In today's workplace, many people have leadership roles without formal HR responsibilities. This includes project managers, team leaders, advisors, controllers, category managers, deputies, compliance officers and many others. Despite their important leadership roles, these individuals are often overlooked in an organization's leadership development programs, which can create uncertainty for both the leaders themselves and the rest of the organization.
Challenges without personnel responsibility
Vivi-Ann Hilde, an experienced course leader, has run the course “How to Lead Without Being a Boss” for many years , focusing on precisely these managers without personnel responsibility. She points out that many of those who are given such roles are very skilled in their fields, which can lead to their managers underestimating the need for training in what the position actually entails, and what position and authority it gives.
The consequence of this lack of introduction is often that managers feel unsure about how to carry out their role. They often encounter comments such as “you are not my formal manager, and you are not allowed to impose anything on me.” This can weaken the manager’s ability to get things done and achieve goals. Even though the role does not involve formal personnel responsibility, it is still a leadership role. These managers are responsible for achieving specific goals, whether it is completing a project, ensuring quality, or ensuring that work complies with laws and regulations.
The need for clear mandates
To succeed as a manager without HR responsibility, it is crucial to clarify the mandate with your superior. It is about understanding which leadership tools you can use in the role, whether it is to allocate resources, delegate tasks, set requirements, give feedback, or handle conversations about quality and progress. Without a clear mandate, you risk ending up in a gray area where authority is constantly challenged.
Management course without personnel responsibility
Considium is offering a course on August 26-27 that provides managers without HR responsibilities with the necessary tools and knowledge to perform the role effectively. After completing the course, you will return to work with increased confidence in your role and a toolbox of effective strategies for success.
In the course you will learn, among other things:
- Internal clarification: what you need to clarify internally within the organization to succeed in the role
- Difficult conversations: how to conduct difficult conversations in a good way
- Coaching Leadership: What is Coaching, and When and How to Use It Effectively
- Teamwork: how to put together a team and create understanding for different roles
- Communication: how to communicate so that you get the team and the organization on board
- Feedback: how to give and receive constructive feedback
What do past participants say?
The course has received very positive feedback from past participants. They highlight the course leader's ability to balance theory with practical examples and group discussions. Vivi-Ann Hilde is known for her ability to use stories and humor in her communication, which makes the learning both relevant and engaging.
Participants report that they have gained increased awareness of the importance of communication and leadership, and that they have been given concrete tools that can be used in everyday life. Methods such as coaching, learning to give constructive feedback, and understanding different team roles have been particularly useful.
- The course has given me useful tools to manage employees without demotivating them. I have learned to see employees as individuals with different abilities and needs, which is crucial to achieving good results.
