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:
Executive Management Skills - Toxic Managers

Have you ever had a boss or manager who seemed to destroy the spirit of your organization? For whatever reason, their management or leadership style is noxious enough to make their personnel go from productive, caring people to people who wish to sabotage the organization. Sometimes these managers are placed in their positions by executives who wish to "shake things up" in a certain department, and this can turn out to backfire on them.

When toxic managers work their destructive "magic" on an organization, the good, experienced people leave. In the short term this may look good because it can reduce expenses, but if you lose good people, and the people who are left are involved in passive-aggressive - or more directly focused - sabotage, then the organization turns unproductive and ultimately unprofitable. This destruction can be blamed on the "line" staff as an excuse, saying that "THEY" did not cope well with change. But the real responsibility lies with the executive who placed the toxic manager in their new position. These executives are rarely held responsible for their bad decisions.

This is not an innocent mistake! It is a calculated escalation of bad judgment, laziness, and fear driven thinking that the incompetent executive rains down upon the department, and the organization. If they did their jobs correctly, they would have had better leaders/managers in position giving the proper training or support in the first place. So the executive is the real saboteur, and yet can often sidestep the mess that they have created.

Executives need to be held accountable for poor management decisions. They need effective coaching, mentorship, leadership, and support. You know this sounds like advice that politicians, business, government, healthcare, military, and education leadership could all benefit from practicing. Sometimes, poor leadership does not know when to ask for coaching or support. Sometimes egos just get in the way. Whatever the excuse for bad leadership, they are responsible for the reduced productivity and poor performance of their organization.

Know your people. Do not let toxic managers subvert your organization's work and productivity. Take responsibility and do the difficult work of finding the "right" people for management and then let them take credit for their good work. (You cannot know your people if you do not know yourself!)

L. John Mason: link

Subject: Management Skills

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