Manager Development
Manager training or, manager development, is an integral piece to an organization. It helps to define expectations, standards, and ensure compliance. To continue the trend of distributed authorship, in our manager training offerings we look to bring in subject matter experts within the organization. This helps us to support our managers in developing the right skillset within their environment. A featured management development program is below.
Supervisory Academy
The School of Medicine Supervisory Academy strives to prepare and develop newly promoted and new to Stanford supervisors at all levels in their careers.
Offerings utilize case studies and role playing in order to increase leadership confidence and expertise.
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Supervisory Academy strives to prepare and develop new supervisors at all levels in their careers to become a more effective and successful leaders. Internal subject matter experts (SMEs) share best practices and identify solutions to support the audience in managing their teams.
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This annual program consists of 21 inter-connected courses. 17 courses are offered at the beginning of the year and each course has their own learning objectives.
The 4 remaining courses are taught over the fiscal year in response to current trends under the umbrella of “Managing Hybrid Teams.” The most recent, for Winter quarter, was Stay Conversations. This course was ideated, facilitated, and scaled by Sarah Larson. It is currently being taught across Stanford University and SLAC.
To be eligible for graduation, managers (or managers to be) must complete 10 courses within two cycles or two fiscal years.
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This is a remote-first program provided from October - June within the fiscal year. Two sessions per month are offered via zoom and are recorded for those who can only attend asynchronously due to position restrictions.
The program was created for supervisors that are newly promoted or new to Stanford Medicine to ensure all management personnel have a foundational level of understanding.
For those outside of the School of Medicine, we believe in institutional collaboration and connection. We do ask that participants register with their internal login to help us track participation.
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When the program was inherited, it consisted of 10 courses from September - July. These courses were delivered onsite and in-person only. There was no recording of data and metrics outside of attendance.
After implementing the Kirkpatrick Model and escalating to the Philips ROI Model, data has shown numerous insights.
Those who complete the program have a higher likelihood to stay at Stanford Medicine 2 years past the current rate of attrition.
The average NPS has risen from 34 in 2019 to 71 in 2022. In our most recent course on Employee Experience & Empowerment taught by Sarah Larson the NPS was 86.
Managers who attend these courses are also more likely to invest in their employees development.
Those who attend before they become managers receive more feedback from their employees, thus increasing their impact on the organization.
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“THANK YOU! This is so well laid out, such relevant and focused information and excellent speakers – not only am I engaged and learning, I am having fun! Looking forward to employing all these tools and the ones to come on a continual basis.” - Senior Manager
“I really liked this [Supervisory Academy] session. I thought the content was great and it was well paced. I also liked the small group discussion and was enthused by the overall participation of the group-- I thought it added a lot of depth to the conversation.” - Manager
“I cannot commend you enough to have restructured this course in such an impactful way and by getting such wonderful educators and leaders in this space... Thank you SO MUCH!” - Manager