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 Training Seminars Eliminate Bad Management Practices

I want to talk a little bit about some of the most egregious practices of management. I have experienced them all. Beware of these if you don’t want to be one of those managers or leaders people despise and mistrust. Yes, I know those are strong words. Deal with it. If you are honest with yourself and recognize these patterns, get rid of them as soon as you can. Remember, the people you meet going up the ladder may be the same ones you meet going down it.

Taking Credit for Others’ Work/Ideas

This is a baddie — very bad — and I’ve had it done to me –  more than once. An employee presents an idea — a very excellent idea, which is pretty much downplayed and discarded by his manager. Later, at an important meeting, the manager presents the idea as a wondrous thing — (The company will make money, save money, etc.) and portrays it as his/her own idea. If you want to demoralize your people, fine, go ahead. This is the best way to do it. You’ve stolen their idea, their credit, and damaged your own credibility. You’d look smarter showing that you have hired a creative, problem-solving team.

The old annual review just doesn’t hack it.

You probably do an annual management review of your direct reports. Is that the only time you talk to them about what they are working on, what their career objectives are, or where they could use improvement? If so, you’re letting an entire year go by without giving them any insight about how they are doing, what they need to do, and if they are making headway with their objectives. Make it a practice to stop by their desks occasionally and see how things are going. Are they swamped with work? How are they getting along as a team? Do they have any work issues they want to talk about? Do they have any ideas about improving a project or function? Do they need training for some new technology or upgraded software? How will you know about any of this if you talk to them once a year for an hour?

Do you only give negative feedback?

Do you ever think to give a cheer for hard work, outstanding effort, or creative ideas? I once asked my manager to tell me if I was doing a good job or not. The reply was that as long as I wasn’t told I was doing a bad job, I could assume I was doing just fine. Not a good response, when you consider we all need positive reinforcement from time to time. Some managers believe that when all is going fine, no commentary is necessary. Nothing could be farther from the truth. Nobody wants to feel they are just another body, unnoticed until a misstep happens.

If you want to do even better, take your employees or your team out to lunch occasionally. When someone makes an extraordinary effort, get them a gift card, or give them a day off, or even a couple of hours for lunch. These are all easy enough to do, and they are gestures which will never be forgotten.

Barbara Brenner: link

Subject: Management Seminars

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