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ILM level 5 Diploma in Leadership and Management

Home > Courses > ILM level 5 Diploma in Leadership and Management

The ILM Level 5 Diploma in Leadership and Management is designed for practising middle managers, helping them to develop their skills and experience, improve performance and prepare for senior management responsibilities.

What are the benefits of a professional ILM qualification?

Benefits for individuals

  • Use core management techniques to drive better results
  • Develop your ability to lead, motivate and inspire
  • Provide strategic leadership as well as day-to-day management
  • Benchmark your managerial skills
  • Raise your profile in your organisation.

Benefits for employers

  • Encourage strategic thinking at this level of management to foster business improvement
  • Engage middle managers with training and development – these qualifications are designed to provide clear, measurable benefits to career-minded professionals
  • Customise these qualifications to your development needs.

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Overview Agenda All Dates/Locations

Overview

The qualifications are made up of a broad range of units covering skills in six core areas – working with people, managing yourself and personal skills, providing direction, facilitating innovation and change, achieving results, and using resources. The flexibility in unit choice allows the qualification to be tailored to meet the needs of the individual and employer

Each unit in this qualification focuses on a specific set of skills and knowledge, in six broad areas:

  • Working with people – a range of units including how to deal effectively with stress and conflict, manage remote workers, build excellent customer relations
  • Managing yourself and personal skills – including units that focus on assessing your own leadership performance and developing critical thinking
  • Providing direction – such as leading teams to achieve organisational goals and objectives and making strong and informed management decisions.
  • Facilitating innovation and change – for example, build a culture of continued improvement, and lead people through change
  • Achieving results – such as managing for efficiency and effectiveness, and managing projects that get results
  • Using resources – including managing facilities and managing information.

Why choose an ILM qualification?

  • Every year the ILM qualifies 70,000 leaders and managers, helping them develop the critical skills to succeed, and in doing so make a real difference to the present and future of workplaces in the UK and globally.
  • We work with organisations of all sizes and offer a robust programme that gives customers the freedom to focus on those leadership skills they most urgently need, whether that’s decision-making, teamwork, creativity, strategic planning, or anything else. 
  • We pride ourselves on our quality and quantifiable offer that is immediately relevant and applicable to the reality of daily working life.

9 in 10 learners said they were able to apply the leadership and management skills learnt through ILM to their day-to-day job role and would recommend our qualifications, programmes and/or apprenticeships*

94% of employers would recommend ILM to another organisation looking to improve leadership and management skills

88% of employers say their business was immediately positively impacted by ILM training programmes

*Harris Interactive research for ILM, July 2018. Sample size: 740 interviews with 101 training providers, 80 employers and 559 learner

Agenda

The approach:

A combination of activities, personal reflective questionnaires and the application of knowledge into skills encourages personal development and leadership in a safe environment. Combining these ideas into a robust Personal Development Plan which can inform the writing of assignments to meet the performance criteria will develop confidence in leadership and in the completion of the qualification requirements.

Day 1 – Becoming an Effective Leader

  • Identifying when to manage and when to lead, through conscious decision-making
  • Role-modelling leadership and organisational values consistently to demonstrate authenticity and resilience
  • Examining leadership values and how these can be best applied to deliver organisational alignment
  • Developing a set of tools to identify appropriate leadership styles based on individuals and the situations to deliver business performance
  • Recognising the application of theories of motivation to engage and inspire team members for improved performance and organisational alignment
  • Incorporating emotional intelligence into the leadership tool-kit to acknowledge the effect of your own emotions on the leadership of others
  • Developing a Dispersed leadership approach and growing independence in your team members

Day 2 – Developing and Leading Teams to Achieve Organisational Goals and Objectives

  • A combination or theory and practice in team development and team leadership
  • Examining the challenges of team leadership against new ideas and models
  • Identifying the techniques to monitor and manage teams and the delivery of performance against organisational goals
  • How to motivate and develop talent, including feedback approaches to optimise engagement of team members at all levels
  • Development of individuals’ coaching skills through practical coaching around identified problems
  • Recognising the stages of team development and the role of the leader in progressing the team to function effectively

Day 3 – Leading Innovation and Change

  • A practical event, based on analysing change and the need for innovative approaches to deliver organisational improvement
  • Exploring the VUCA world (Volatile, Uncertain, Complex and Ambiguous) and the categorisation of changes
  • Consideration of Agile approaches and collaborative problem-solving to motivate team members
  • Recognising the emotional responses to change and how to navigate this with individuals
  • How to inspire innovative thinking in others and how to respond to errors made whilst learning and piloting new approaches
  • Generating a range of different and new options and selecting the most appropriate possible solutions
  • Developing the skills to engage and communicate with a range of internal and external stakeholders to ensure the plan is delivered and supported, whilst demonstrating progress against milestones and the overall goal

Day 4 – Understanding skills principles and practice of effective management coaching and mentoring

