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 Development Courses in a Recession

With news of a "double dip" recession, more short time working, further redundancies and unfortunate business closures, it is not surprising that many employees - staff, management and leaders alike - have become nervous about what the future holds for them. It is understandable that this will cause some people to become distracted and therefore not completely focused on what needs to be achieved. A potential consequence of this is that they become less productive, less creative and take fewer risks, which is obviously not what a business needs in the current climate. It becomes an ever-decreasing cycle of less productivity, poorer results and potential job losses, and it is hard to see a way towards breaking the cycle.

It is even more important now than ever before, therefore, that management is trained not just to recognize the 'mood' of their staff, but that they are also given the management skills and capability to influence the motivation and morale of their staff in a positive way. There is no doubt about the fact that some business will have to restructure and make staff redundant, but the way management handle this sensitive and emotive issue can have a big impact not just on those who leave, but also on the morale and commitment of the staff who remain.

One of the key characteristics of how successful organizations perform after any such restructuring is how the employees who remain feel that their colleagues who left the business were treated. Organizations whose staff felt that their redundant colleagues were treated poorly often subsequently struggle with low levels of employee motivation and productivity for a while after the restructure. Treating people 'unfairly' can range from a number of things. For example, redundant staff may have experienced:

No sensitivity in breaking the new of forthcoming redundancy

No apparent logic to who is made redundant and who is not

Little or no support to find a new job.

No opportunities for retraining.

Redundancy payments handled incorrectly.

Broken promises from management.

Leaving the organization’s premises without any recognition or thank you from their manager.

It is important therefore that management are given the appropriate management training and support to help them deal with the consequences of a business restructure. For example they need to be able to:

Give appropriate time, attention and sympathetic support to affected staff.

Help staff to focus on the future and not dwell on the past.

Give practical and useful advice and guidance about how to find a new job.

Demonstrate independence and not collude with staff.

Management training and development can therefore play a vital role in a successful restructure. Cutting back on training costs will only worsen the situation, but investing in training will help management deal with the effects of redundancies sympathetically and appropriately, and it will also enable them to keep an eye on the mood and motivation of their staff who remain. After all, you want staff who leave the business to be prepared to recommend it to potential employees in the future, as well as needing to maintain the productivity and commitment of those who remain, if the business is to have a hope of riding out the current recession and moving forwards into a successful future.

Lucy Cadman : link

Subject: Management Development Courses

More Management Training Tips