CMI Level 5 - United Kingdom

CMI Level 5 Certificate in Management and Leadership Training Course Outline

Our CMI Level 5 Certificate in Management and Leadership Training Course is thoughtfully structured to meet the 44 Guided Learning Hours requirement, providing delegates with 16 hours of comprehensive course material and 28 hours of interactive e-learning content. 

Qualification Level: Certificate

Credit Value: 13

The below-mentioned topics will be delivered by our professional instructors in the online instructor-led training.

Unit (505) Forming Successful Teams (4 credits)

Module 1: Purpose and Characteristics of Successful Teams

• Factors to Consider When Forming a Team
• Characteristics of Successful Teams Using Theoretical Models
• Purpose of Different Types of Teams Within Organisations

Module 2: Approaches to Team Formation

• Theoretical Models Used for Team Formation
• Practical Approaches to Team Formation

Module 3: Challenges of Team Formation

• Challenges Which Occur in Team Formation
• Approaches for Responding to Challenges When Forming Teams

Module 4: Performance of a Newly Formed Team

• Approaches for Measuring the Performance of a Newly Formed Team

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Unit (503) Principles of Managing and Leading Individuals and Teams to

Achieve Success (5 credits)

Module 5: Approaches to Managing and Leading Teams

• Theoretical Models Used for Managing and Leading Teams
• Practical Approaches for Effective Team Management and Leadership
• Strategies for Managing Team Leaders

Module 6: Balance of Skills and Experience in Teams

• Techniques for Assessing Current and Future Team Capabilities and Requirements
• Factors Impact on Selection of Learning and Development Activities for Individuals and Teams

Module 7: Techniques for Managing and Leading Individuals and Teams

• Methods Used to Monitor and Manage Individual and Team Performance
• Challenges of Managing and Leading Multi-Disciplinary and Remote Teams

Unit (519) Managing Quality and Continuous Improvement (6 credits)

Module 8: Scope and Purpose of Quality Management Within Organisations

• Scope and Purpose of Quality Management Within Organisations
• Organisational Structures for Managing Quality
• Influence of Stakeholders in Quality Management
• Impact of Quality Management Systems on an Organisation's Activities

Module 9: Approaches for Managing Quality

• Approaches for Managing and Maintaining Quality
• Tools and Techniques Used in Quality Management 

Module 10: Application of Continuous Improvement Within Organisations

• Short and Long Term Strategies for Continuous Improvement
• Process for Embedding Continuous Improvement 

Module 11: Judge the Success of Quality Management

• Assess the Effectiveness of Quality Management Within an Organisational 
• Use and Purpose of a Scorecard Method to Judge the Success of Quality Management

CMI Level 5 Diploma in Management and Leadership Training Course Outline

Our CMI Level 5 Diploma in Management and Leadership Training Course is thoughtfully structured to meet the 162 Guided Learning Hours requirement, providing delegates with 32 hours of comprehensive course material and 130 hours of interactive e-learning content. 

Qualification: Diploma

Minimum Credit Value: 37

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training

Unit (501) Principles of Management and Leadership in an Organisational Context (Credit Value 7)

Module 1: Factors that Impact an Organisation’s Internal Environment

• Impact of Legal Status on the Governance of an Organisation
• Purpose of an Organisation’s Mission and Vision Statements
• Impact of Organisational Structures on Management Roles
• Impact of Organisational Values and Ethics on Management Decision Making

Module 2: Application of Management and Leadership Theories

• Relationship Between Management and Leadership
• Impact of Management and Leadership Styles on Individuals and Teams
• Influence of Culture and Values on Management and Leadership Styles
• How Management and Leadership Styles can be Adapted in Different Situations

Module 3: Knowledge, Skills, and Behaviours to Be Effective in a Management and Leadership Role

• Knowledge and Skills Required for a Management and Leadership Role
• Factors that Impact the Selection of Communication Techniques
• Behaviours Required to Be Effective in a Management and Leadership Role
• Approach for Building a Culture of Mutual Trust, Respect, and Support with Teams and Individuals

Unit (503) Principles of Managing and Leading Individuals and Teams to Achieve Success (Credit Value 6)

Module 4: Approaches to Managing and Leading Teams 

• Theoretical Models Used for Managing and Leading Teams 
• Practical Approaches for Effective Team Management and Leadership 
• Strategies for Managing Team Leaders 

Module 5: Balance of Skills and Experience in Teams 

• Techniques for Assessing Current and Future Team Capabilities and Requirements 
• Factors Impact on Selection of Learning and Development Activities for Individuals and Teams 

Module 6: Techniques for Managing and Leading Individuals and Teams  

• Methods Used to Monitor and Manage Individual and Team Performance 
• Challenges of Managing and Leading Multi-Disciplinary and Remote Teams
• Examine Good Practices for Enabling and Supporting Individuals and Teams to Achieve Success

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Unit (505) Forming Successful Teams (Credit Value 4)

Module 7: Purpose and Characteristics of Successful Teams 

• Factors to Consider When Forming a Team 
• Characteristics of Successful Teams Using Theoretical Models 
• Purpose of Different Types of Teams Within Organisations 

Module 8: Approaches to Team Formation 

• Theoretical Models Used for Team Formation 
• Practical Approaches to Team Formation 

Module 9: Challenges of Team Formation 

• Challenges Which Occur in Team Formation 
• Approaches for Responding to Challenges When Forming Teams 

Module 10: Performance of a Newly Formed Team 

• Approaches for Measuring the Performance of a Newly Formed Team 

Unit (512) Managing Equality, Diversity, and Inclusion (Credit Value 4)

Module 11: Understand the Rationale for Workforce Planning

• Organisational/Strategic Objectives
• Greater Agility
• Cost-Effectiveness
• Sustainability, Continuity
• Compliance

Module 12: Principles and Practices of Workforce Planning

• Theoretical models
• Data and information
• Employment practices
• Workforce plan

Unit (506) Managing Equality, Diversity, and Inclusion (Credit Value 5)

Module 13: Legal and Organisational Approaches to Equality, Diversity, and Inclusion 

• Impact of Legislative Requirements on Organisations  
• Business Case for Equality, Diversity, and Inclusion 
• Organisational Approaches to Promoting Equality, Diversity, and Inclusion to Staff and Stakeholders 

Module 14: Role and Responsibilities of a Manager in Relation to Equality, Diversity, and Inclusion 

• Role and Responsibilities of a Manager  
• Language and Behaviours Required of a Manager  
• Leadership Styles Which Support Practice Improvement  
• Approaches for Managing Individuals and Teams Which Lack Commitment to Equality, Diversity, and Inclusion 

Module 15: Develop and Implement Plans to Support Equality, Diversity, and Inclusion within an Organisation

• Process for Developing a Plan
• Purpose and Methods of Gathering Data and Information to Inform a Plan 
• Approaches to Implementing a Plan 

Module 16: Monitor and Report on Equality, Diversity, and Inclusion 

• Methods for Monitoring Outcomes Against Targets to Promote Continuous Improvement 
• Methods for Reporting Outcomes to Staff and Stakeholders 

Unit (508) Principles of Developing a Skilled and Talented Workforce (Credit Value 4)

Module 17: Benefits of Developing a Skilled and Talented Workforce

• Impact of Workforce Development on Organisations
• Impact of Workforce Development on an Organisation’s External Stakeholders
• Benefits of Workforce Development for Individuals and Teams

Module 18: Factors Which Influence Workforce Development

• Impact of Legal and Organisational Factors on Workforce Development
• Role of the Manager in Workforce Development
• Challenges and Barriers to Workforce Development
• Methods for Overcoming Challenges and Barriers to Workforce Development

Module 19: Scope of Learning and Development as Part of a Workforce Development Strategy

• Factors Which Influence the Selection of Learning and Development Activities
• Scope of Learning and Development Activities in Workforce Development
• Use of Technology in Delivering Workforce Development

Module 20: Measure the Impact of Workforce Development

• Methods for Measuring the Impact of Workforce Development
• Methods to Sustain the Impact of Workforce Development.