  • A workshop designed to incorporate skills and knowledge around the areas of coaching and mentoring and the appropriate use of these development options
  • Understand the purpose of coaching and mentoring within an organisation and the challenge of coaching those you Line Manage
  • Identify potential individual, operational and organisational barriers to using coaching or mentoring and develop appropriate strategies for minimising or overcoming these
  • Practice the skills, behaviours, attitudes, beliefs and values of an effective coach or mentor
  • Explore the relationships between coach and coachee and the challenges of remaining ethical and non-judgemental, and recognise the role of contracting
  • Explain the necessity of exploring the expectations and boundaries of a coaching or mentoring programme with all stakeholders
  • Understand the principles of effective coaching or mentoring in practice and how to evaluate benefits

Day 5 – Managing Own Continuous Professional Development and Managing Mental Health in the Workplace

These two critical and emerging aspects are combined into a day of development, with two pieces of work required to meet the submission for the Diploma

Managing Own Continuous Professional Development

Essential knowledge and skills for the development of individuals and the planning for future growth through a variety of different routes

  • Be able to review personal and work-related development experiences, aims, objectives and priorities
  • Evaluate the effectiveness of the development activities in meeting personal aims, objectives, and priorities
  • Assess personal development aims, objectives, and priorities for the long, medium and short term
  • Create an plan to undertake and evaluate planned development activities
  • Justify undertaking planned personal development activities to employment and learning supervisors
  • Evaluate the effectiveness of the development activities in meeting personal aims, objectives, and priorities
  • Review and reflect on methods of learning and personal preferences and appropriateness of approach  to optimise learning and its effect on workplace performance
  • Develop short, medium and long-term goals based upon personal development activities and their impact on the workplace

Managing Mental Health in the Workplace

An emerging and critical aspect of workplace development that is the responsibility of any leader for the future. The key is developing a combination of awareness and strategies for individuals and organisations

  • Analyse the organisation’s current approach towards mental health and be able to identify the strengths and weaknesses of mental health initiatives in the workplace
  • Internet research to assess how other organisations deliver mental health strategies and consider best-case practices
  • Assess own organisational approach with reference to meeting the legal requirements to ensure staff’s positive mental health
  • Develop a plan to meet the requests for reasonable adjustments of a member of staff
  • Consider and experience some approaches to improve and manage mental health in the workplace
  • Communicate with staff about their mental health and support them to improve it, and be able to hold and record conversations with staff about their mental health
  • Identify and assess the range of options to support and develop awareness and to deliver practical strategies to develop mental health
  • Assess own mental health and its potential effect on others and develop your own Action Plan

Assessment and Accreditation  

The Assessment and Accreditation process follows the completion of the five modules and will focus on the practical assessment of the core competencies. Assessment is via six practical work-based assignments which ensure minimal time away from work and that you undertake work study which is relevant to your own organisation.

All Dates & Locations

Date Venue Price from: Status Spaces Book Now Enquire

No dates are available.

Overview

The qualifications are made up of a broad range of units covering skills in six core areas – working with people, managing yourself and personal skills, providing direction, facilitating innovation and change, achieving results, and using resources. The flexibility in unit choice allows the qualification to be tailored to meet the needs of the individual and employer

Each unit in this qualification focuses on a specific set of skills and knowledge, in six broad areas:

  • Working with people – a range of units including how to deal effectively with stress and conflict, manage remote workers, build excellent customer relations
  • Managing yourself and personal skills – including units that focus on assessing your own leadership performance and developing critical thinking
  • Providing direction – such as leading teams to achieve organisational goals and objectives and making strong and informed management decisions.
  • Facilitating innovation and change – for example, build a culture of continued improvement, and lead people through change
  • Achieving results – such as managing for efficiency and effectiveness, and managing projects that get results
  • Using resources – including managing facilities and managing information.

Why choose an ILM qualification?

  • Every year the ILM qualifies 70,000 leaders and managers, helping them develop the critical skills to succeed, and in doing so make a real difference to the present and future of workplaces in the UK and globally.
  • We work with organisations of all sizes and offer a robust programme that gives customers the freedom to focus on those leadership skills they most urgently need, whether that’s decision-making, teamwork, creativity, strategic planning, or anything else. 
  • We pride ourselves on our quality and quantifiable offer that is immediately relevant and applicable to the reality of daily working life.

9 in 10 learners said they were able to apply the leadership and management skills learnt through ILM to their day-to-day job role and would recommend our qualifications, programmes and/or apprenticeships*

94% of employers would recommend ILM to another organisation looking to improve leadership and management skills

88% of employers say their business was immediately positively impacted by ILM training programmes

*Harris Interactive research for ILM, July 2018. Sample size: 740 interviews with 101 training providers, 80 employers and 559 learner

Agenda

The approach:

A combination of activities, personal reflective questionnaires and the application of knowledge into skills encourages personal development and leadership in a safe environment. Combining these ideas into a robust Personal Development Plan which can inform the writing of assignments to meet the performance criteria will develop confidence in leadership and in the completion of the qualification requirements.

