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 Seminar - Four Management Styles to Live By

At this stage in your career, you've probably established a routine for addressing problems associated with labor management. You probably also have learned that if you want to stay competitive in your market, constant improvement is necessary. You might want to look at the four basic management styles to assess where your style sits and how to incorporate useful aspects of other styles into your routine to improve your labor management practices.

1. Autocratic Management: (think Hitler)

You make all decisions across the board. You rarely take into account your staff's well being because decisions are for the good of the business. Employees are expected to follow directions without explanation, and there is a structured rewards and consequences system (company policies).

Pros:

Projects image of confidently managed business
Effective with new and untrained staff
Quick decision making

Cons:

Subordinates are very dependent upon you
Staff need constant supervision
High turnover and absenteeism
Low morale and poor work quality

2. Bureaucratic or "Paternalistic" Management: (think Michael Scott from The Office)

You make all decisions across the board (like autocratic), but you take into account the good of the business and your subordinates. You manage "by the book" and use policies to determine all actions. Essentially, it's the autocratic management style, but with more morale boosting practices and more focus on the social needs of employees. You might do things like encourage feedback and allow subordinates to make minor decisions for themselves to improve morale.

Pros:

Less turnover than autocratic
High employee loyalty
Effective when staff are performing routine tasks

Cons:

Employees are still very dependent on you and need lots of supervision (but not as much as autocratic)
Work habits become so routine that change is difficult to enact
Staff can lose interest in their work, leading to more turnover

3. Democratic or "Participative" Management: (think Bill Gates from Microsoft)

You take into account the well-being of your subordinates and let them be part of the decision-making process with a "majority rules" concept. Staff is informed of any decisions you make that might affect their work. This style is great when there is a problem that needs attention from people with different skill sets. Bill Gates is notorious for involving employees in key management decisions and staying in contact with Microsoft employees around the world via e-mail.

Pros:

Increased job satisfaction and quality of work
Reduced turnover

Cons:

Decision making takes a long time (therefore costs more)
The majority's decision may not necessarily be the best decision
Some managers will feel their power is threatened

4. Laissez-faire or "Hands off" Management: (think Hippie commune)

You give staff as much freedom as possible; they set company goals, make decisions, and resolve problems on their own. Your role is strictly peripheral and you aren't needed very often.

Pros:

Extremely effective when you have trustworthy, highly skilled, and experienced employees
When used effectively, offers extremely low turnover
Brings out the best in highly creative and driven groups

Cons:

Employees can feel lost or insecure without management
Management can't provide regular feedback
Uncoordinated delegation leads to mistakes
Often just a result of poor management
Can lead to lack of staff focus, dissatisfaction, and poor company image

Undoubtedly, using a "situational" leadership style is the best way to manage. Good managers will apply each of the above styles when they are most effective, and transition between them as needed. However, it is important to understand the four primary leadership styles to see where you stand.

Anthony Presley: link

Subject: Management Training Seminar

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