Unit (510) Managing Conflict (Credit Value 5)

Module 21: Types, Causes, Stages, and Impact of Conflict within Organisations

• Types and Causes of Conflict Within Organisations
• Stages of Conflict
• Impact of Conflict on Organisational Performance

Module 22: Investigation of Conflict Situations in the Workplace

• Processes for Investigating Conflict Situations in the Workplace

Module 23: Approaches, Techniques, Knowledge, Skills, and Behaviours for Managing Conflict

• Knowledge, Skills, and Behaviours Required to Manage Conflict Effectively
• Use of Approaches and Techniques to Resolve Conflict

Unit (519) Managing Quality and Continuous Improvement (Credit Value 6)

Module 24: Scope and Purpose of Quality Management within Organisations 

• Scope and Purpose of Quality Management Within Organisations
• Organisational Structures for Managing Quality
• Influence of Stakeholders in Quality Management
• Impact of Quality Management Systems on an Organisation’s Activities

Module 25: Approaches for Managing Quality 

• Approaches for Managing and Maintaining Quality 
• Tools and Techniques Used in Quality Management  

Module 26: Application of Continuous Improvement Within Organisations 

• Short and Long Term Strategies for Continuous Improvement 
• Process for Embedding Continuous Improvement  

Module 27: Judge the Success of Quality Management 

• Assess the Effectiveness of Quality Management Within an Organisational  
• Use and Purpose of a Scorecard Method to Judge the Success of Quality Management

Unit (513) Managing Projects to Achieve Results (Credit Value 6)

Module 28: Role of Projects in Delivering Organisational Strategy

• Definitions of Term Project
• Projects Vs BAU (Business as Usual)
• Deliver Organisation’s Strategy
• Achieve Competitive Advantage
• Innovation
• Support Decision Making
• Enable Change

Module 29: Processes for Initiating, Planning and Managing Projects

• Process
• Legal
• Tools and Techniques
• Methods
• Approaches

Module 30: Factors Contributing to Effective Project Management

• Methods of Managing Data and Information
• Problem-Solving and Decision-Making Techniques
• Identify, Manage, and Mitigate

CMI Level 5 Diploma in Management Coaching and Mentoring Training Course Outline

Our CMI Level 5 Diploma in Management Coaching and Mentoring Training Course is thoughtfully structured to meet the 285 Guided Learning Hours requirement, providing delegates with 32 hours of comprehensive course material and 253 hours of interactive e-learning content.

Qualification Level: Diploma

Total Credit Value: 42

Unit 5001V1: Personal Development as a Manager and Leader (Credit Value 6)

Module 1: Assess and Plan for Personal Professional Development

• Identify the Importance of Continual Self-Development
• Assess Current Skills and Competencies
• Identify Development Opportunities
• Construct a Personal Development Plan

Module 2: Resources Required for Personal Professional Development

• Identify the Resources Required
• Develop a Business Case to Secure the Resources

Module 3: Implement and Evaluate the Personal Development Plan

• Processes to Implement the Personal Development Plan
• Evaluate the Impact of the Personal Development Plan
• Review and Update the Personal Development Plan

Module 4: support and promote staff welfare

• Relationship Between Staff Welfare and Organisational Objectives
• Process for Assessing Staff Welfare
• Taking Actions in Dealing with a Staff Welfare Issue
• How to Communicate Responsibilities?
• Records to Demonstrate the Supported Staff Welfare

Unit 5014V1: Introduction to Management Coaching and Mentoring (Credit Value 6)

Module 5: Management Coaching and Mentoring

• Purpose of Coaching in Human Resources Development
• Role of Mentoring in Management
• Difference Between Coaching and Mentoring

Module 6: Use of Management Coaching

• Benefits of Coaching in Performance Management
• Role of Coaching in Team Learning

Module 7: Use of Management Mentoring

• Benefits of Mentoring in Performance Management
• Role of Mentoring in Team Learning

Module 8: Relationship Between Coaching and Mentoring and Organisational Objectives

• Role of a Manager as a Coach
• Role of a Manager as a Mentor
• How Coaching and Mentoring is Linked to Organisational Objectives?

Unit 5015V1: Management of Coaching And mentoring (Credit Value 6)

Module 9: Impact of Coaching and Mentoring Programmes

• How Coaching and Mentoring is Used by an Organisation?
• Benefits of Coaching and Mentoring to an Organisation
• Organisational and Human Resource Implications

Module 10: Manage the Implementation of Coaching and Mentoring

• Impact on an Organisation of Establishing a Coaching and Mentoring Culture
• Barriers to Change Which Impact on Coaching and Mentoring
• How to Overcome Organisational and Individual Resistance?
• Plan to Support Individuals in the Adoption of Change

Module 11: Operation of Coaching and Mentoring within an Organisation

• Develop a Plan to Implement Coaching and Mentoring
• Establish Processes and Mechanisms to Record and Monitor the Impact
• Implementation Strategy to Ensure Continuous Improvement

Unit 5016V1: Using Coaching and Mentoring Skills as a Manager (Credit Value 6)

Module 12: How Styles Support the Coaching and Mentoring Practice?

• Different Learning and Development Styles of Self and Individuals
• Impact of the Differing Learning Styles of Coaching Programmes
• Impact of the Differing Learning Styles of Mentoring Programmes
• Plan to Support Individual and Team Styles Using Coaching Activities
• Plan to Support Individual and Team Styles using Mentoring Activities

Module 13: Develop Skills as a Manager in Coaching and Mentoring

• Skills to Support Personal Practice of Coaching
• Skills to Support Personal Practice of Mentoring
• Identify Learning and Development Opportunities
• Personal Development Plan in Relation to Coaching Skills
• Personal Development Plan in Relation to Mentoring Skills

Module 14: Articulate and Develop a Coherent Ethical Framework to Support Coaching

• Develop a Coherent, Congruent Statement of Ethics for Coaching
• Analyse the Impact of Delivery for Coaching Activities
• Evaluate
  • Personal Coaching Performance
  • Detailing Ways of Dealing with Beliefs
  • Values
  • Diversity
  • Conflicts of Interest

Module 15: Articulate and Develop a Coherent Ethical Framework to Support Mentoring

• Develop a Coherent, Congruent Statement of Ethics for Mentoring
• Analyse the Impact of Delivery for Mentoring Activities

• Evaluate

• Personal Coaching Performance
• Detailing Ways of Dealing with Beliefs
• Values
• Diversity
• Conflicts of Interest

Unit 5017V1: Coaching Practice and Theory (Credit Value 6)

Module 16: Tools and Techniques Used in Coaching Practice

• What is Meant by the Coaching Cycle?
• Techniques Within Coaching Activities
• Impact of Personalities on the Selection of the Tools and Techniques
• Problem-Solving Techniques within Coaching Activities
• Techniques for Coaching Different Groups and Individuals

Module 17: Develop Relationships to Support Coaching

• What is Needed for Successful Coaching Relationships?
• How to Build the Commitment of the Individuals to Establish a Partnership?
• Goals and Agree Action Plans with Individuals
• Engagement with the Programme Through Coaching Process

Module 18: Guidelines and Protocols to Develop Coaching Interventions

• Guidelines and Protocols for Interventions
• Develop Coaching Interventions
• Effectiveness of the Coaching Interventions

Unit 5018V1: Mentoring Practice and Theory (Credit Value 6)

Module 19: Tools and Techniques Used in Mentoring

• Techniques to Support Behavioural and Organisational Change
• Selection of the Tools and Techniques
• Identify Techniques used When Mentoring
• Techniques Needed when Mentoring Individuals

Module 20: Develop Relationships to Support Mentoring

• What is Needed for Successful Mentoring Relationships?
• Establish a Partnership for Effective Mentoring
• Establish Goals and Agree Action Plans
• Engagement with the Programme

Module 21: Guidelines and Protocols to Develop Mentoring Interventions

• Guidelines and Protocols for Interventions
• Effectiveness of the Mentoring Interventions
• Develop Interventions of Mentoring

Unit 5019V1: Management of Action Learning (Credit Value 6)

Module 22: Practice and Operation of Action Learning

• Practice of Action Learning and the Role of the Manager
• Benefits of Action Learning in the Development
• Impact of Action Learning on Organisational Objectives

Module 23: Facilitate Learning Through Action Learning

• Assess Mechanisms to Monitor
• Develop Practices to Elicit Personal and Organisational Values
• How Individuals Apply Learning to Practice?
• How Individual Support Organisational Needs?
• Programmes that Integrate the Practice of Action Learning

Module 24: Impact of Action Learning on Organisational Objectives

• Use of Action Learning Across Programmes of Learning
• Organisational Objectives and the Impact of Action Learning

CMI Level 5 Certificate in Project Management Training Course Outline

Our CMI Level 5 Certificate in Project Management Training course is thoughtfully structured to meet the 34 Guided Learning Hours requirement, providing delegates with 16 hours of comprehensive course material and 18 hours of interactive e-learning content.

