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:
Identifying Talent in Your Organization's Management Workshops

Talent Management is the process of identifying, developing and retaining current employees and attracting highly skilled individuals needed by the organisation. Talent Management requires the organisation to be clear about what talent is. It is fair to say that from company to company, who they regard as talented and what their typical working background might be will vary.

As Talent Management is concerned with the long-term success of the organisation, the process has to primarily be the responsibility of the organisation's leaders. If Talent Management is the sole responsibility of HR, it simply will not work.

Clearly talent is a complex combination of an employee's skills, knowledge, experience, behaviour as well as other characteristics such as their personal preferences, values, and motivations. But how should leaders in an organisation define talent?

There are many different definitions of talent. However, a simple way of thinking about it is to consider talent in terms of an individual's potential. People with potential have by definition not reached their full potential. They have an ability to take on more complex, broader or senior roles to the one they are currently in. However, it is important to recognise that just because someone is currently a high performer, they may or may not have potential.

A high performer may consistently deliver results over time in relatively similar situations, but may struggle to deliver high performance under first-time, different, or non repeat situations. Such a person is clearly capable of fulfilling their current role effectively, but it is unlikely that they have the potential to fulfil a more complex or demanding role.

Therefore Talent can be defined in terms of an employee's potential to:

• Be promoted two (or more) levels above their current position.
• Be promoted to one level above their current position.
• Take on a broader or more complex role.
• Stay at the level they are now.

It is important to recognise that all the above categories of Talent are important to an organisation.

Each category can then be defined in terms of the characteristics that an individual displays.

For example an employee who has very high potential will:

- Demonstrate superior leadership traits beyond their current work role.
- Learn very quickly and have the ability to change/modify their behaviour.
- Manage ambiguous circumstances extremely effectively.
- Have significant impact and influence outside of own work area.
- Think strategically across the whole of the business/organisation and not just about their own function
- Deliver superior performance under first-time, different, or not repeat situations with limited guidance.

Conversely an employee who does not have the potential to take on more senior roles will:

- Demonstrate adequate leadership traits within their current role only.
- Find it difficult to learn new skills and approaches.
- Manage similar/repeat situations effectively but will struggle with new or ambiguous situations.
- Have impact and influence within their own sphere of work.
- Consistently deliver results over time but in similar situations. They will need significant guidance to deal with new/different situations.

Ultimately the process of Talent Management is about minimising the risk to the long term future of the business/organisation by ensuring that there is a pipeline of people with the right skills, experience and behaviours to fulfil key positions in the future. Talent Management is therefore primarily the responsibility of the organisation's leaders. However, for Talent Management to be successful, leaders must first define what Talent is before they can identify anyone with it.

Paul Lanham: link

Subject: Management Workshops

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