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 Seminars on Managing the Five Critical Zones in Your Workforce

In this Great Disruption a manager's key responsibility is to keep people aligned, engaged, connected and on task.

To successfully lead and manage through these tough, often confusing times the "down-the-board-thinking" manager will focus on these five critical zones:

Down-the-board-thinking is taken from the game of chess. The most successful chess players are those who can anticipate future moves. Managers would be wise to develop this skill.

1.Direct and Focus: Be clear on what decisions will be made, who will make them, by when and what are the probable consequences? Use the outcomes to make plans and identify the people who will e part of your plans for succession?

2. Ongoing, Clear Communication Processes: Set processes in motion for how everyone will exchange strategic, accurate and timely data and information amongst your employees. Make sure you include business partners, customers, suppliers and the public at large. These basic communication processes will help you sustain effective relationships with employees, customers, suppliers and partners.

3. Keeping Everyone Connected: Figure out how your workforce will keep and improve access to data and technology to perform the most strategic tasks. Keep it simple because people cannot absorb new, complicated stuff in these stress-filled times.

4. Contingency Prep: Make you and your employees identify critical skills and do cross-training for critical roles in key areas. You don't want to be caught with your pants down if a key staff member gets hit by a champagne truck or decides to quit unexpectedly. Everyone should have a back-up person who can fill in.

5. Mentoring/Coaching: Develop the well-being of your employees during the difficulties of this Great Disruption. When this thing passes, the war for good talent will be on again. With an effective mentoring/coaching process people will feel more loyal to the organization. If you leave them alone to survive on their own, they will be looking for a more supportive place to work as soon as the job situation opens up. Ignore this one at your peril.

Human Principle #2: We behave in our best interests when we:

* Increase our competencies;
* Are aligned with our personal and business values; and...
* Choose to be engaged.

Dr. Jim Sellner: link

Subject: Management Seminars

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