Min Credit Value: 16

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training. 

Unit 513: Managing Projects to Achieve Results (CV: 6)

Module 1: Role of Projects in Delivering Organisational Strategy

• Role of Projects in Delivering Organisational Strategy

Module 2: Processes for Initiating, Planning, and managing projects

• Analyse the Process for Initiating Projects
• Impact of Legal, Organisational and Ethical Factors on Projects
• Use of Tools and Techniques to Plan and Manage Projects
• Analyse Techniques for Working Collaboratively with Stakeholders
• Methods Used for Monitoring Project Progress
• Methods for Reporting on Project Outcomes
• Assess Approaches for Project Closure

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification. 

Module 3: Factors which Contribute to Effective Project Management

• Methods of Managing Data and Information
• Use of Problem Solving and Decision-Making Techniques
• Approaches to Identify, Manage and Mitigate Project Risks

Unit 524: Conducting a Management Project (CV: 10)

Module 4: How to Plan a Management Project?

• Develop the Aim, Objectives and Scope of a Proposed Management Project
• Specify a Research Approach for the Proposed Management Project
• Specify the Research Methods to Collect Data and Information
• Analyse the Role of Stakeholders
• Factors to be Considered When Developing an Effective Plan

Module 5: Be able to conduct a management project

• Conduct Research to Deliver the Management Project
• Analyse and Interpret Research Findings Using Relevant Tools and Techniques
• Use Research Findings to Analyse Options
• Draw Conclusions and Propose Recommendations

CMI Level 5 Award in Professional Team Coaching Training Course Outline

Our CMI Level 5 Award in Professional Team Coaching Training Course is thoughtfully structured to meet the 30 Guided Learning Hours requirement, providing delegates with 8 hours of comprehensive course material and 22 hours of interactive e-learning content.

Qualification Level: Award

Minimum Credit: 10

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 536: Professional Team Coaching (CV: 10)

Module 1: Principles of Professional Team Coaching

• Scope, Purpose, and Benefits of Professional Team Coaching
  • Scope of Professional Team Coaching
  • Purpose of Professional Team Coaching
  • Benefits of Professional Team Coaching
• Stakeholder Relationships Involved in Professional Team Coaching
  • Professional Coach
  • Teams and Individual Coachee
  • Sponsor
  • Management Team
  • Interrelationships Between Stakeholder Groups
  • Role of Contracting with Stakeholders and Team
• Models and Approaches for Delivering Professional Team Coaching
  • Approaches to Deliver Professional Team Coaching
  • Coaching Models
  • Application of Core Coaching Skills
• Approaches to Respond to Challenges in the Delivery of Professional Team Coaching
  • Challenges in the Delivery of Team Coaching
  • Approaches to Respond to Challenges in Group and Team Coaching

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Module 2: Plan and Deliver Professional Team Coaching

• Develop a Plan to Deliver Professional Team Coaching to Meet Needs
  • Develop Case for the Coaching Assignment
  • Identification of Teams Needs for Coaching
  • Development of Formal Written
  • Engagement with Stakeholders
  •  Coaching Models and Approaches for Coaching Assignment
• Deliver Professional Team Coaching
  • Success Indicators
  • Professional Team Coaches Abilities
• Complete Records of Professional Team Coaching
  • Compliance to Organisational and Legal Requirements
  • Digital and Written Records

Module 3: Reflect and Act on Outcomes of Professional Team Coaching

• Reflect on Outcomes of Professional Team Coaching to Make Recommendations for Improvement
  • Self-Reflection
  • Feedback
  • Completion of Reflective Journal
  • Evaluation of Coaching Assignment
• Plan to Support the Team and Individuals Beyond the Team Coaching Assignment
  • Opportunities for Re-Contracting Team Coaching

CMI Level 5 Certificate in Professional Coaching Practice Training Course Outline

Our CMI Level 5 Certificate in Professional Coaching Practice Training Course is thoughtfully structured to meet the 46 Guided Learning Hours requirement, providing delegates with 16 hours of comprehensive course material and 30 hours of interactive e-learning content.

Qualification Level: Certificate

Minimum Credit: 14

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 531: Principles of Professional Coaching (Credit Value 6) (GLH-16)

Module 1: Understand the Principles of Professional Coaching

• Benefits of Professional Coaching
• Professional Coaching with Other Methods
• Roles and Responsibilities for Delivering and Managing Professional Coaching
• Ethical and Legal Frameworks for Professional Coaching

Module 2: Process for Contracting and Delivering Professional Coaching

• Role and Purpose of Contracting in Professional Coaching
• Process for Delivering Professional Coaching

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Unit 536: Professional Team Coaching (Credit Value: 10) (GLH-30)

Module 3: Principles of Professional Team Coaching

• Scope, Purpose, and Benefits of Professional Team Coaching
• Stakeholder Relationships Involved in Professional Team Coaching
• Models and Approaches for Delivering Professional Team Coaching
• Approaches to Respond to Challenges in the Delivery of Team Coaching

Module 4: Plan and Deliver Professional Team Coaching

• Develop a Plan to Deliver Professional Team Coaching to Meet Needs
• Deliver Professional Team Coaching
• Complete Records of Professional Team Coaching

Module 5: Reflect and Act on the Outcomes of Professional Team Coaching

• Outcomes of Professional Team Coaching to Make Recommendations
• Develop a Plan to Support the Team and Individuals

CMI Level 5 Award in Management Coaching and Mentoring Training Course Outline

Our CMI Level 5 Award in Management Coaching and Mentoring Training Courses thoughtfully structured to meet the 40 Guided Learning Hours requirement, providing delegates with 8 hours of comprehensive course material and 32 hours of interactive e-learning content.

Qualification Level: Certificate

Minimum Credit: 6

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 5014V1: Introduction to Management Coaching and Mentoring (Credit Value: 6)

Module 1: Purpose of Management Coaching and Mentoring

• Purpose of Coaching in Human Resources Development
  • Distinguish Between Two Different Processes
  • Use Coaching to Develop People
  • Human Resource Development
  • Managing Performance
  • Learning New Skills
  • Promotion and Development
  • Talent Management
• Role of Mentoring in Management
  • Role as a Manager and Responsibilities
• Difference Between Coaching and Mentoring
  • Compare and Contrast Difference Between Coaching and Mentoring

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Module 2: Management Coaching as a Tool in Human Resources Development

• Benefits of Coaching in Performance Management
  • Understanding of Performance Management
  • Assist the Process
  • Different Levels of Performance
  • Short Term and Long-Term Benefits
• Role of Coaching in Team Learning
  • How the Coaching Role may Assist
  • Team Development Plan

Module 3: Management Mentoring as a Tool in Human Resources Development

• Benefits of Mentoring in Performance Management
  • Select Mentoring as a Tool
  • Providing Examples
• Role of Mentoring in Team Learning
  • Consider the Skills, Knowledge and Experience
  • Mentoring Role to Support and Guide

Module 4: Relationship Between Coaching, Mentoring, and Organisations Objectives

• Analyse the Role of a Manager as a Coach
  • Recognise the Advantages and Disadvantages of Manager Operating
  • Use of Coaching Skills as a Manager in Terms
• Analyse the Role of a Manager as a Mentor
  • Focus of a Line Manager and Mentor
  • Develop a Template of Manager’s Role and Mentor’s Role
• How Coaching and Mentoring is Linked to Organisational Objectives?
  • Processes can Support the Business Plan
  • Department Plan and Individual Development Plans
  • Support and Commitment is Demonstrated by Senior Management

CMI Level 5 Certificate in Professional Consulting Training Course Outline

Our CMI Level 5 Certificate in Professional Consulting Training Course is thoughtfully structured to meet the 55 Guided Learning Hours requirement, providing delegates with 16 hours of comprehensive course material and 39 hours of interactive e-learning content.

