Our Management Training Seminars

By introducing our Management Training Seminars 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 seminars. 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 seminars please contact us.

As a part of our management training seminars, 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 Training Seminars

The need for and value of effective management development training seminars is often sidelined by busy executives who are so focused on ensuring that nothing goes badly wrong, that they miss the opportunity to ensure that far more things go wonderfully well.

Yes, executives do need to hit the numbers and achieve the goals they have agreed, or been set, whether it be by eager investors or other parties. And especially during or following a recession.

Executives ignore management development training seminars at their peril. Why? Simply because the more effectively a manager performs, the more effective an organization can be. One objection I often face from well-meaning executives is 'But who will do their work if they're on a training course?' An easy question to answer. 'Somebody else'.

There are many ways, other than traditional classroom based management training to develop your existing and emerging management. They include:

One to one coaching with colleagues (same and different teams and departments)

Peer group coaching with colleagues (same and different teams and departments)

Group learning with immediate manager

Group learning with key internal customers & stakeholders (90 minutes per session)

Self-directed learning with internal HR/Training team or trusted peer

Real-time, on the job coaching

Online learning - have you seen the extensive audio book selection on ITunes?

Management Development training and coaching doesn't have to take the person out of the business. They can learn so much 'inside' your business - but only if they are allowed the time and space to undertake such learning. And remember, just because a manager is sat at their desk tapping their pen on the desk or even staring out of their office window, it doesn't necessarily mean they are avoiding their responsibilities. It might just mean that they are thinking, or even learning.

The most effective management development training usually includes a mixture of all of the points detailed earlier. How often have you participated in a training programme, thought that the ideas and concepts were absolutely fantastic, and then, not applied your learning? We've all done it I suppose. But this isn't management development - its budget mis-management.

I have facilitated thousands of management training seminars across the globe. But whilst so many different factors influence just how effective the learning will be, one major sticking point often appears. And that's participants checking in with the office on their mobile phone. Why do they do this? Well, there's a number of reasons including a desire to ensure that all is running smoothly, a desire to show their deputy that they care about them, a desire to demonstrate self-importance to their deputy....'Oh, you can manage without me can you?' and finally, a deep rooted fear that something will go wrong and they'll be the one who has to sort it out.

There's one simple solution to the problem of managers focusing as much, if not more, on their mobile phone and emails as there is on the learning they are being paid and trusted to participate in. And that's DELEGATE EFFECTIVELY! But that's a subject for another time.

For now though, remember that developing managers isn't all about sending them on training courses and having them return motivated for a few days, or hours, depending on the quality of the learning. It's more about providing an abundance of well-considered options from which they can select their preferred method/s of learning. In addition to this, it's down to the line manager to ensure that time and space is allocated well in advance to allow the manager to immerse themselves in a worthwhile learning which will benefit them as an individual and of course, your organization too.

Scott Watson: link

Subject: Management Development Training Seminars

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