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 Workshop Formula: Experimentation + Risk (+ Failure) = Improved Environment For Innovation

Thomas Alva Edison was a failure. It has been said that he "went back to the drawing board" more than 6,000 times before finding the right plant to produce a carbonized filament for his incandescent light bulb.

Six thousand times. Do you have that kind of innovative stamina?

It's been said that Risk + Experimentation (+ Failure) = Improved Environment for Innovation. Put another way, Innovation = Creativity x Risk Taking.

Innovation is an experiment of sorts. It requires a culture of risk, opportunity and challenge. Moreover, for an organization to benefit from innovation and management workshops, leaders and team members alike must welcome - and grow from - failure.

Rather than view failure as inherently bad, management workshops teach successful innovation requires that executives and teams commit to learning from each experiment gone bad - and incorporate those management workshops into the next endeavor.

The successes and failures borne of innovation experimentation perpetuate innovation. When strategies are emerging, innovators test their hypotheses and gather information to continue forward with their management workshops. Whether the innovation is a consumer product, a software application, or an internal process for an existing business enterprise or workflow strategy, the question remains: How will the idea resonate with the target audience or user? What costs are reasonable? Can the audience (consumers, manufacturers, employees) be convinced to shift well-established habits of management workshops to embrace The New?

Because of a high failure rate, management workshops tell us organizations pursuing the practice of Innovation must have a tolerance for failure. Not every idea will win. But each failure must be perceived as valuable in the trial-and-error process as a team seeks improvement, from management workshops. Tolerance for failure must be encouraged, as well as enthusiasm for risk-taking. Without risk, there can be no reward.

To create a culture of innovation, organizations should:

- Encourage well-reasoned risk-taking. The pursuit of innovation isn't some fool-hardy flight of fancy. Encourage - or insist upon - a plan to be presented first, to ensure understanding and buy-in across the affected organization. Know your tolerance for risk and failure in the pursuit of management workshops.

- Test. True innovation requires thorough testing in pursuit of success. Testing, measurement, and an accounting of what's been learned - even in failure - brings measurable outcomes from successes and failures alike, as well as management workshops.

- Trust. Do you - as a CEO or team leader - trust your people to pursue new ideas on behalf of the management workshops? Build a culture of trust in the individual's pursuits - so long as safety-measures are in place to safe guard against failure damaging the organization.

Most of all, avoid letting a failed concept kill your team's motivation. Every idea should be given positive acknowledgment, every failure should be studied for "what went wrong," and every success should receive appropriate reward. By providing your team with management workshops and a culture of Innovation, their risk-taking abilities will improve. And, as was the case with Mr. Edison, they eventually will see the light borne from their successful innovations.

Robert Brands: http://www.robertsrulesofinnovation.com/

Subject: Management Workshops

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