Qualification Level: Certificate

Minimum Credit: 13

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 5033: Communication for Consultants (Credit Value 7)

Module 1: Importance of Communication

• Communicate with Clients
• Impact of Communication Skills on the Client/Consultant Relationship
• Different Communication Methods May Be Used to Identify Clients’ Needs
• Impact of Communications Skills on Achieving Intervention Objectives
• How Client Confidentiality Is Observed by the Consultant?

Module 2: Run Effective Meetings with Clients

• Process of Planning and Preparing for a Meeting
• Skills Required of a Consultant When Running Meetings
• Importance of the Consultant Employing Questioning and Listening Skills
• Different Types and Formats of Meetings

Module 3: Present Information, Findings, Conclusions, and Recommendations to Clients

• Principles of Delivering a Presentation
• Use of Presentations as a Method of Communicating Information to Clients
• Tools and Resources a Consultant May Prepare Effective Written Reports
• Different Writing Styles

Unit 5031: Role and Responsibilities of a Consultant (Credit Value 6)

Module 4: Understand the Role of the Consultant

• Types of Organisational Structures for Consulting Practices/Departments
• Role of the Consultant
• Emerging Trends and Challenges Facing the Consulting Industry
• Demand for Consultants Changes in Different Economic Climates

Module 5: Assess Current Competencies, Knowledge, and Behaviours

• Competencies Required of a Consultant Change
• Competencies, Knowledge, and Behaviours Against the Consultancy Competency Framework (CCF)
• Completion of Personal Development Plan (PDP)

Module 6: How to Behave in a Professional and Ethical Manner?

• Professional Behaviours Required of a Consultant
• Ethical Dilemmas That May Arise in the Course of the Work of a Consultant
• Duty of Care Owed by a Consultant to a Client

CMI Level 5 Award in Professional Mentoring Practice Training Course Outline

Our CMI Level 5 Award in Professional Mentoring Practice Training Course is thoughtfully structured to meet the 30 Guided Learning Hours requirement, providing delegates with 10 hours of comprehensive course material and 20 hours of interactive e-learning content.

Qualification Level: Award

Minimum Credit: 8

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 537: Professional Mentoring Practice (CV: 13) (GLH-30)

Module 1: Principles of Professional Mentoring

• Scope and Role of Professional Mentoring
  • Scope and Role of Mentoring
  • Types of Mentoring
  • Delivery Methods for Mentoring
  • Ethical and Legal Frameworks
• Benefits and Challenges of Professional Mentoring within an Organisational Context
  • Organisational
  • Benefits to Mentee
  • Benefits to Mentor
  • Challenges of Professional Mentoring
• Strategies to Ensure Professional Mentoring is a Success

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Module 2: How to Deliver Professional Mentoring to Respond to Mentee’s Needs?

• Skills Required to Deliver Professional Mentoring Effectively
  • Listening
  • Questioning
  • Use of Silence
  • Giving and Receiving Feedback
  • Giving Advice
• Mentoring Models and Their Application
• Develop an Approach to Deliver Professional Mentoring
  • Preparation
  • Establish the Relationship
  • Mentoring Agreement
  • Manage the Process
  • Consolidate Learning

Module 3: Plan and Deliver Professional Mentoring

• Plan to Deliver Professional Mentoring
  • Develop Case for Mentoring Assignment
  • Development of Mentoring Agreement
• Deliver Professional Mentoring to Respond to the Mentee’s Needs
  • Success Indicators
• Outcomes of Professional Mentoring and Identify Opportunities for Improvement
  • Reflect on the Outcomes of Professional Mentoring
  • Identify Opportunities for Improvement

CMI Level 5 Certificate in Police Management Training Course Outline

Our CMI Level 5 Certificate in Police Management is thoughtfully structured to meet the 159 Guided Learning Hours requirement, providing delegates with 19 hours of comprehensive course material and 140 hours of interactive e-learning content.

Qualification Level: Certificate

Maximum Credit Value: 31 Credits

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit M&L30: Initiate and Implement Operational Change (CV: 4)

Module 1: Understand the Implementation of Operational Change

• Explain Sources of Information Indicating the Need for Change
• Analyse the Advantages and Limitations of Different Project and Change Management Techniques
• Analyse the Characteristics, Strengths, and Weaknesses of Evaluation Techniques Used in Change Management

Module 2: Plan for Operational Change

• Develop an Operational Plan that Includes Specific, Measurable, Achievable, Realistic, and Time-Bound (SMART) Objectives and Resources
• Take Action to Ensure that Colleagues are Briefed on Their Roles, Responsibilities, and Change Objectives
• Provide Colleagues with the Support Needed to Implement Operational Change

Module 3: Manage Operational Change

• Implement the Change Plan Within the Agreed Timescale Using Available Resources
• Assess the Significance of Deviations from the Change Plan
• Address Interdependency Issues and Tensions that Affect the Achievement of Change Objectives
• Assess the Value and Risks of Unintended Outcomes from Operational Change
• Inform Stakeholders of Any Unforeseen Obstacles or Problems and the Actions that Have Been Taken

Module 4: Evaluate the Effectiveness of Operational Change

• Evaluate the Effectiveness of Operational Change
• Identify Areas for Improvement, Justifying Conclusions and Recommendations with Evidence
• Communicate to Stakeholders the Lessons Learned from the Change

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Unit CC5: Manage Operational Threats and Risks in a Policing Context (CV: 5)

Module 5: Understand Legal and Organisational Requirements in Relation to Managing Operational Threats and Risks in a Policing Context

• Legislation, Codes of Practice and Guidelines Relevant to the Management of Operational Threats and Risks
• Policies and Procedures Relevant to the Management of Operational Threats and Risks

Module 6: Understand How to Identify and Review Operational Threats and Risks in a Policing Context

• Explain How to Identify Potential Threats and Risks
• Critically Compare Threats and Risks
• Summarise How to Review the Threat and Risk Assessment Elements of Operations Post-Event
• Justify the Importance of Reviewing Operational Threats and Risks Post-Event
• Evaluate How Potential Threats Could Affect Operations and Others

Module 7: Manage Operational Threats and Risks in a Policing Context, in Line with Legal and Organisational Requirements

• Analyse Information and Intelligence Gathered for Operations 
• Identify Threats and Risks to Operations
• Evaluate Identified Threats and Risks to Operations
• Plan Contingency Measures and Tactical Responses to Counter Identified Threats and Risks
• Confirm that Contingency Measures and Tactical Response Preparations are in Place
• Negotiate Contingency Measures and Tactical Responses with Others When Required
• Monitor the Progress of Operations at All Times
• Control Threats and Risks in Line with the Needs of Operations
• Liaise with Partners to Manage Potential Threats and Risks
• Document Decisions, Actions, Options, and Rationales
• Review Operational Threats and Risks Post-Event

Unit M&L55: Principles of Management and Leadership (CV: 7)

Module 8: Understand Leadership and Management Theories and Principles

• Characterise the Concepts and Nature of Management and the Function of Leadership
• Evaluate Concepts and Definitions of Leadership and Their Influence on Management
• Evaluate the Influence of Effective and Ineffective Leadership and Management on Team Behaviour and Business Performance

Module 9: Understand Leadership Styles

• Analyse the Characteristics of Different Leadership Styles
• Evaluate the Suitability of Different Leadership Styles for Different Purposes and Situations
• Evaluate the Factors that Affect the Suitability of Different Management Styles
• Evaluate the Ethical Dimensions of Leadership Styles

