Management Seminars:

 

Our Management Training Courses

By introducing our Management Training courses 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 courses 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:
Management Courses - Game Players on the Job: The Idol Maker

The Idol Maker loves to love the boss! The boss can do no wrong - the boss is idealized.

You can often spot them in an interview when their effusive awe of the history or reputation of the firm and the extraordinary complementary impact of the boss is quite evident. Anyone involved in the hiring process for any length of time has seen them come through the door with a bounce in their step and a contagious enthusiasm. The good news is that, often, The Idol Maker is competent, very loyal and will be highly productive.

But... then the disillusionment comes. The boss does something which doesn't fit with the imaginary "image" created in The Idol Maker's mind. The boss fires someone in what is perceived to be in a harsh way or creates a scene in the boardroom that's interpreted as inappropriate. Then... the bitterness starts - how dare the boss have shattered that wonderful illusion! The Idol Maker pretends to be loyal but is actually angry and bitter towards the boss. There will be a change in behavior including:

  1. withdrawal
  2. criticizing the boss to others
  3. becoming defensive and difficult to work with
  4. associating with very productive and controlled people who neither reinforce the anger or talk too much about how wonderful the boss or the company are
  5. escalating conflicts with the boss

Generally this pattern occurs with younger employees who have an idealized view of the working world and the people in it. They relate to bosses and management like rock stars or movie stars - perfect! They simply cannot understand that no one is perfect. I've come across this situation often with "fresh faces" just out of university expecting what doesn't exist.

Early, in my career, I was faced with such a person. Very smart, good academic standing and, despite the fact she was not that much younger than me, she hung on my every word. Whatever I said or did was incredibly worthwhile! She always wanted to do more and grow. She asked for an assignment. But, then, there was a part of that assignment which she found she just couldn't handle. She thought I would hold her hand through it. I didn't. It was one of those tasks that you had to learn by doing it - not difficult - but it brought out a fear in her that was buried deep. She cried. She begged to be relieved of her new responsibilities. I stood firm because I knew it was critical to her future that she conquer her fear. She did. But her attitude changed. I have found that the best way to deal with this situation is head on, as it is in most situations management needs to address.

In cases like these, as soon as you see a change in behavior or attitude, intervene immediately. Set an appointment day and time when you won't be disturbed and give The Idol Maker the space and time to air their grievances. Positive resolution is likely and a new, more realistic relationship can begin, especially if your own attitude and disposition doesn't perpetuate the notion of boss-god.

Demystify decision-making for The Idol Maker and explain how management needs to function in the best interests of the company. Admit that you, the boss, are human and you do make mistakes and perhaps you can even give an example or two when you know your actions could have been better. Open and honest conversations can turn this situation around and you'll have a loyal and highly productive person once again without the management hero worship. All positive!

Lorraine Armas: link

Subject: Management Courses

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