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

 

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:
4 Operating Principles For Successful Management Classes

1. Do not confuse lack of competence with naivete.

Rookie managers who've strayed into the sometimes mysterious territory of managing people could do themselves a big favour by realizing there are vast gaps in people's task-specific competencies. A highly skilled programmer is not necessarily competent at interpersonal relationships.

Even old, wizened managers can fall into this trap too.

2. Competence and motivation are apples and oranges.

Both are fruit but taste different. Look different. Competence and Motivation both come from inside the person but they look different and you have to handle them differently.

A sales person knows how to fill out her/his weekly reports, but often is not motivated to do them on time, and accurately.

3. Long-in-the-tooth, experienced employees are not necessarily competent or motivated.

Just because someone has been around for a long time does not mean they are good at what they do. The key questions to ask are:

1. What was you last two biggest mistakes you made? If they have trouble with this s/he is likely out of touch.
2. What did you learn from those last two mistakes? If s/he cannot clearly articulate their learning her/his experience is worth nothing and is detrimental to her/him being effective.
3. What will you do differently next time? Again, if the person cannot specifically articulate what s/he would do differently her/his experience is for naught.

4. Do not confuse an inflated ego with self-awareness - the number ingredient in Emotional Intelligence, which is the number requirement for being an effective team player.

An inflated ego is full of hot air. Prick it and it will blow up. Most people are allergic to people with overinflated egos -- we break out in bad gut feelings when we're around them.

Alternatively, people are warmly attracted to people with genuinely healthy egos.

Dr. Jim Sellner, PhD: link

Subject: Management Classes

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