Module 10: Understand Motivation and Empowerment

• Analyse the Relationship Between Job Satisfaction, Commitment, Motivation, Empowerment and Business Performance
• Evaluate the Implications of Motivation and Empowerment for an Organisation’s Structure and Culture
• Analyse the Implications for Employee Relations Policy of a Strategy that Empowers a Workforce
• Analyse the Principles Underpinning a Reward Strategy

Module 11: Understand the Management of Performance

• Assess Approaches to Performance Management and Appraisal
• Assess the Factors Involved in Managing a Work-Life Balance and their Implications for Individuals
• Evaluate the Use of Tools and Techniques to Measure Human Resource Interventions
• Identify Areas for Improvement Through Reflection on Their Own Practice

Unit CI105: Manage Policing Investigations in Own Area of Responsibility (CV: 5)

Module 12: Understand the Legal and Organisational Requirements for Managing Policing Investigations

• Summarise Legislation, Codes of Practice and Guidelines for Managing Policing Investigations
• Summarise Policies and Procedures for Managing Policing Investigations
• Summarise Recognised Good Practice in Relation to Policing Investigations
• Critically Compare Differing Approaches to Policing Investigations
• Explain How to Obtain and Allocate Resources for Policing Investigations

Module 13: Understand How to Manage Policing Investigations in Own Area of Responsibility

• Explain the Scope and Type of Policing Investigations in Own Area of Responsibility
• Summarise the Objectives and Priorities for Policing Investigations within Own Area of Responsibility
• Summarise How to Develop Investigative Strategies and Plans
• Explain How to Implement Investigative Strategies and Plans
• Explain How Risk Assessments are Conducted within Policing Investigations
• Justify Actions to Take in Response to Risks Identified During Policing Investigations
• Summarise the Processes Used to Ensure
  • Personnel are Competent to Conduct Different Types of Policing Investigations
  • Effective Management of Policing Investigations
  • Effective Deployment and Supervision of Investigating Personnel
  • That Policing Investigations are Conducted in Line with Recognised Quality Standards
• Summarise How Information Technology and Management Information Systems can be Used in the Conduct of Policing Investigations
• Explain How to Review Policing Investigations to Identify Good Practice and Lessons to be Learned, to Maintain and Improve Standards
• Explain the Requirements for Maintaining the Security and Integrity of Information, Records, and Documentation in Relation to Policing Investigations

Module 14: Manage Policing Investigations in Line with Legal and Organisational Requirements

• Establish Objectives and Priorities for Policing Investigations within Own Area of Responsibility
• Agree Objectives and Priorities with Others for Policing Investigations within Own Area of Responsibility
• Develop Plans to Meet Own Policing Investigation Related Objectives and Priorities, Considering Both Recognised Good Practice and Approaches
• Update Plans to Ensure that Objectives and Priorities Continue to Meet the Needs of Policing Investigations
• Conduct Risk Assessments in Relation to Policing Investigations within Own Area of Responsibility
• Manage Identified Risks within Policing Investigations
• Justify the Resources Required for the Conduct of Policing Investigations
• Deploy Resources Necessary for the Conduct of Policing Investigations
• Manage Resources Necessary for the Conduct of Policing Investigations
• Monitor Processes to Ensure That All Relevant Lines of Enquiry are Pursued and Meet Relevant Standards
• Keep Relevant Others Briefed and Updated on Policing Investigations
• Evaluate Policing Investigations for Good Practice and Lessons to be Learned
• Manage the Completion of Policing Investigation Records and Documentation, Including Information Security and Integrity

Unit M&L27: Develop and Implement an Operational Plan (CV: 5) 

Module 15: Understand the Principles of Operational Planning

• Evaluate the Use of Risk Analysis Techniques in Operational Planning
• Explain the Components of an Operational Plan
• Analyse the Relationship Between Strategic and Operational Plans
• Evaluate the Use of Planning Tools and Techniques in the Operational Planning Process
• Explain How to Carry Out a Cost-Benefit Analysis

Module 16: Develop an Operational Plan

• Identify Specific, Measurable, Achievable, Realistic, and Time-bound (SMART) Objectives and Key Performance Indicators (KPIs)
• Identify Evaluation Mechanisms Appropriate to the Plan
• Take Action to Ensure that Plans are Consistent with Organisational Strategy, Objectives, Values, Policies, and Procedures
• Develop Proportionate and Targeted Plans to Manage Identified Risks
• Take Action to Ensure That Plans Complement and Maximise Synergy with Other Business Areas
• Adhere to Organisational Policies and Procedures, Legal, and Ethical Requirements

Module 17: Implement an Operational Plan

• Implement Plans within Agreed Budgets and Timescales
• Communicate the Requirements of the Plans to Those Who will be Affected
• Revise Plans in the Light of Changing Circumstances in Accordance with Strategic Objectives and Identified Risks

Module 18: Evaluate the Effectiveness of an Operational Plan

• Conduct Periodic Reviews of the Progress and Effectiveness of the Plans, Using Information from a Range of Sources
• Report on the Effectiveness of Operational Plans in the Appropriate Format

Unit HF15: Obtain, Analyse, and Provide Information to Support Decision Making (CV: 5)

Module 19: Understand Legal and Organisational Requirements for the Provision of Information

• Evaluate the Requirements for Information Provision to Support Team and Organisational Effectiveness
• Summarise the Requirements for Maintaining Security and Confidentiality of Information Used

Module 20: Understand How to Obtain and Analyse Information to Support Decision Making

• Critically Compare Typical Sources of Information Used to Support Decision Making
• Justify Criteria Used to Judge the Validity of Information Needed to Support Decision Making
• Evaluate Methods for Analysing Different Types of Information Used
• Summarise the Types of Qualitative and Quantitative Information Used to Support Decision Making

Module 21: Obtain Information to Support Decision Making in Line with Legal and Organisational Requirements

• Choose Sources of Information Which are Suited to the Nature of Decisions to be Made
• Obtain Information Which is Accurate, Relevant and Sufficient to Support Decision Making
• Examine Information Obtained for Potential Gaps or Issues
• Act to Resolve Any Gaps in, or Issues with Inaccuracy or Ambiguity of Information Obtained
• Record Information Obtained
• Store Information Obtained

Module 22: Analyse Information to Support Decision Making

• Identify Objectives for Own Analysis Which are Clear and Consistent with the Decisions Which Need to be Made
• Select Factual Information Which is Relevant to the Objectives and Sufficient to Arrive at Reliable Decisions
• Analyse Information Using Methods Which are Appropriate to the Required Objectives
• Justify the Conclusions with Reasoned Argument and Appropriate Evidence
• Keep Records of the Analysis Which are Sufficient to Show the Assumptions and Decisions Made at Each Stage

Module 23: Provide Information to Others that Supports Decision Making

• Confirm the Information Needs of Others
• Provide Information in Line with Own Level of Responsibility and the Information Needs of Others
• Check that Information Given is Consistent with Organisational Policy, Procedures, and Constraints
• Confirm Recipients' Understanding of the Information Given
• Address Any Queries Raised in Line with Own Level of Responsibility

CMI Level 5 Award in Managing Equality, Diversity, and Inclusion Training Course Outline

Our CMI Level 5 Award in Professional Coaching Practice Training Course is thoughtfully structured to meet the 19 Guided Learning Hours requirement, providing delegates with 9 hours of comprehensive course material and 10 hours of interactive e-learning content. 

