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: Goal Setting

The start of a new year is an ideal time to rethink what you want to achieve in your business this year. It's true to say that small and medium businesses must be proactive about creating their future. Without this, things just seem to "happen" without your control. A management training system that is "goals-centered" is one tool that the small business can use to craft their future. This is a system of deciding what you are going to do everyday based on the goals you are working toward. It sounds simple enough, but the management training research clearly shows that most small businesses don't set goals - at all. The goal setting process can seem daunting if it's unfamiliar territory, or if you have so much on your mind that you don't know where to start. This management training process will help you to sort through your key issues create forwards by setting goals that are innovative, resolve problems and improve results.

A goal-centered management system has 3 elements:

1. The goal or the objective you want to achieve
2. The activities required to achieve the goals, and
3. The review or evaluation process.

Here are the 5 steps required to put your goal management system in place.

1. Identifying your Goals

Start by asking yourself these three questions. If you have employees, often they have a different view about issues and management training in the business. Including them in this process can be really valuable.

- What are the three things that irritate me the most about my business right now?
- What have I been putting off, that I know will have a positive impact on my business?
- What is working pretty well, but could be improved?

It might help you to think in terms of some common categories such as:

Employees - skill levels, right people in right jobs, management training
Managers - management style, experience, management training
Customers - strength of customer base, management training, number, loyalty etc
Financial - cash flow, capital, low debt, profit margins, management training etc.
Reputation - well-known brand, well regarded, management training
Products/Services - leading edge, innovative, short time to market, no competition, management training, price
Environment - flexible work practices, physical working environment, location, management training
Technology - automated, streamlined, productive, management training
Production - capacity, product range, management training
Distribution - low cost, efficient, management training
Sales/Marketing - promotion strategy, marketing materials, management training etc.

2. Write down what you want to achieve for each identified goal

With your answers to the questions, actually write down how each thing would look at it's most successful. Goals should be in writing, in measurable terms and have specific timelines. For example, if you had chosen management training, your goal might be "to implement an integrated and automated contact management system by April 30th that takes away most of the manual work I do now."

3. Break goals into measurable steps

For each goal that you've articulated, break it down into the steps you need to do. You must include timeframes for each step. In our example, the steps might be: - Researching available contact management training systems by 31 Jan - Analyse each one along cost, technology implications, ease of learning by 29 Feb - Decide and purchase by March - Implement system by April 5th - Test and undergo training by 30 April Ensure that all the people impacted by a goal fully participate in the crafting of the goal and the action plans.

4. Allocate people to do the actions

Be clear about who is responsible for what management training activity.

5. Create a fail-safe tracking method to monitor success

This is absolutely essential. Without it, the business will simply continue to react rather than choose it's own direction. There are many different ways of monitoring management training. A simple method is to come together once per week and check where each current activity is at. You also get the opportunity to remove obstacles and plan any additional activity. If you work solo, schedule time in your diary each week to track your progress. This process of constant review and resetting action steps based on actual progress is the hallmark of having a goal centred management system. A simple goal setting process leaves out this vital step. Set yourself for success in 2004. Invest a few hours in careful planning and consideration, and see your business reach its true potential.

Megan Tough: http://www.completepotential.com/

Subject: Management Training

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