Our Management Training Workshops

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 workshops. 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 workshops please contact us.

As a part of our management training workshops, 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 Win-Wins - Challenging Personal Perceptions

We all take a position in the way we live our lives. It isn't something that we consciously do, minute by minute, it's how we evolve as we live through the experiences from our earliest days after our birth.

The things that happen to us day-by-day - every day of our lives - shape who we are. Within this we take positions that impact on our behaviors, in every moment, right now.

So, we all have a perspective on life that we show up with in the things we do. We do as managers; our customers do, and we must not forget that every single one of our employees has their own story, too.

That presents us with a series of management problems when we attempt to build relationships with our people.

About Us (Management)

1. We have our own perceptions that shows up in our behaviors

2. We have our own perceptions which judge others

3. Our own behaviors (from our perceptions) cause others to amend their behaviors

4. This can lead to different and even more incorrect perceptions

About Them (Employees)

1. They have their own perceptions of life and work that show up in their behaviors

2. Their own perceptions amend their behaviors away from what would be real

3. Their perceptions are used to judge others

4. Their own perceptions cause behaviors in them that cause you to adjust your behaviors

...and so on!

So that becomes a management challenge when we create relationships with our employees, because we have perceptions about them that can, unless we are careful, be false. Perceptions potentially causing erroneous decisions that can affect our abilities to create win-win outcomes for both sides.

Our experiences lead us to make perceptions of our circumstances. When we're with our people, they can be incorrectly judged because of times when we had similar experiences that we learned from. We then use that experience to be too quick off the mark as we use our perceptions to make management decisions.

So it is important when we work with our employees, that we make the effort to set aside perceptions that don't come with actual proof, so that the relationships we build have the chance to develop and grow.

When we are able to set aside the often false perceptions we have of our people - even those we seem to get on well with - the opportunities that fall out of the relationships we have with them have every chance of being the win-win that we want in management.

Martin Haworth: link

Subject: Management Training

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