Qualification Level: Award  

Minimum Credit: 5

Unit 506: Managing Equality, Diversity and Inclusion (CV: 5)

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Module 1: Legal and Organisational Approaches to Equality, Diversity, and Inclusion

• Impact of Legislative Requirements on Organisations
  • Equality Impact Assessment
  • Reporting Requirements (Including Gender Pay Gap Reporting)
  • Practical Measures, Compliance with the Equality Act 2010
  • Protected Characteristics
  • Discriminated Against and How Organisations Can Protect Those from Direct or Indirect Discrimination
• Justify the Business Case for Equality, Diversity, and Inclusion
  • Tangible Quantitative
  • Intangible
  • Benefits
  • Evidence of Impact Proven by Published Research and Internal Data
• Organisational Approaches to Promoting Equality, Diversity, and Inclusion to Staff and Stakeholders
  • Culture Audits
  • Coaching, Mentoring, and Sponsorship
  • Access to Development Opportunities and the Role of Internal Communication
  • Awards, Newsletters, Blogs, Discussion Forums, Social Media, Role Models, and Champions

Module 2: Role and Responsibilities of a Manager in Relation to Equality, Diversity, and Inclusion

• Role and Responsibilities of a Manager in Relation to Equality, Diversity, and Inclusion
  • Mentoring Diverse Talent in Your Team
  • Balanced Recruitment / Selection
  • Performance Management and Reward Decisions
  • Promotion Decisions
  • Supporting Flexible Working
  • Monitoring Relevant Processes
  • Preventing Discrimination and Harassment and Challenging Poor
  • Behaviour
  • Promoting Equality, Diversity, and Inclusion
  • Implementing Policy and Procedure
  • Developing Best Practice
• Language and Behaviours Required of a Manager in Leading
  • Respectful Communication
  • Impartial and Non-Judgmental Treatment of Others
  • Fair and Consistent Decision-Making
  • Valuing Differences
  • Questioning Own Biases
  • Being an Ally for Marginalised Groups
  • Conflict Resolution
  • Managing Change
• Evaluate Leadership Styles Which Support Practice Improvement in Relation to Equality, Diversity, and Inclusion
  • Inclusive Leadership
  • Authentic Leadership
  • Transformational Leadership
  • Managerial Grid
  • Five Factors of Excellent Leadership
• Assess Approaches for Managing Individuals and Teams
  • Addressing Individual Beliefs and Opinions
  • Overcoming Custom and Practice Issues
  • Dealing with Conscious and Unconscious Bias
  • Challenging Poor Practice
  • Promoting Culture Change Training and Awareness
  • Real-Life Events
  • Supporting Colleagues and Employees

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Module 3: Develop and Implement Plans Which Support Equality, Diversity, and Inclusion Within an Organisation

• Assess the Process for Developing a Plan Which Supports Equality, Diversity, and Inclusion Within an Organisation
  • Consultation Process
  • Time-Bound Targets
  • Establish Communication Strategy
  • Review Processes
  • Audit Process
  • Impact Measures
• Analyse the Purpose and Methods of Gathering Data and Information to Inform a Plan
  • Organisational Process Metrics
  • Employee Engagement
  • Surveys
  • Database Reports
  • Benchmarking
• Recommend Approaches to Implementing a Plan
  • Leadership Workshops to Establish Buy-In
  • Policy and Procedure
  • Delivery of Training and Development
  • Practical Measures
  • Involving Staff and Stakeholders
  • Raising Awareness
  • Internal Communication

Module 4: How to Monitor and Report on Equality, Diversity, and Inclusion?

• Methods for Monitoring Outcomes Against Targets to Promote Continuous Improvement
  • Organisational Process Data Surveys
  • Benchmarking Activities
  • Regional and National Trends
  • Quality Standards
  • Mystery Shopper
  • Analysis of Customer and Staff Complaints
  • Litigation, Audits, and Improvement Targets
• Examine Methods for Reporting Outcomes to Staff and Stakeholders
  • Internal Reports
  • External Diversity Reports
  • Newsletters and Articles
  • Briefings, Motivational Notices
  • Case Studies
  • Blogs
  • Social Media

CMI Level 5 Award in Principles of Professional Coaching Training Course Outline

Our CMI Level 5 Award in Principles of Professional Coaching Training Course is thoughtfully structured to meet the 16 Guided Learning Hours requirement, providing delegates with 8 hours of comprehensive course material and 8 hours of interactive e-learning content.

Qualification Level: Award

Minimum Credit: 6

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 531: Principles of Professional Coaching (Credit Value: 6) (GLH-16)

Module 1: Principles of Professional Coaching

• Benefits of Professional Coaching
  • Benefits to Coachee
  • Benefits to Teams
  • Benefits to the Organisation
  • Versatility
• Professional Coaching with Other Methods That Support the Development of Individuals
  • Mentoring
  • Training
  • Counselling
  • Performance Management
  • Consulting
• Roles and Responsibilities for Delivering and Managing Professional Coaching
  • Professional Coach
  • Internal Coach
  • Leader as Coach
  • Coachee
  • Sponsor
  • Coach Supervisor
• Ethical and Legal Frameworks Which Inform Professional Coaching
  • Ethical Framework
  • Organisational and Legal Frameworks

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Module 2: Process for Contracting and Delivering Professional Coaching

• Role and Purpose of Contracting in Professional Coaching
  • Procedural and Administrative
  • Professional Roles and Responsibilities
  • Psychological
• Process for Delivering Professional Coaching
  • First Conversation
  • Identification of Coachee Needs
  • Collaborative Agreement of Coaching Outcomes
  • Contractual Agreement
  • Engagement of Stakeholder
  • Planning and Preparation for Coaching
  • Delivery of Coaching Assignment
  • Evaluation of Coaching Assignment

CMI Level 5 Certificate in Management Coaching and Mentoring Training Course Outline

Our CMI Level 5 Certificate in Management Coaching and Mentoring Training course is thoughtfully structured to meet the 130 Guided Learning Hours requirement, providing delegates with 20 hours of comprehensive course material and 110 hours of interactive e-learning content.

Course Outline

Qualification Level: Certificate

Credit Value: 18

The following topics will be discussed in an interactive session with a certified instructor.

Unit 5014V1: Introduction to Management Coaching and Mentoring (CV: 6)

Module 1: Purpose of Management Coaching and Mentoring

• Purpose of Coaching in Human Resources Development
• Role of Mentoring in Management
• Difference Between Coaching and Mentoring

Module 2: Management Coaching as a Tool in Human Resources Development

• Benefits of Coaching in Performance Management
• Role of Coaching in Team Learning

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Module 3: Management Mentoring as a Tool in Human Resources Development

• Benefits of Mentoring in Performance Management
• Role of Mentoring in Team Learning

Module 4: Relationship Between Coaching, Mentoring, and Organisations Objectives

• Analyse the Role of a Manager as a Coach
• Analyse the Role of a Manager as a Mentor
• How Coaching and Mentoring is Linked to Organisational Objectives?

Unit 5015V1: Management of Coaching and Mentoring (CV: 6)

Module 5: Impact of Coaching and Mentoring Programmes on an Organisation

• Identify How Coaching and Mentoring is Used by an Organisation
• Evaluate the Benefits of Coaching and Mentoring to an Organisation
• Evaluate the Organisational and Human Resource Implications of Using Coaching and Mentoring

Module 6: Implementation of Coaching and Mentoring

• Impact on an Organisation of Establishing a Coaching and Mentoring Culture
• Identify Barriers to Change Which Impact on Coaching and Mentoring
• How to Overcome Organisational and Individual Resistance to the Implementation of Coaching and Mentoring?
• Develop a Plan to Support Individuals in the Adoption of Change

Module 7: Evaluate the Operation of Coaching and Mentoring within an Organisation

• Implement Coaching and Mentoring Programmes within an Organisation
• Establish Processes and Mechanisms to Record and Monitor the Impact of Coaching and Mentoring within an Organisation
• Review the Implementation Strategy to Ensure Continuous Improvement

Unit 5016V1: Using Coaching and Mentoring Skills as a Manager (CV: 6)

Module 8: How Learning and Development Styles Support the Coaching and Mentoring Practice?

