[skip to content]

Management Development

SOAS Management Programmes

Various programmes have been developed for SOAS managers, from those in first line positions to those at senior level, providing continuing professional development opportunities in management and leadership. Each programme supports SOAS’ Mission, Values and Strategic Plan. These programmes recognise that different events and interventions will be required to address School-wide issues, specific issues for target groups and individual development needs and have been designed to meet the needs of those on each programme.

Each programme will encourage participants to reflect on their current management style and provide the chance to discuss the challenges faced in their current role, or possible future roles. They have been developed in response to the need identified in the HR Strategy , and will provide managers with structured support to allow them to be more effective in their management roles. It has been recognised that it is important to continually develop leadership and management skills at all levels in order to achieve identified institutional goals and deliver high performance outcomes in a rapidly changing environment.

As far as possible each level will reflect the real experiences and needs of participants, and will equip managers to get the best from themselves and the people that they manage.

Aurora: Women's Leadership Development Programme 2014-15

As part of its work to reduce the gender pay gap at SOAS, funding has been allocated for up to 4 places on the Aurora programme. It is hoped that successful applicants will be able to register on the next London cohort starting 25 February 2015, and the SOAS nomination process has been designed with this in mind. 

Background

The Aurora Programme has been designed to encourage women in academic and professional roles to think about themselves as leaders, to develop leadership skills and to help institutions maximise the potential of these women. The programme is run by the Leadership Foundation and aimed at women in academic and professional roles up to senior lecturer level or professional services equivalent (Grade 9, but without substantial leadership experience) who would like to develop and explore issues relating to leadership roles and responsibilities.

Participants need to have the endorsement of their institution and be committed to developing and enhancing their career. They should be ambitious for a career in the sector and interested in exploring leadership and management as one option for progression. Further information is available in the Aurora Brochure and from the Leadership Foundation web pages.

What Aurora Covers

  • The Aurora programme addresses core areas associated with leadership success:
  • Understanding organisations and the sector;
  • Developing leadership behaviours, skills and knowledge;
  • identifying and overcoming barriers and obstacles;
  • Growing confidence and a leadership identity;
  • Building networks, coalitions and support processes.

Aurora Programme dates

The Aurora Programme consists of five interlinked days – four workshops and an Action Learning Set.  You are required to attend each of the four development days below plus the Action Learning Set day, so you must be available to attend all dates below.
Aurora London 2
1. Identity, Impact and Voice - Wednesday 25 February 2015
2. Power and Politics - Thursday 26 March 2015
3. Action Learning Set* - Tuesday 14 April 2015: Delegates agree a host institution
4. Core Leadership Skills - Wednesday 6 May 2015
5. Adaptive Leadership Skills - Tuesday 16 June 2015

Nominations

Those interested in being considered for the programme should complete the Nomination form outlining the reasons why they should be allocated a place. This should be supported by a statement from their line manager. Completed applications for the February 2015 programme need to be received in the Staff Development Office by 13 October 2014

SOAS Management Development Programmes - Aims

To deliver the objectives identified in the HR Strategy & staff survey 2010 through:

  1. Leadership and management development programmes and support including people and performance management
  2. Briefings and other policy-led training to ensure that all staff are aware of their responsibilities regarding legislation on employment, health and safety and equality and diversity issues
  3. Provision of support for staff through change processes

If You Manage Staff

As well as looking at our programme with a view to your own training and development, you may also find it helpful to keep in mind the training needs of your staff. Apart from helping to set the context for a discussion of training needs during your SDR / appraisal meetings with staff, the contents of the programme can help with forward planning the training of all staff in whom you have a managerial interest.