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

 

Management Training:
The New Rules of Leadership and Management Training

Recently, I bought and started reading The New Rules of Marketing & PR. Shortly after, I attended a talk on "Generations in the Workplace." And found a connection from both to the new rules of leadership and management.

THE CONNECTION

The last sentence on page 26 of The New Rules gave me a-ha that made that connection for me: Content drives action. The sentence prior to that reads: Great content in all forms helps buyers see that you and your organization "get it." If we replace just a couple of those words and put the two back together:

Great content in all forms helps employees see that you and the organization "get" them. [Leadership] content drives [employee] action.

THE NEW RULES OF LEADERSHIP & MANAGEMENT

Here's where the generational thing comes in. It's the online Gen-Xers and Millennials who are driving that "content" also be the new rule of leadership and management. The old rules of one-way "push" marketing and advertising aren't working with these generations of consumers who demand informative, authentic and interactive content to make buying decisions. Just as the old rules of management and leadership won't work with these generations as employees. Maybe it's because the one-way "my way or the highway"/"because I said so" management style reminds questioning (sometimes referred to as cynical) Gen-Xers of their mothers who didn't care if their children had opinions. And, the Millenials won't even hear these managers because as kids these employees grew up with constant "Good jobs!" and getting trophies even for coming in last. Where's the praise in "Do it or else."?

CONTENT IS KING

So, the "content" of successful leadership according to these generations, to which they've grown accustomed as online consumers, is treating them as unique individuals who demand interaction and authenticity. So to paraphrase the New Rules of Marketing and PR in the context of New Rules of Leadership and Management, I offer:

1) Inspire Millennial and especially Gen-X employees to design the content of their individual work, empowering them to do what they each do best every day. That's strengths-based management!

2) Engage these employees in the content of the organization's vision, mission and objectives. Help them see how essential their individual role is in achieving organizational goals to give them the meaningful work these generations crave.

3) Individualize communication content so these employees know you are speaking directly to them. That's when they'll know you appreciate them for what they bring to the game.
That's when they'll take action and follow you. Because content drives action.

By: Meredith J. Masse: link

Subject: Management Training Classes

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