• Different Learning and Development Styles of Self and Individuals
• Impact of the Differing Learning Styles on the Development and Operation of Coaching Programmes
• Impact of the Differing Learning Styles on the Development and Operation of Mentoring Programmes
• Construct a Development Plan to Support Individual and Team Styles Using Coaching Activities
• Construct a Development Plan to Support Individual and Team Styles Using Mentoring Activities

Module 9: Develop Skills as a Manager in Coaching and Mentoring

• Assess Current Skills of Communication and People Development to Support Personal Practice
  • Of Coaching
  • Of Mentoring
• Identify Learning and Development Opportunities to Meet Personal Skills Needs and to Develop Own Practice
• Evaluate Skills and Practices and Produce a Personal Development Plan in Relation to Coaching Skills
• Evaluate Skills and Practices and Produce a Personal Development Plan in Relation to Mentoring Skills

Module 10: Articulate and Develop a Coherent Ethical Framework to Support Coaching within an Organisation

• Develop a Coherent, Congruent Statement of Ethics for Coaching Programmes and Activities
• Analyse the Impact of Personal and Organisational Values and Belief Systems on the Delivery of Coaching Activities
• Evaluate Personal Coaching Performance, Detailing Ways of Dealing with Beliefs, Values, Diversity, and Conflicts of Interest

CMI Level 5 Diploma in Professional Consulting Training Course Outline 

Our CMI Level 5 Diploma in Professional Consulting Training Course is thoughtfully structured to meet the 180 Guided Learning Hours requirement, providing delegates with 32 hours of comprehensive course material and 148 hours of interactive e-learning content.

Qualification Level: Diploma

Minimum Credit: 43

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 5033: Communication for Consultants (Credit Value 7)

Module 1: Importance of Communication

• Communicate with Clients
• Impact of Communication Skills on the Client/Consultant Relationship
• Different Communication Methods May Be Used to Identify Clients’ Needs
• Impact of Communications Skills on Achieving Intervention Objectives
• How Client Confidentiality Is Observed by the Consultant?

Module 2: Run Effective Meetings with Clients

• Process of Planning and Preparing for a Meeting
• Skills Required of a Consultant When Running Meetings
• Importance of the Consultant Employing Questioning and Listening Skills
• Different Types and Formats of Meetings

Module 3: Present Information, Findings, Conclusions, and Recommendations to Clients

• Principles of Delivering a Presentation
• Use of Presentations as a Method of Communicating Information to Clients
• Tools and Resources a Consultant May Prepare Effective Written Reports
• Different Writing Styles

Unit 5031: Role and Responsibilities of a Consultant (Credit Value 6)

Module 4: Understand the Role of the Consultant

• Types of Organisational Structures for Consulting Practices/Departments
• Role of the Consultant
• Emerging Trends and Challenges Facing the Consulting Industry
• Demand for Consultants Changes in Different Economic Climates

Module 5: Assess Current Competencies, Knowledge, and Behaviours

• Competencies Required of a Consultant Change
• Competencies, Knowledge, and Behaviours Against the Consultancy Competency Framework (CCF)
• Completion of Personal Development Plan (PDP)

Module 6: How to Behave in a Professional and Ethical Manner?

• Professional Behaviours Required of a Consultant
• Ethical Dilemmas That May Arise in the Course of the Work of a Consultant
• Duty of Care Owed by a Consultant to a Client

Unit 5009V1: Project Development and Control (Credit Value 6)

Module 7: Identify the Components of Project Stages and Lifecycle

• Component Stages of a Project
• Project Lifecycle from Conception to Commissioning or Hand Over
• Assess Where Projects Fit in Operational Management Activities

Module 8: Project Methodologies and Their Application

• Standard Approaches Available to Manage Projects
• Process of Developing an Effective Project Management Environment
• Identification of and Communication with All Project Stakeholders
• Fundamentals of a Business Case to Support a Project

Module 9: Develop a Project Plan, Identify and Mitigate Risks

• Design a Project Plan to Achieve a Specific Objective
• Identify the Financial Components

Module 10: Construct a Monitor and Review Strategy

• Construct a Monitoring and Review Strategy

Unit 5030: Planning and Managing Consultancy Interventions (Credit Value 8)

Module 11: Need to Adopt a Structured Approach

• Types of Consultancy Interventions and Approaches
• Role of Planning in Consultancy Interventions
• Stages of the Consultancy Cycle
• Inputs and Deliverables at Each Stage of the Consultancy Cycle
• How to Overcome Challenges and Risks?
• Importance of Scoping to a Consultancy Intervention

Module 12: Use Project Management Techniques in a Consultancy Intervention

• Components of an Effective Project Plan
• Need for Budgeting of Financial and Non-Financial Resources
• Develop Systems and Practices to Identify and Manage Potential Risks
• Appropriate Infrastructure to Support Project Delivery
• Impact of the Consultant's Own Role and Skills in Project Delivery
• Importance of the Project Leader Quality Assuring

Module 13: Conduct a Consultancy Intervention

• Identify the Resource Implications
• Data Analysis Tools/Models and Evaluate the Contribution
• How to Develop a Cohesive Set of Conclusions/Findings?
• Process of Developing Recommendations from the Analysis

Unit 5032: Client Relationship (Credit Value 8)

Module 14: Importance of the Client/Consultant Relationship

• Different Organisational Structures and Processes
• Key Factors in Developing a Positive Client/Consultant Relationship
• Assess the Impact that Client/Consultant Relationships Have on Consultancy Interventions
• Importance of Trust in a Client/Consultant Relationship

Module 15: Develop and Manage the Client Relationship

• Tools and Techniques Used to Identify the Needs of Clients and Key Stakeholders
• Describe a Range of Skills Used By the Consultant
• Impact of Professionalism, Ethical Conduct, and Confidentiality
• Common Causes of Breakdown in the Client/Consultant Relationship
• Plan to Minimise Potential Conflicts in the Client/Management Consultant Relationship

Module 16: Use Negotiation and Influencing Skills

• How the Principles of Negotiation Can Be Used?
• Influencing and Negotiation Tools Techniques and Models
• How the Consultant May Use Influencing Skills?

Unit 5034: Problem Solving, Tools, and Techniques for Consultants (Credit Value 9)

Module 17: Understand How to Identify the Client Need

• Tools and Approaches a Consultant May Employ
• Impact on the Intervention

Module 18: Data Collection Methods and Confidentiality in a Consultancy Intervention

• Different Sources of Data and Information
• How Validity and Reliability of Data and Information Can Be Evaluated?
• Importance of Confidentiality

Module: 19 Apply Analysis Tools Within Consultancy Interventions

• Analytical Tools, Techniques, and Models
• Select Appropriate Analytical Tools, Techniques, and Models
• Findings and Draw Conclusions Following Analysis
• Determine Options to Address the Needs of the Client
• Assess Risks to the Client of Adopting Alternative Course of Action

CMI Level 5 Diploma in Professional Coaching Practice Training Course Outline

Our CMI Level 5 Diploma in Professional Coaching Practice Training Course is thoughtfully structured to meet the 118 Guided Learning Hours requirement, providing delegates with 32 hours of comprehensive course material and 86 hours of interactive e-learning content.

Qualification Level: Diploma

Minimum Credit: 37

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 531: Principles of Professional Coaching (Credit Value 6) (GLH-16)

Module 1: Understand the Principles of Professional Coaching

• Benefits of Professional Coaching
• Professional Coaching with Other Methods
• Roles and Responsibilities for Delivering and Managing Professional Coaching
• Ethical and Legal Frameworks for Professional Coaching

Module 2: Process for Contracting and Delivering Professional Coaching

• Role and Purpose of Contracting in Professional Coaching
• Process for Delivering Professional Coaching

Unit 533: Strategies for Delivering Professional Coaching (Credit Value: 7) (GLH – 16)

Module 3: Strategies for Delivering Professional Coaching

• Approaches for Delivering Professional Coaching
• Review Models for Delivering Professional Coaching
• Tools and Techniques for Delivering Professional Coaching

Module 4: Be Able to Recommend Strategies for Delivering Professional Coaching

• Factors Which Impact on the Delivery of Professional Coaching
• Strategies for Delivering Professional Coaching to Respond to Coachee’s Needs

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Unit 532: Role of the Professional Coach (Credit Value 9) (GLH -28)

Module 5: Knowledge, Skills, and Behaviours for Delivering Professional Coaching

• Knowledge, Skills, and Behaviours for Delivering Effective Professional Coaching
• Communication Techniques for Developing Relationships in Professional Coaching

Module 6: How to Manage the Coaching Relationship?

• Approaches for Developing and Maintaining Relationships with Coachee’s
• Approaches for Managing Stakeholder Relationships
• Strategies to Respond to Challenges That Impact on Coaching Relationships

Module 7: How Professional Coaches can be Supported in Coaching Role?

