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Henley Business School Reveals HR Paying Lip Service To Coaching

Henley Business School has revealed the results of its Corporate Learning Priorities survey which shows coaching remains high up the list of development priorities for 2010. However, while 61% of respondents said developing a coaching culture was one of their top 5 priorities, only 9% made it their 1st or 2nd priority.

Henley has suggested that this reflects an uncertainty about how to go about creating a coaching culture and concern as to whether the senior team will support the initiative. In addition, a quarter of respondents made ‘developing leadership coaching skills’ their first or second priority.

Dr Patricia Bossons, Director of Coaching Services at Henley Business School, commented: “I am hearing from clients and students alike that coaching has never been more important since it helps maintain clarity and resourcefulness in people driving business recovery. The fact that so many in the survey recognize the importance of coaching yet few appear to make it a high priority may be because coaching is seen as a process, rather than a specific ‘management development‘ area, such as strategic thinking or managing change. It is also still perceived by many to be something that lies in the hands of HR, or external coaches, so coaching skills development can easily be seen as someone else’s responsibility.”

She added: “Coaching can be the ‘oil’ that enables the rest of a management development agenda deliver tangible outcomes and results. A senior strategic leadership programme for example, is going to have much longer lasting impact, and a much greater return on investment, if each individual is supported by an independent coach as they go through their programme. Individuals recognize this, which is why the statistics in the research show leadership coaching skills development as a high priority.”

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Henley Launches New Themed Corporate Finance MBA

Henley Executive MBA applicants can from this year onwards choose to take advantage of the exceptional scope of expertise offered by Henley through a range of themed MBAs. These themed MBAs are designed for experienced, practising managers who are looking for a world renowned general management MBA but with a particular application to three different industries – corporate finance, construction management and real estate.

Henley Launches New Themed Corporate Finance MBA

The three different themed MBAs are delivered via collaboration between the industry respected schools of Henley – the International Capital Markets Association (ICMA) Centre, the School of Real Estate and Planning and the School of Construction Management from the University of Reading.

Participants will study as part of the executive MBA programme and follow the core curriculum whilst periodically studying tailored modules bespoke to their subject theme at appropriate points in time.

Associate Professor Susan Rose, the Associate Head of the School of Management responsible for The Henley MBA, said: “I am delighted to work in collaboration with colleagues of the Henley Business School and The University of Reading who have such strong industry connections and reputations in their respective fields. This enables us to offer MBA participants something really different. The themed programmes provide the best of both worlds for those who want general managerial development whilst applying it to the very specific challenges of their sector and thereby demonstrating commitment to their organisation.”

The Henley Executive MBA is a two year part-time programme aimed at aspiring senior managers who wish to develop their management competency as well as focus on their own personal development, alongside their full-time employment.

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Henley MBA Bursary Supports Great Women Managers

Henley Business School has launched its annual range of scholarships and bursaries for the Henley full-time and executive MBA 2010 intakes.

This year, the scholarships are designed to reward real academic merit and will be offered to the four candidates across both modes of study who can bring most academic value to the programmes. Each scholarship is worth 50% of the full fee.

The bursaries however are designed to support the very special mix of experience and backgrounds characteristic of those studying for the Henley MBA. Ten candidates will be offered the 50% bursary from those applying from a variety backgrounds including emerging markets, the public sector, the voluntary sector, SMEs or if they are women in business.

The Henley scholarships and bursaries are only open to those who are 100% self sponsored and the closing date for both is Monday 12th April 2010. The Henley Executive and Full-time MBA both start autumn 2010.

Director of MBA Recruitment Ashley Arnold says: “The Henley MBA is designed for experienced managers from around the world and from every industry. Every year we meet a fantastic mix of great people, all with something to share.

“I am delighted that this year the scholarships and bursaries support that combination which ensures a very special learning experience for all.”

The Henley MBA is for experienced, practicing managers seeking a world-class MBA programme that will develop potential and prepare those studying the course for a senior management position.

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Henley Business School Responds To The Way Businesses Want To Learn

Henley Business School has launched its new Executive Education Portfolio which features 13 brand new programmes designed to meet the challenges of today’s economic uncertainty, in response to both the results of its recent Corporate Learning Priorities survey and to expert feedback from its own Faculty.

Henley Business School Responds To The Way Businesses Want To Learn

“The learning & development professionals who responded to the survey gave us a clear indication of their ‘worry list’ for 2010.” explained Linda Irwin, Executive Director, Corporate Development. “They want to focus on leadership development – both of senior and middle managers, managing change and developing high potentials. For renewal, regeneration and recovery, continued investment in all talent is the only sustainable option and the big emphasis seems to be on continuing to develop leaders holistically to make the right choices; for themselves, their organisations and for the wider society. Skills that respond to the new business zeitgeist feature in this research – areas of such huge importance for global, 21st century responsible leadership; innovation, sustainability and rebuilding trust with all stakeholders. This reinforced the views of our Faculty and conversations with our existing corporate clients and our Alumni. We have designed this new Portfolio specifically to meet those needs.”

The survey also indicated what is important to businesses when choosing an executive education programme. 76% said reputation was extremely important, as was inclusion of recent, original research to 86% or respondents.

