Our Management Training Classes

By introducing our Management Training classes 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 classes. 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 classes, 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

 

While there are numerous types of management styles, and some work better for certain individuals, the most effective technique is a solutions-oriented approach. A solution is the process of solving or resolving a problem or challenge, or overcoming an obstacle. All too often, managers or leaders either avoid an issue, or use a crisis management rather than solution-based management. Crisis management simply waits for something to occur, and then often frantically and often haphazardly address this one issue after the fact, and attempt to resolve or ease the issue at hand. Crisis managers do not look at the "big picture," searching for the very important "why's" of an issue. They look at the small picture - the single occurrence - and do not address how to make sure that this and other issues do not occur again. Crisis managers are not proactive but reactive in nature.

On the other hand, solution-oriented managers always attempt to consider all ramifications of either taking or not taking a particular piece of action. Some of the questions a solution- oriented manager might ask include: (1) What are the financial considerations of taking action? (2) What are the financial considerations of not taking action? (3) What are the potential ramifications- - short-term, intermediate-term and long-term of taking this course of action? (4) What are the potential ramifications of not taking action? (5) What are the goals of taking this action? (6) What obstacle or challenge needs to be resolved? (6) What are the pros and cons of proceeding this way? (7) Does this course of action realistically address this issue? (8) Is this course of action the best way of approaching this issue? (9) What else might be considered, and why? (10) How does this course of action relate to the "mission" of the organization? (11) What would be the "action plan?" (12) What would be the time line? (13) Is this issue a time- sensitive one? (14) How high a priority is this action? (15) If this is done, does it mean that another situation or challenge will now be de-emphasized? (16) What is the first step? (17) Does this meet my concept of the ideal? (18) Is this a realistic approach? (19) What is the probable success rate? (20) What is the next step if this approach is ineffective, or does not achieve the goals set?

No management style works every time. However, when someone takes actions based on an intelligent and thorough analysis of a situation, and is a proactive leader instead of a reactive one, there is generally a far better chance at success! That is probably why there are far more reactive leaders than proactive ones!