Unit aim: This unit will provide the knowledge and skills required to manage teams and associated workloads, improve performance and retain talent. Learners will examine and apply a variety of performance management techniques, as well as explore opportunities to successively manage capability and work capacity across individuals to maximise the efficiency of the workforce.
Evidence requirements: LO1, LO2, LO3 and LO4 can be achieved by professional discussion and/or written question and answer, although these are not exhaustive and other valid and reliable assessment methods that demonstrate competence can be used. LO5, LO6 and LO7 can be evidenced through products of work (eg personal development plan, performance review, one-to-one review, team development plan, skills matrix and analysis, coaching plan and diary/log, recognition awards, letter of commendation, feedback (various sources), time management tools, emails, meeting minutes etc), witness testimonies, observation of performance, digital recordings of activity, although these are not exhaustive and other valid and reliable assessment methods that demonstrate competence can be used. Note: LO5, LO6 and LO7, cannot be evidenced by professional discussion or written question and answer and must be validated by authentic products of work. LO6 Evidence for this learning outcome will be generated from one individual’s performance with evidence of review (formal and/or informal) OR from two individuals if evidence from one individual’s performance does not allow all the assessment criteria to be met.
Unit guidance: It is expected that the learner will start this unit towards the beginning of their level 5 qualification in setting, monitoring, reviewing and developing an individual and team to meet objectives from a wider operational plan. This unit has been designed so the learner is able to show how they manage others effectively, including supporting, developing and growing talent, therefore, it is suggested that at least six months should be set aside to enable sufficient evidence to be generated. Please refer to the RPL policy for this evidence. The learner must be able to demonstrate their ability to manage others within a team, or across teams in an operational and/or project management role using a range of mechanisms, that shows how they have planned, supported, managed and developed an individual and team to achieve objectives from a wider operational plan. This includes how the learner will recognise and address talent within the workforce, with the potential to retain talented individuals. LO1 Managing performance and managing talent should focus on the individual, team and overall organisation. AC1.5 Assessing impact may include but is not limited to: organisational performance, employee outcomes, team dynamics and collaboration, legal and ethical considerations, alignment with strategic goals, sector-specific challenges.
Suggested learning resources: These suggestions are current at the time of publication. The following resources are provided as guidance only. Centres should select current and relevant resources and encourage learners in self-guided reading. Books Leadership and Leading Teams, Susan Wallace and Jonathan Gravells, Learning Matters (2007) The Art of Managing People: Build Trust, Improve Communication, Strengthen Performance and Lead with Confidence, Pradip Das (2025) Managing People from What Matters: The Art and Science of Guaranteeing Performance, Zanzibar Vermiglio, Adam Goldfine. Bar Code Graphics, Inc. (2024) Podcasts and blogs People Managing People, David Rice The Institute of Leadership: How to lead better by doing less and trusting more, (January 2025) Avani Prabhakar: How distributed work can unlock your potential | TED Talk Research and insights Future Trends in Leadership & Management: Shifting Priorities, The Institute of Leadership: (December 2020)