“This is not surprising,” reflected Linda Irwin, “Providing innovative and impactful programme design based upon relevant and rigorous research is the main differentiator between business school provision of L & D solutions and that of many other providers.”

Many respondents said that partnering where appropriate with external experts and guest speakers was significant for 88% or respondents. “Businesses expect that we stay close to our markets; both through our research, through practitioner Faculty and by collaborating with the best industry speakers and expert contributors where relevant”, suggested Irwin. The use of up to date case studies was key to 65% of respondents and use of experiential learning and a focus on soft skills to 57%. 71% also cited the environment where the training will take place as quite important to them.

With little time to spare away from the office 53% of respondents indicated that for open programmes 2-3 days are optimal while 18% stated ‘the shorter the better’. However, 27% thought programmes ‘should be as long as the learning objectives require’ – revealing scope for longer interventions where a case for them can be made.

Irwin commented, “Our new executive education portfolio reflects the respondents views; shorter, incisive, knowledge-led 2 day interventions on issues such as commercial insight for HR, systemic innovation and managing reputation and longer, more experiential management programmes on leadership and coaching for example, which offer opportunities to change behaviour at a deeper lever.”

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Henley Business School Reveals Results Of Corporate Learning Priorities Survey 2010

Henley Business School has revealed that developing the leadership skills of middle managers and equipping them to manage change are among the top learning and development priorities for organisations in 2010, according to the Corporate Learning Priorities Survey 2010 carried out by Henley’s Corporate Development team.

Respondents indicated a significant focus on leadership development in 2010, particularly at middle management level. They also anticipate focusing on high-potentials as they grow and develop to lead their businesses into an uncertain future. One respondent commented they were placing, “Change even higher on the agenda in 2010” and 67% of respondents chose ‘Managing Change’ as a specific development priority for managers.

The survey, amongst 2,500 HR and learning development professionals, was designed to
provide an up-to-date perspective of the executive education and development landscape. Over 60% of those completing the survey were HR Directors, Vice-Presidents or Heads of HR or Learning & Development in some of the UK’s largest employers.

Linda Irwin, Executive Director, Corporate Development for Henley Business School, said that the research showed many were planning for the long-term, and not making budget cuts they may live to regret:

“Managing Directors, CEOs, HR Directors and Learning & Development professionals have adopted a pragmatic, level-headed, measured approach when faced with the tumultuous economic climate we have endured. As one respondent commented in the survey, his organisation’s priority is to ‘Ride out the storm that has been created by the recession without losing our A teams.’ Rather than axing development budgets and cutting leadership development they have focused effort on those individuals who they expect will lead their organisations into a future yet to be created. Softer skills, in leadership styles and in leadership coaching for instance, that bring out the very best in people and facilitate team working are also a priority.”

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New Advanced HR Business Partner Programme By Henley Business School

Henley Business School has launched a new Advanced Human Resources Business Partner programme as part of its executive education programme. Aimed at senior HR business partners, the programme will help them focus on aligning the HR agenda with the strategic business imperatives of their organisations, on deriving competitive advantage for the business through delivery of that agenda and on developing their own strategic leadership skills.

The Advanced HR Business Partner programme is intended to provide HR professionals looking to move to more senior roles with the necessary leadership skills to understand and contribute to overall business management. Typically participants will have been charged by their organisations to set an HR agenda that is aligned to, and supports, the overall business agenda – rather than being responsible for a discrete area of HR.

Henley Business School

The programme is based on real-world business research by the Henley Human Resources Centre of Excellence into what is required from HR today.

Nick Holley, Programme Director, said: “Great human resources people need to understand what drives the business and focus on HR’s contribution as part of overall business leadership. One HR Director commented to me that there are many people with strong HR knowledge but few with the business acumen or personal strength to challenge and influence their peers. Our research with many leading international businesses has revealed what a good HR leader looks like and this programme will enable participants who work as part of a senior team to develop those commercial and influencing skills.”

The ‘Advanced HR Business Partner’ programme is part of Henley Business School’s new portfolio of executive development programmes aimed at helping organisations to develop effective leadership and the right calibre of managers to survive and thrive in today’s turbulent economic times.

As part of an extensive executive education offering, which also includes both customised and tailored qualification programmes, these management courses and leadership courses are highly practical, designed to create immediate impact and make a real difference back in the work environment.

About Henley Business School:
Henley Business School was formed in August 2008 from the merger of Henley Management College, itself founded in 1945, and the Business School at the University of Reading. It is one of the longest established Business Schools and the world’s third largest supplier of MBA education. It delivers business management training to managers in more than 112 countries worldwide with in excess of 5,400 people studying at any one time.

Henley Business School is one of Europe’s largest full service business schools and offers a comprehensive range of management programmes from undergraduate to board level.

Encompassing the world-ranked Henley MBA, executive and distance learning MBAs, DBAs, PhDs, MScs, BScs, BAs and its internationally renowned open and tailored executive education, it provides learning and development opportunities from the start of a career through to senior executive levels, from developing strategy to managing change and achieving sustainable, responsible success. With expertise in the development and delivery of solutions to the management and leadership challenges of our times, it is also one of the very few international business schools to hold triple accredited status (AMBA, EQUIS, AACSB).

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