCELLED
Sample Learning Topics & Agenda (to be changed without notice)
Application Procedure
This will be a self-nomination process. Final review and endorsement of nominations by Regional HR office and DHR in HQs.
How to apply
Prior to applying, please make sure that you discuss your desire to participate in the MDP with your manager. Participation in the programme requires time commitment on your part, and a financial commitment on the part of your office. Your manager is under no obligation or pressure to endorse your application into the programme. Regardless of the outcome, discussions on the matter should be done in an honest and constructive way.
Before applying, please have the following handy: A PDF copy of your own completed 2014 PER (ePAS/PAS). Any PER (ePAS/PAS) that is not completed, meaning final with pertinent signatures or electronic sign-off by both you and your manager, will result in the immediate disqualification of your application. It is your manager's responsibility, as well as yours, to ensure that all PERs are up to date and finalized.
The above documentation will be needed for uploading during the application process.
Once you have all the required documentation handy, please click here to access the link to the application. Please note that once you submit your application an automatic notification with a link to the endorsement form will be sent to your manager. Kindly ensure that you inform your manager and check that you have properly entered his/her email address on your application form.
If you are interested, please do not wait until the last minute to apply because if you encounter technical problems at that point, we will not be able to address them.
*Please do not apply if you anticipate that attendance to the face-to-face will be a problem.
*Please do not apply if you cannot commit to the workload. This programme will require that you set time aside for your online based assignments. You can expect to spend 2-3 hours per week for study time. The amount of time you set aside for studying will vary in accordance to each individual's pace before/after the face to face program.
Additional Resources for New Managers
Excerpts from Ameren's "Is Supervision for Me?" Workbook This workbook introduces staff members considering a career path that involves supervising others. It is designed to help individuals select prepare for management roles.
Manager's Toolkit for Managing Change This toolkit of checklists, tactics, and information helps managers understand and fulfil their role in change management including communicating change, managing employee resistance to change, and managing layoffs.
"Peer Today, Boss Tomorrow" Guidebook This program workbook outlines strategies to support new supervisors as they make the shift from teammate to managers of their former peers.
Developing People On-the-Job This guide improves ‘informal’ managers' abilities to develop others during the course of their day-to-day work.
Coaching Takes Planning This toolkit helps managers develop a coaching plan to help them improve their coaching effectiveness and demonstrate their commitment to their employees’ professional success.
Programme Cost
OLDS will cover all costs associated with the design and delivery of the programme. The ROs and/or COs will cover the travel and DSA associated with their participants' attendance at the face-to-face component.