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 Workshops - Clarifying Expectations

Do your employees understand how they are expected to perform? How do you, as a business owner or manager, know? Many times, the reason for employees not performing properly is because they do not fully understand their responsibilities. They don't know what they can do and what they can't do. Often, an employee will find out what he or she is not supposed to do only after it's done.

The reason the employee didn't know is because management at their company or organization failed to fully inform him or her. Reprimanding employees for something that was not properly explained to them can be a real de-motivator.

One way to prevent this predicament from occurring is to have a structured orientation for all new employees. Explain to them that the only dumb question is the one that is not asked. Management's job is to make sure that they understand and are able to meet their job requirements.

That leads us to the next question for management: Are your employees able to perform as expected? Even when employees understand what they are supposed to do, it doesn't mean they can perform at an acceptable level. A greeter at a restaurant, for example, needs to be a people-oriented person, able to interact effectively with the customers who come through the door. Even though their job responsibilities are fully understood, if that person is naturally shy and introverted, it's likely that he or she will fail miserably in that particular position. If you have an employee who is expected to do inventory and he or she has trouble doing basic math, you could be in for disappointing job performance. Screen your applicants carefully.

Here are some questions to help you insure your employees know what is expected of them:

1. Do you provide an orientation session for all new employees?

2. Ask your present employees for suggestions on how to improve it.

3. Make a list of performance requirements for each job. Make sure your employees understand them.

4. Stress the importance of being able to perform as expected.

Tom Borg: link

Subject: Management Workshop

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