Management Training Seminars

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 courses. 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 courses, 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:
Effective Delegation Management Training

If you manage others, delegating is a critical skill. There are many excuses why people in management don't delegate, but there is one important rule of thumb. If you want to develop others and free yourself up for higher level management tasks, you should consider delegating anything that someone else can do even 70% as well as you.

The fact is that it is highly unlikely that your staff will be able to complete a particular task or project as well as you - at least at first. You probably have more expertise and experience; isn't that why you're in management? If you want to grow your staff and help your organization, however, you will need to develop additional skills and competencies in your people. Here are the seven steps to mastering delegation:

1. Develop a climate for delegation - By placing value in the feedback and work of others, your staff will feel appreciated and work harder. They will want to contribute in new and different ways to the success of the organization.

2. Determine your objectives - Before you get started, you need to ask yourself, "What do I want to get accomplished?" With that in mind, "What tasks can be done by others?" When you are mapping out the action steps to a goal, always consider who can handle the different tasks involved.

3. Know your workers - Who would be the best person to complete a particular task? If you understand and know your employees' strengths/weaknesses and likes/dislikes, you can match up assignments more appropriately.

4. Develop a plan - You should have an overall work plan or goal planning summary that spells out responsibilities and deadlines. This plan can be done in conjunction with the employees being held responsible for the various tasks.

5. Communicate your expectations - Your employees must have clear directions and a full understanding of the deadlines and expectations. Make sure that they understand what you're communicating. The use of clarifying and confirming questions can ensure proper understanding. If you are unsure if the employee "gets it," you can also ask them to repeat their understanding of the situation back to you.

6. Monitor progress - Make sure that you monitor and assess the employee's performance on a particular assignment and give appropriate feedback. This is particularly critical when a new assignment or responsibility is being handled by an employee.

7. Evaluate results and assign new work - At the completion of the project, review the results to make sure your objectives were met. If you outlined your expectations and the results desired on the front-end, this should be easy to measure. If the job was completed in a satisfactory manner, congratulate and praise your employee. You can also look for additional opportunities to assign new work. If the desired results were not achieved, use this as a teaching and learning opportunity. Continue to assign new work and monitor performance.

Will Turner : http://www.dancingelephants.net/

Subject: Management Training

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