• Reasons for Maintaining a Record of Continual Professional Development
• Role of Reflective Practice in Professional Coaching
• Role and Purpose of Coach Supervision for Professional Coaches

Unit 535: Management and Leadership Influences in Coaching and Mentoring (Credit Value: 8) (GLH-28)

Module 8: Influence of Management, Leadership, and Organisational Culture on Coaching or Mentoring

• Role and Influence of Organisational Context and Culture
• Impact of Management and Leadership Approaches on the Coachee Or Mentee
• Factors Which Influence a Coachee’s or Mentee’s Ability to Work Effectively
• Tools and Techniques to Respond to Coachee’s or Mentee’s Challenges

Module 9: How to Support a Coachee or Mentee Transition Through Change

• Role of Coaching or Mentoring to Support Individuals Transition Through Change
• Approaches to Support a Coachee or Mentee Transition Through Change

Unit 536: Professional Team Coaching (Credit Value: 10) (GLH-30)

Module 10: Principles of Professional Team Coaching

• Scope, Purpose, and Benefits of Professional Team Coaching
• Stakeholder Relationships Involved in Professional Team Coaching
• Models and Approaches for Delivering Professional Team Coaching
• Approaches to Respond to Challenges in the Delivery of Team Coaching

Module 11: Plan and Deliver Professional Team Coaching

• Develop a Plan to Deliver Professional Team Coaching to Meet Needs
• Deliver Professional Team Coaching
• Complete Records of Professional Team Coaching

Module 12: Reflect and Act on the Outcomes of Professional Team Coaching

• Outcomes of Professional Team Coaching to Make Recommendations
• Develop a Plan to Support the Team and Individuals

CMI Level 5 Certificate in Professional Mentoring Practice Training Course Outline

Our CMI Level 5 Certificate in Professional Mentoring Practice Training Course is thoughtfully structured to meet the 58 Guided Learning Hours requirement, providing delegates with 14 hours of comprehensive course material and 44 hours of interactive e-learning content.

Qualification Level: Certificate

Minimum Credit: 21

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 535: Management and Leadership Influences in Coaching and Mentoring (Credit Value: 8) (GLH-28)

Module 1: Influence of Management, Leadership, and Organisational Culture on Coaching or Mentoring

• Role and Influence of Organisational Context and Culture
• Impact of Management and Leadership Approaches on the Coachee Or Mentee
• Factors Which Influence a Coachee’s or Mentee’s Ability to Work Effectively
• Tools and Techniques to Respond to Coachee’s or Mentee’s Challenges

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Module 2: How to Support a Coachee or Mentee Transition Through Change?

• Role of Coaching or Mentoring to Support Individuals Transition Through Change
• Approaches to Support a Coachee or Mentee Transition Through Change

Unit 537: Professional Mentoring Practice (CV: 13) (GLH-30)

Module 3: Principles of Professional Mentoring

• Scope and Role of Professional Mentoring
• Benefits and Challenges of Professional Mentoring within an Organisational Context
• Strategies to Ensure Professional Mentoring is a Success

Module 4: How to Deliver Professional Mentoring to Respond to Mentee’s Needs?

• Skills Required to Deliver Professional Mentoring Effectively
• Mentoring Models and Their Application
• Develop an Approach to Deliver Professional Mentoring

Module 5: Plan and Deliver Professional Mentoring

• Plan to Deliver Professional Mentoring
• Deliver Professional Mentoring to Respond to the Mentee’s Needs
• Outcomes of Professional Mentoring and Identify Opportunities for Improvement

CMI Level 5 Award in Professional Consulting Training Course Outline

Our CMI Level 5 Award in Professional Consulting Training Course is thoughtfully structured to meet the 30 Guided Learning Hours requirement, providing delegates with 8 hours of comprehensive course material and 22 hours of interactive e-learning content.

Qualification Level: Award

Minimum Credit: 7

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 5033: Communication for Consultants (Credit Value 7)

Module 1: Importance of Communication

• Communicate with Clients
• Impact of Communication Skills on the Client/Consultant Relationship
• Different Communication Methods May Be Used to Identify Clients’ Needs
• Impact of Communications Skills on Achieving Intervention Objectives
• How Client Confidentiality Is Observed by the Consultant?

Module 2: Run Effective Meetings with Clients

• Process of Planning and Preparing for a Meeting
• Skills Required of a Consultant When Running Meetings
• Importance of the Consultant Employing Questioning and Listening Skills
• Different Types and Formats of Meetings

Module 3: Present Information, Findings, Conclusions, and Recommendations to Clients

• Principles of Delivering a Presentation
• Use of Presentations as a Method of Communicating Information to Clients
• Tools and Resources a Consultant May Prepare Effective Written Reports
• Different Writing Styles

CMI Level 5 Award in Professional Coaching Practice Training Course Outline

Our CMI Level 5 Award in Professional Coaching Practice Training Course is thoughtfully structured to meet the 16 Guided Learning Hours requirement, providing delegates with 8 hours of comprehensive course material and 8 hours of interactive e-learning content.

Qualification Level: Award

Minimum Credit: 6

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 531: Principles of Professional Coaching (Credit Value 6)

Module 1: Understand the Principles of Professional Coaching

• Benefits of Professional Coaching
  • Professional Coaching
  • Benefits to Coachee
  • Benefits to Teams or Groups
  • Benefits to the Organisation
  • Versatility
• Professional Coaching with Other Methods
  • Mentoring
  • Training
  • Counselling
  • Performance Management and Consulting
• Roles and Responsibilities for Delivering and Managing Professional Coaching
  • Professional Coach
  • Internal coach
  • Leader as Coach
  • Coachee
  • Sponsor/Stakeholders
  • Coach Supervisor
• Ethical and Legal Frameworks for Professional Coaching
  • Ethical Framework
  • Organisational and Legal Frameworks

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Module 2: Process for Contracting and Delivering Professional Coaching

• Role and Purpose of Contracting in Professional Coaching
  • Procedural and Administrative
  • Professional Roles and Responsibilities
  • Psychological
  • Coaching Contracts
  • Contracting Models
• Process for Delivering Professional Coaching
  • First Conversation
  • Identification of Coachee Needs
  • Collaborative Agreement of Coaching Outcomes
  • Contractual Agreement
  • Engagement of Stakeholder/Sponsor
  • Planning and Preparation for Coaching
  • Delivery of Coaching Assignment
  • Evaluation of Coaching Assignment

CMI Level 5 Certificate in Principles of Professional Coaching Training Course Outline

Our CMI Level 5 Certificate in Principles of Professional Coaching Training Course is thoughtfully structured to meet the 44 Guided Learning Hours requirement, providing delegates with 16 hours of comprehensive course material and 28 hours of interactive e-learning content.

Qualification Level: Certificate

Minimum Credit: 14

The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.

Unit 531: Principles of Professional Coaching (Credit Value 6) (GLH-16)

Module 1: Understand the Principles of Professional Coaching

• Benefits of Professional Coaching
• Professional Coaching with Other Methods
• Roles and Responsibilities for Delivering and Managing Professional Coaching
• Ethical and Legal Frameworks for Professional Coaching

Module 2: Process for Contracting and Delivering Professional Coaching

• Role and Purpose of Contracting in Professional Coaching
• Process for Delivering Professional Coaching

After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification.

Unit 532: Role of the Professional Coach (Credit Value 9) (GLH -28)

Module 3: Knowledge, Skills, and Behaviours for Delivering Professional Coaching

• Knowledge, Skills, and Behaviours for Delivering Effective Professional Coaching
• Communication Techniques for Developing Relationships in Professional Coaching

Module 4: How to Manage the Coaching Relationship?

• Approaches for Developing and Maintaining Relationships with Coachee’s
• Approaches for Managing Stakeholder Relationships
• Strategies to Respond to Challenges That Impact on Coaching Relationships

Module 5: How Professional Coaches can be Supported in Coaching Role?

• Reasons for Maintaining a Record of Continual Professional Development
• Role of Reflective Practice in Professional Coaching
• Role and Purpose of Coach Supervision for Professional Coaches