Management Training Seminars

By introducing our Management Training workshops 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 classes 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 Training - Can You Teach an Old Dog New Tricks?

During 2009, the High Court upheld the decision that it was legal for the Default Retirement Age of 65 (introduced by the Government in 2006) to remain in place. As the law currently stands, a British employer can therefore dismiss a member of staff without redundancy payments on their 65th birthday, as long as the employer sticks to the correct procedure for the dismissal. Employees have the right to request to continue working, but the employer can refuse this without giving any reason for the decision. An employer can currently also refuse to employ anyone over the age of 65.

However, the new Liberal Democrat-Conservative Coalition announced in June 2010 that they want to scrap the current default retirement age of 65, and that they plan to bring in an increase to this age - the state pension age for men is now due to rise from 65 to 66 in 2016, and up to 68 by 2046. Women are scheduled to move to a state pension age of 66 a few years after the increase for men. Steve Webb (Liberal Democrats Pensions Minister) says pensionable age should be a better reflection of life expectancy, which is currently 77 years for men and 81 years for women in the UK.

With this in mind, is it justifiable that some employers are still seemingly reluctant to offer Management Training and Development opportunities to their older employers in the age ranges of 50's and 60's? Is this a wise investment, or is it too late to be of benefit to either the employer or the employee? Do older employees respond as well to Management Training activities as their younger counterparts?

The question therefore should perhaps not be "Can you teach an old dog new tricks?", but instead "Should you teach an old dog new tricks?".

There is still a strong case for including older employees in management training events:

They may still have the need, and they definitely still have the responsibility.

They are likely to be just as motivated to grow and to perform on average and in general as their younger colleagues - indeed some may be even more strongly motivated!

A "one team" approach is better than a divisive approach

It could be strongly de-motivational not to include them.

Including older management officials gives them and the other participants the benefit from their management knowledge, management experience and management wisdom.

They often set a good example to their younger peers - and any cynical responses are much more driven by individual attitude differences than by age.

There are many reasons to ensure that you include your older management in management training that outweigh any concerns about less return on your management training investment or that they may "know it all already" - after all, they may still be working for you in years to come well into their 70's!

Lucy Cadman: link

Subject: Management Training

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