Our Management Training Classes

By introducing our Management Training classes to your staff we help ease the negative effect of change on both managerial and supervisory personnel. The change in job responsibilities, the change in personnel, job duties, and the rising challenge of developing subordinates are specific goals of our learning systems classes. We are highly successful at helping Managers and Supervisors learn and adapt to the necessary skills and proper behaviors to be successful at work as well as in their personal lives.

For more information on our management training classes please contact us.

As a part of our management training classes, Managers and Supervisors will learn how to:

• Minimize the chance of miscommunication by understanding what people are really saying, and why
• Deal with difficult people, manage tense situations, and resolve conflict
• Make use of proven active listening skills to improve your ability to gain helpful information
• Be able to facilitate, guide, and close discussions in one-on-one or group settings
• Improve understanding and communication by giving and receiving good feedback
• Use ideas submitted by a member of the team without causing other members to be defensive
• Develop a comprehensive team building strategy that improves productivity of the whole team
• Emphasize the value of working toward common goals without devaluing individual accomplishment
• Define and set up a method to track staff activities
• Be able to manage time and work assignments effectively
• Conduct team meetings that capture and hold the audience’s attention
• Interview and hire the right person for the right job
• Save time and work more effectively through the use of a clear time management plan
• Understand and comply with proper hiring and managing requirements
• Communicate effectively with both superiors, peers and subordinates
• Become effective coaches for their work team
• Conduct accurate and difficult performance appraisals

 

Management Training Tips:
Change Management in 5 Steps

I've done my share of change management over the years, and I know there's no shortage of change management situations in this environment. So I thought I'd share some of my experiences so that others who are currently managing a company in crisis can benefit.

1. Identify Heroes, Holdouts and In-Betweens

- Heroes: Every company has a group of committed, talented people who love what they do. They are usually frustrated by the events that led up to the crisis and have been holding on, hoping things will change. These people will be the key to your change management strategy and the first thing you need to do is identify some of them.

- Holdouts: These people don't want anything to change and will fight change management every step of the way. Fortunately, they are a small minority, but they can do a lot of damage. Figuring out who these people are is never very hard. They are usually proud of their role as a "status quo evangelist."

- In-Betweens: Most people are fence-sitters and will go along with whatever makes is easiest. They don't really mind the status quo that much, but would like to see things improve. Usually, you are just the newest " change management" so they are going to wait and see how things will go. Unlike Heroes and Holdouts, In-Betweens are trying not to be noticed.

2. Start small and easy

The most common change management mistake is to try to change too much at once. Usually people are exhausted, demotivated and frustrated. Moreover, you haven't proved yourself and probably don't understand the business or its problems very well yet (even if you think you do). Trying to do too much too soon will inevitably end in failure and you will lose your momentum even before you really had any.

Your first change management initiatives should be relatively small and play to your strengths. Although it might seem that you don't have time and need to move quickly, overreaching will not make things move faster, it will only set you back and you will lose valuable time that you really don't have.

3. Fire away!

Within 3-6 months (and sometimes faster), you will need to do your first round of firings. This is usually surprisingly easy, since the people responsible for the poor performance of the company are usually still around and quite proud of their role as a thorn in your side. These "holdouts" are invariably incompetent, nasty and fighting you every step of the way. Moreover, they are not usually well liked outside a small circle of loyalists and most people are happy to see them go.

4. Reorganize and Build Momentum

At the same time you are doing your first round of firings, you need to start building momentum. Hopefully, by this time you have had some small successes, identified some heroes and solved some of the problems that were destroying value. Now you can start moving your heroes into key positions, bringing in some new talent and start solving some tougher problems.

5. Formulate a long-term change management strategy

By the end of the first year, you will need to formulate a real long-term change management strategy. The tendency is to want to do this first, but that is always a big mistake. When you come into the company you do not understand the business or its problems well enough to know what its long-term strategy should be. Besides, you will spend most of the first year fighting fires, so formulating an "eye level" strategy is not something you're going to have the time or energy to do.

The key to formulating a long-term change management strategy in a turnaround is to identify the unexpected successes within the company. Most companies have people, processes or products that can create enormous value, but have been overlooked. Usually, the company is so focused on its failure, that it has been blind to the potential for success. Get your heroes together and build a strategy to move the company forward and start killing the competition!

Source: http://www.digitaltonto.com

Subject: Change Management

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