Our Management Training Courses

By introducing our Management Training courses 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 courses 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 Course: Building An Innovative Culture

Many executives say they believe in the importance of innovation, but when asked why it doesn't happen more often within their organization, they usually say, "Our culture just isn't set up for a great deal of innovation." They seem to think innovation requires a dramatic input of time, energy and money. I believe you can build an innovative culture in practical, low-cost ways. Here are ten recommendations:

1) Step away from tactics. When you bring people together to innovate, stop doing things. Turn off the cell phones, the fax machine and the computer. Leave all planners and paperwork out of the room. Use Post-It notes and flipchart pads.

2) Put the customer on the front burner. Innovation means finding opportunities to add value to customers. The customer needs are what matters, not yours. Make a list of what your customers need to increase their chances of achieving what they want.

3) Ask a clear, specific and value-driven question. Have one question that you want answered. A manager of an automobile repair shop might ask, "What can we do to reduce the customer's unproductive downtime?" Asking too many questions can dilute the process of developing ideas.

4) Maximize the input. Get ideas from as many people as possible. Invite individuals from different levels and functions within your organization to participate. Bring in current and former customers.

5) Appreciate every idea. You never know which idea will open what door or how big the room will end up. Stay open-minded.

6) Provide an incubation period. After the individuals have generated ideas, give them a few days away from the group to think about the customers' situation. Invariably, new ideas will develop.

7) Encourage the snowball effect. Successful collaboration depends on merging two or more ideas together to generate even better ideas. Ask the group to look for combinations of ideas that could build on earlier ideas.

8) Clarify the filters. Decide on the highest priority outcomes you are trying to achieve. Make sure that any idea you implement fits within the filter of impacting these outcomes.

9) Establish the swing team. Recruit a team of seven to nine committed individuals to build a prototype of the idea and implement it on a small scale. This group swings the idea from discussion to evaluation to implementation.

10) Try the idea. Remarkably, many good ideas never get attempted. Groups move through steps one to nine only to lose their focus before implementing. Innovation is only complete when the idea is tested in a real market situation.

Creating an innovative culture requires focused attention and the development of new habits. Both of these are well within your grasp.

Dan Coughlin: link

Subject: Management Training Course

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