Day 1 – Becoming an Effective Leader

  • Identifying when to manage and when to lead, through conscious decision-making
  • Role-modelling leadership and organisational values consistently to demonstrate authenticity and resilience
  • Examining leadership values and how these can be best applied to deliver organisational alignment
  • Developing a set of tools to identify appropriate leadership styles based on individuals and the situations to deliver business performance
  • Recognising the application of theories of motivation to engage and inspire team members for improved performance and organisational alignment
  • Incorporating emotional intelligence into the leadership tool-kit to acknowledge the effect of your own emotions on the leadership of others
  • Developing a Dispersed leadership approach and growing independence in your team members

Day 2 – Developing and Leading Teams to Achieve Organisational Goals and Objectives

  • A combination or theory and practice in team development and team leadership
  • Examining the challenges of team leadership against new ideas and models
  • Identifying the techniques to monitor and manage teams and the delivery of performance against organisational goals
  • How to motivate and develop talent, including feedback approaches to optimise engagement of team members at all levels
  • Development of individuals’ coaching skills through practical coaching around identified problems
  • Recognising the stages of team development and the role of the leader in progressing the team to function effectively

Day 3 – Leading Innovation and Change

  • A practical event, based on analysing change and the need for innovative approaches to deliver organisational improvement
  • Exploring the VUCA world (Volatile, Uncertain, Complex and Ambiguous) and the categorisation of changes
  • Consideration of Agile approaches and collaborative problem-solving to motivate team members
  • Recognising the emotional responses to change and how to navigate this with individuals
  • How to inspire innovative thinking in others and how to respond to errors made whilst learning and piloting new approaches
  • Generating a range of different and new options and selecting the most appropriate possible solutions
  • Developing the skills to engage and communicate with a range of internal and external stakeholders to ensure the plan is delivered and supported, whilst demonstrating progress against milestones and the overall goal

Day 4 – Understanding skills principles and practice of effective management coaching and mentoring

  • A workshop designed to incorporate skills and knowledge around the areas of coaching and mentoring and the appropriate use of these development options
  • Understand the purpose of coaching and mentoring within an organisation and the challenge of coaching those you Line Manage
  • Identify potential individual, operational and organisational barriers to using coaching or mentoring and develop appropriate strategies for minimising or overcoming these
  • Practice the skills, behaviours, attitudes, beliefs and values of an effective coach or mentor
  • Explore the relationships between coach and coachee and the challenges of remaining ethical and non-judgemental, and recognise the role of contracting
  • Explain the necessity of exploring the expectations and boundaries of a coaching or mentoring programme with all stakeholders
  • Understand the principles of effective coaching or mentoring in practice and how to evaluate benefits

Day 5 – Managing Own Continuous Professional Development and Managing Mental Health in the Workplace

These two critical and emerging aspects are combined into a day of development, with two pieces of work required to meet the submission for the Diploma

Managing Own Continuous Professional Development

Essential knowledge and skills for the development of individuals and the planning for future growth through a variety of different routes

  • Be able to review personal and work-related development experiences, aims, objectives and priorities
  • Evaluate the effectiveness of the development activities in meeting personal aims, objectives, and priorities
  • Assess personal development aims, objectives, and priorities for the long, medium and short term
  • Create an plan to undertake and evaluate planned development activities
  • Justify undertaking planned personal development activities to employment and learning supervisors
  • Evaluate the effectiveness of the development activities in meeting personal aims, objectives, and priorities
  • Review and reflect on methods of learning and personal preferences and appropriateness of approach  to optimise learning and its effect on workplace performance
  • Develop short, medium and long-term goals based upon personal development activities and their impact on the workplace

Managing Mental Health in the Workplace

An emerging and critical aspect of workplace development that is the responsibility of any leader for the future. The key is developing a combination of awareness and strategies for individuals and organisations

  • Analyse the organisation’s current approach towards mental health and be able to identify the strengths and weaknesses of mental health initiatives in the workplace
  • Internet research to assess how other organisations deliver mental health strategies and consider best-case practices
  • Assess own organisational approach with reference to meeting the legal requirements to ensure staff’s positive mental health
  • Develop a plan to meet the requests for reasonable adjustments of a member of staff
  • Consider and experience some approaches to improve and manage mental health in the workplace
  • Communicate with staff about their mental health and support them to improve it, and be able to hold and record conversations with staff about their mental health
  • Identify and assess the range of options to support and develop awareness and to deliver practical strategies to develop mental health
  • Assess own mental health and its potential effect on others and develop your own Action Plan

Assessment and Accreditation  

The Assessment and Accreditation process follows the completion of the five modules and will focus on the practical assessment of the core competencies. Assessment is via six practical work-based assignments which ensure minimal time away from work and that you undertake work study which is relevant to your own organisation.

All dates & locations

Date Venue Price from: Status Spaces Book Now Enquire

No dates are available.

Related Courses & Events

Not quite found what you were looking for? Why not have a look at these other courses and events that may be of interest.

01

ILM level 5 Certificate in Leadership and Management

02

ILM Level 7 Coaching and Mentoring (Certificate Programme)

03

Healthcare Leadership Programme

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