Course Details

CONTINUING PROFESSIONAL DEVELOPMENT · ENGLAND AND WALES

Leadership & Management Essentials

The craft of getting work done through people — taught straight, with the evidence attached, for people who already lead or manage others.

NINE MODULES · 20-QUESTION KNOWLEDGE CHECK · 15–20H STUDY TIME

CPD HOURS

30 hours

ACCREDITED BY

CPD Standards Office

FORMAT

Blended self-paced

SLIDES

PPT Deck

WATCH

Video Lesson

LISTEN

Audio Podcast

QUIZ

Audio Quiz

VISUAL

Infographic

Overview

Leadership & Management Essentials is a structured CPD course for people who already lead or manage others. It covers the whole span of the working role: what the job actually is, knowing yourself, communication and feedback, building teams, motivation and performance, delegation and time, the legal frame in England and Wales, wellbeing and conflict, and leading change — ending with a concrete ninety-day plan rather than a certificate ceremony.

The course takes a deliberately evidence-honest line. Where the research is strong — the manager’s outsized effect on engagement, psychological safety’s role in team effectiveness — it says so and cites it. Where a famous claim is folklore, such as the “70% of change initiatives fail” figure, it says that too, and uses it to teach a transferable habit: demand sources, including from leadership courses. Nine modules each carry worked dialogue examples, comparison tables, checklists, a curated video with a viewing task, and an Apply & Reflect page that turns content into practice.

Who this course is for

Assumes working adults with real teams — every exercise is written to be run on a live team within a week. Does not assume any prior management education.

▸
New and “accidental” managers — promoted for technical skill, now responsible for people, and never formally trained for it

▸
Experienced managers who want structure and evidence underneath habits built by trial and error

▸
Team leaders, supervisors and deputy managers across sectors — office, clinical, retail, industrial, public and third sector

▸
Practitioners preparing for a first leadership role who want an honest preview of the actual job

▸
Organisations inducting cohorts of line managers and wanting shared language and standards

Learning outcomes

By the end of the course, a learner can:

✓
Distinguish management from leadership functions and choose deliberately between them in daily situations.

✓
Match leadership style to a person’s competence and confidence on a given task, rather than to personal default.

✓
Give an executable brief, and feedback using a four-part structure (micro-yes, data, impact, question) that survives contact with real conversations.

✓
Explain what psychological safety is, why the evidence ranks it first, and apply four practices that build it.

✓
Diagnose motivation and performance issues using intrinsic-driver and expectation-first frameworks before reaching for formal process.

✓
Delegate with outcome, context, authority level and checkpoint defined — and diagnose failed delegation against those four parts.

✓
Describe the core England and Wales employment-law frame a line manager touches, and the staged changes under the Employment Rights Act 2025.

✓
Recognise early signs of struggle in a team member and respond within the role: support, signpost, record, escalate by policy.

✓
Lead a change with honest communication, and run a personal development loop that continues after the course ends.

Career path

Management is one of the few mass occupations — roughly one in four UK workers holds management responsibility — with a persistent training gap. That gap is the career opportunity: trained managers are measurably associated with better retention, satisfaction and engagement outcomes.

▸ CMI or ILM qualifications — regulated management and leadership qualifications, Levels 2–7; cost, duration and assessment vary by centre

▸ Management apprenticeships — Level 3 (team leader) and Level 5 (operations manager) routes in England; levy-funded for many employers, but funding rules change

▸ Chartered Manager (CMgr) — CMI’s professional recognition for experienced managers; requires assessed experience — a longer-term marker, not a next step from this course

▸ Mentoring, coaching and peer groups — internal schemes, action-learning sets, cross-organisation networks; often free, and deliberate practice with feedback is what the skills evidence favours

▸ This course — structured CPD across the essentials of leading and managing; not a qualification or licence — evidence of learning, honestly framed

Employers value demonstrable behaviour over certificates. A completed ninety-day plan, a delegation you can describe against the four-part framework, and a feedback habit your team would verify are stronger interview evidence than any attendance record — and the course is built so you finish holding all three.

Course structure

1
Leading and Managing: What the Job Actually Is

2
Knowing Yourself: Styles, Values and Self-Awareness

3
Communication, Feedback and Difficult Conversations

4
Building Teams That Work

5
Motivation, Engagement and Performance

6
Delegation, Priorities and Time

7
Leading in England & Wales: The Legal Frame

8
Wellbeing, Conflict and When Things Go Wrong

9
Leading Change and Growing as a Leader

Each module carries a curated video with a viewing task and closes with an Apply & Reflect page. Module 8 opens with a support note, plus a 20-question knowledge check with full rationales.

Frequently asked questions

Q. Is this a management qualification?

No. It is continuing professional development — structured learning with evidence of engagement. Qualifications in this field are regulated awards such as CMI or ILM; the career path maps honest routes to them.

Q. Will I be certified to manage people after completing it?

No such certificate exists in general UK employment, and this course does not create one. Line management is a role your employer appoints you to; this course makes you measurably better prepared for it.

Q. I manage in Scotland or Northern Ireland. Does it apply?

The behavioural content (Modules 1–6, 8–9) applies anywhere. The legal module states England and Wales law only — verify locally before relying on any statutory point.

Q. How is it assessed?

By a twenty-question knowledge check with a full rationale for every answer, plus the applied tasks. There is no proctoring; the score is honest self-measurement unless a provider formalises it.

Q. Will this fix a struggling team by itself?

No course does. It gives you the highest-evidence levers — safety, clarity, feedback, delegation — and a ninety-day sequence for applying them. Teams change when manager behaviour changes.

Q. Does the course carry CPD points or hours?

Indicative study time is 9–12 hours. Whether that converts to formally recognised CPD points depends on the provider’s scheme and any professional body you belong to.

Q. Is the legal content advice I can rely on?

No. Module 7 is orientation for line managers in England and Wales, currently in August 2026. It is not legal advice and does not replace your organisation’s policies or HR function.

LEADERSHIP & MANAGEMENT ESSENTIALS · 30 CPD HOURS · ACCREDITED BY CPD STANDARDS OFFICE · NINE MODULES

£25.00

Course Features

Lectures 12
Quizzes 2
Duration Lifetime access
Skill level All levels
Language English
Students 3
Certificate Yes
Assessments Self