Despite more than ten years line management experience before joining the Civil Service, Ministry of Justice senior project manager Cathryn Rees opted to do the Line Manager Induction Programme to find out about how things were done in her new workplace.
Discovering the induction programme
Cathryn’s primary motivation for signing up for the Induction was a desire to help her direct reports more effectively. “I know some research out there says people don’t leave organisations, they leave their manager,” she said. “It’s crucial to provide the right support to avoid that.” She also wanted to align her management style with the latest standards in the Civil Service, particularly as her team was rolling out its own line management training targeted at new managers.
Practical insights and personal growth
What stood out to Cathryn during the training was the programme’s practical focus and reflective exercises. One module, in particular, resonated with her, encouraging self-assessment and helping her understand how her decisions and prioritisation impacted her team. “It was enlightening to reflect on how people might see me and how I affect others.”
The structure of the programme was another highlight for Cathryn. She appreciated the flexible, bite-sized approach to learning available through Civil Service Learning. “I liked that I could start and stop as needed, which made it easy to fit into my schedule,” she explained.
The open, non-prescriptive tone of the training also appealed to her, as it encouraged exploration and personal growth rather than rigid rule following.
Benefits of the induction
Cathryn’s experience underscored how the programme benefits both new and experienced managers alike. “The induction helped me understand what my team members might be going through and allowed me to support them better,” she said. She also saw the value in the training for her own development, as it provided insights into managing not just downwards but across her team and upwards in the organisation. “It wasn’t just about line management – it was about improving all your communication and leadership skills,” she reflected.
For Cathryn, the Line Manager Induction Programme provided a framework for consistent, effective management practices, which was essential in her work to build a positive culture within her team. “Good line management starts with individual conversations and support,” she said. “This programme gave me the tools to have those conversations and to grow both myself and my team.”
Cathryn recommends the programme to anyone stepping into a managerial role or looking to refine their leadership approach. “Whether you’re new to line management or experienced, the induction is a practical and valuable resource. It helps you not only support your team better but also develop your own leadership skills in the process.”
The Line Management Induction Programme is available to do on Civil Service Learning and is part of the Civil Service recommended learning curriculum.
