Our Management Training Workshops

By introducing our Management Training workshops 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 workshops. 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 workshops please contact us.

As a part of our management training workshops, 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:
Setting and Achieving Project Management Goals - How to Eliminate Doubt

Along with the inherent tension with many annual reviews, even more stressful is the debate about whether the project management performance deserved a higher, or the highest rating.

Quite often, project management evaluation systems are inflated. They reach the point where they become a subjective assessment of how the manager views the employee relative to other staff within the division instead of an objective measurement of performance.

How do you change the paradigm? Is there a way to make your employee performance evaluations increasingly objective while eliminating as much subjectivity as possible?

Pausch's Performance Standards

The late Dr. Randy Pausch, former professor at University of Virginia and Carnegie Mellon University and author of the 2008 National Best Seller The Last Lecture, was known to provide his students contracts. When he gave assignments, he presented the conditions and standards required for students to earn the grade of their choice.

Neither Randy nor his students ever had any doubt about a grade on any assignment. For each project, he would set the minimum acceptable standard to be a "C," then add additional requirements for those who wanted to earn a "B." As you might imagine, the standard to achieve an "A" was the highest, and you had to work to earn it.

Eliminating Doubt

From the beginning, the requirements were clear and there was never any doubt about the grade. By eliminating the subjective element, Randy was able to make better use of everyone's time. The individual chose the grade they would earn and Randy would breeze through the grading, leaving more time to mentor his students.

Because the standards were never easy, those who did not earn the "A" grade still felt a sense of accomplishment because they were challenged, they had done their best, and they learned something along the way.

By establishing standards for satisfactory, above average, and performance clearly above the rest, he provided incentive for those most capable.

Instead of discouraging the better students from giving their best, he raised the bar and instilled a sense of accomplishment in everyone while ensuring the top performers were rewarded for their efforts.

Translating Performance Standards to Your Business

Many project management leaders achieve the same results. They establish challenging project management standards that instill pride of accomplishment and they make the evaluation criteria clear to everyone from the onset.

Randy's method was brilliant; imagine motivating employees in this way.

Those who clearly demonstrate above average or exceptional project management performance become the recipients of the greatest merit raises.

Objective project management performance standards eliminate doubt and reduce much anxiety and negative energy associated with annual review process.

When employees know they will be evaluated based upon objective standards, they focus their energy on accomplishing project management goals.

In addition to the reducing annual employee performance review stress, objective standards challenge and motive project management employees to give their best.

Thomas M. Crea: http://www.all-about-leadership.com

Subject: Project Management

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