What separates organisations that keep growing from ones that quietly stall usually isn't the strategic plan itself - it's whether the people responsible for carrying it out are developed well enough to do it. Administrative development is what closes that gap, and it matters most for developing economies, where an effective administrative machine is what turns an economic plan into results on the ground rather than a document that never gets implemented.

This training course from the Arab British Fellowship Training Academy unpacks what administrative development actually means in practice - its methods, its building blocks, and how to choose the right developmental activities for each level of management - so that leadership and management capability inside the organisation genuinely strengthens over time.

Who Should Attend

• Professionals looking to build administrative development strategies connected to real business needs and to broader HR development strategy.
• HR managers.
• Employees across all departments.
• Graduates and professionals with an interest in this field.

Objectives

• Build a management development strategy suited to their own organisation, and advise on developmental activities that match different learning needs.
• Design, monitor and evaluate a range of management development activities.
• Recognise the different ways managers actually learn, and use that to strengthen leadership capability and modern management skills.
• Bring current leadership thinking into the organisation, simplify work systems and procedures, and improve the working environment overall.

Module 1: What Administrative Development Really Means

• Defining administrative development and how the manager's role naturally evolves within it.
• Three approaches to administrative development: preparatory, interactive and motivational.
• A view on leading developmental and administrative solutions, and the role administrative development plays in business.

Module 2: Stakeholders and the Developmental Agenda

• Identifying stakeholders and assessing their influence on the developmental management strategy.
• Resolving gaps between stakeholder goals and expectations for developmental management.
• Securing stakeholder commitment to developmental activities, and adopting a genuine partnership approach.

Module 3: Choosing the Right Developmental Activities

• Evaluating the future value of a set of possible developmental activities.
• Balancing the learner's motivation against the trainer's motivation.
• Assessing cost, feasibility and impact, and auditing developmental management accounts.
• Staying current with modern ideas, and choosing the right developmental activity for each management level.

Module 4: How Managers Actually Learn

• Constructive learning approaches and building multiple skills at once.
• Different learning styles, and the difference between continuous and intermittent learning.
• Setting up models for monitoring learning processes, and embedding self-development as an ongoing habit.

Course Format

• In-house training
• Individual training
• Group training
• Practical, hands-on training

Note

We can deliver this course at the time that suits you. This course is delivered to a high standard for senior professionals. For more information, contact the Arab British Fellowship Training Academy team.