Our Management Training Seminars

By introducing our Management Training Seminars 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 seminars. 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 seminars please contact us.

As a part of our management training seminars, 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: Price of (Not) Training

As a full-time Professional Speaker for the last twenty years, I have been asked so many times, "How much does your management training cost?" I have learned to reply, "Would free be too much?"

Management training is not a cost. It's an investment. It really doesn't matter what we pay for an investment. What's relevant is what we get in return. One of the best ways to jeopardize an organization's future in today's world and increase the probability of troubled times is to look at management training as a cost and pay the price of not training or provide substandard management training that operates only as a Band-Aid for the management training requirements.

It's a simple principle. An organization's staff and management are where they are currently, in terms of competence and success, in direct relationship to what they know and how well they apply what they know. We all come into this world the same way, broke and naked. (And we all leave the same way: broke, but they give us some clothes.) We knew how to do nothing when we arrived, but then we learned. The more we learned and knew and the more we applied what we knew, the greater our success, and thereby, the organization's success, has been.

Some like to quantify the results from management training. Here's a good example. A person being paid $50,000 per year who is wasting just one hour per day is costing the organization $6,250 per year (excluding benefits, overhead, opportunity costs, etc.). If, for example, through one Time Management Training Seminar, that person can learn how to re-capture just one hour per day, that translates into a payback to the organization of $6,250 per year. If there is a group of 25 people involved in the same management training and they all receive a similar benefit, the return to the organization is $156,250 per year. (And this does not include other benefits to the organization such as profitability, reduced turnover, improved morale, enhanced teamwork, better customer service, greater creativity, etc.) Over five years, the payback is $781,250. What should an organization invest to achieve that return and payback?

Many find it difficult to get the time for management training. This is another false economy. (They are so busy doing it the wrong way that they cannot take out a little time to figure out how to do it the right way.) When someone says they cannot afford to take three days out of their next week for management training, I know they are looking at training as an "expense", and not as an "investment". Three days out of five is 60% of the week and that would be a big expense. But three days out 365 is a drop in the bucket and if that investment provides just one idea that saves one hour per day, every day, the payback on the investment of three days is over 250 hours just in the next year.

Not so many years ago, management training, beyond showing the basics of doing the job, was an option for most organizations. Today it is no longer an option. If any of us continues to do what we do the same way, within five years most of us and our organizations will become obsolete. Why? Because our competitors are helping their people to become more effective through management training. If we look closely at companies that are doing well in the long run, they almost always have in place a well thought out and executed management training program for their management. They understand that the price for not training is the real expense of management training.

Dr. Donald Wetmore: http://www.managerwise.com/article.phtml?id=52

Subject: Management Training

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