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Management Training

Management and supervisory skills are essential in the workplace. Key management and supervisory skills and competencies will help RETAIN your talented employees and OPTIMIZE their performance.  Yes, efficiency and effectiveness are important.  Making sure you are the kind of boss people want to work for is paramount.

Millennials are the age group you are most likely to need to ATTRACT. They are 18 -36 years old this year and many aspire to be or already are managers. In 2015 they made up 53.5% of the workforce. (Pew Research)

Many top managers say the experience people have in a company is the most important issue they face, more important than leadership, workforce capability, performance management, or anything else.  This is the culture of your company.  Managers and leaders are the key to creating a great culture.  

Management training is the most effective way to create a great culture that attracts and retains talented people. The management training topics below are guaranteed to help improve morale, efficiency and productivity in the workplace.

Topics

Program length can be anywhere from 2 hours to multiple days, depending on the topic and your audience and time frame.  All sessions can be delivered to a group audience or through one-on-one or small group coaching. Most can also be offered remotely via webinar, streaming video or teleconference.

1. How to Engage and Retain Millennials in the Workforce

The mix of generations in the workplace can cause hidden conflicts, resentments and slowed production.

Millennials’ work habits are different. Their values are different. They care more about work life balance and less about money. They want you to give responsibility rather than earn it. And they are entering the workforce at record rates – over 50% of the workforce by 2020.

Managers need to know how to engage and inspire them.

Learning Objectives

  • Uncover the employee engagement drivers that are unique to millennials
  • Learn how you can better develop an environment that helps to engage millennials
  • Discover best practices for retaining top millennial talent

Engaged millennials are more productive, less likely to leave, and highly likely to recommend your organization to friends and followers on social media. Don’t miss this opportunity to begin to engage millennials at your company.

Who Should Attend:
Organizational development, senior leaders, team leaders and anyone that is charged with engaging and retaining their workers.   Contact us to learn more or schedule a workshop.

2. Managing Different Generations in the Workplace

Right about the time the Boomers learned to work with Gen Xers, the Millennials started moving into management positions. Each generation brings its own life stage, communication preferences, priorities, work ethic, and more.

Problems can arise from differing mindsets and communication styles of workers born in different eras. Frictions may be aggravated by new technology and work patterns that mix workers of different ages.

The key is to be able to effectively address and take advantage of the differences in values and expectations of each generation. But experts say managers must be careful not to follow blanket stereotypes.

Learning objectives

  • Recognize generational differences and adapt
  • Develop meeting formats that keep people informed and engaged, but don’t feel like wasted time.
  • Help younger employees learn to seek the experience and wisdom offered by senior employees
  • Accommodate different learning styles
  • Keep everyone inspired and engaged

Who Should Attend:
Organizational development, senior leaders, team leaders, human resources, and anyone that is charged with engaging and retaining their workers.  Contact us to learn more or schedule a workshop.

*Note: This is most effective as a series of 3 2-hour sessions that build one on another.  It can still be useful as a 2 or 3 hour single workshop.

3. Improving Communication Skills for Managers

Good communication is the cornerstone of good management and leadership.  Building the strength of a team relies heavily on communicating expectations, encouraging performance and resolving conflicts.

 Learning Objectives

  • Identify communication issues
  • Understand how personality styles effect communication
  • Determine the payoffs to effective communication
  • Recognize the obstacles to effective communication
  • Lead with confidence and assertiveness
  • Build trust and respect

Participants will be better equipped to perform as persuasive communicators, problem-solvers and focused leaders. They will develop a take-charge attitude initiated with confidence and enthusiasm.

Who should attend:
Senior leaders, team leaders, managers, human resources.  Contact us to schedule a workshop.

*Note: This is most effective as a series of 3 2-hour sessions that build one on another.  It can still be useful as a 2 or 3 hour single workshop.

4. Dealing with Conflict for Managers

Conflict in one form or another is a constant in the workplace.  It can cause disruption, resentment, lower performance, and damage your company’s reputation.   It can smolder beneath the surface or become open warfare. Conflict can disrupt your group, department, or the entire organization.

This program demonstrates the best approaches for effectively dealing with conflicts, so they can be resolved while maintaining positive relationships. Learn to diagnose conflict before it intensifies, apply appropriate conflict resolution techniques to specific situations, and remain poised when tension is high.

When conflict is handled in an interactive way, it may actually benefit the organization.  The people involved can reach an agreeable resolution and have their goals met.

Organizations that know how to work proactively to identify and address areas of disagreement can stimulate and encourage conflict.  The result can be new ideas, growth (personal and company), more satisfied employees, and higher productivity.

Learning Objectives

  • Define conflict and identify its sources
  • Diagnose conflict before it intensifies
  • Assess their own conflict resolution style
  • Understand how their communication style affects conflict
  • Apply and practice strategies for conflict resolution

Who should attend:
Senior leaders, team leaders and/or managers, human resources.  Contact us to schedule a workshop.  See Retain for more ideas.

*Note: This is most effective as a series of 3 2-hour sessions that build one on another.  It can still be useful as a single 3- hour workshop.

Rate your EQ.  Take our free Emotional Intelligence quiz on this website.

5. A High Performance Team Starts with Its Leader

Many companies struggle to compete and succeed because their company is not operating at optimal performance.  When the people in a company don’t care, are involved in conflicts or have poor communication, the product suffers.

High performance teams don’t happen automatically once people are placed in a work group.  In fact, it’s often the opposite. Building and sustaining a truly high performing team requires understanding and applying some of the basics of organizational development.  For example, the characteristics of an effective team and how to create unifying SMART goal that builds cohesiveness within the team.

Participants will have an opportunity to confidentially assess the effectiveness of their own work team and learn ways to best support and lead their team to even higher levels of performance and satisfaction.

Learning Objectives

  • Assess own leadership skills
  • Leading with assertiveness
  • Characteristics of effective work teams
  • Basics of effective team leadership
  • Understanding how to manage different personalities on the team.
  • Developing SMART team goals
  • Team problem solving model and exercise

Who should attend:
Senior leaders, team leaders and/or managers, human resources.  Contact us to find out more or schedule a workshop.

*Note: This is most effective as a series of 3 2-hour sessions that build one on another.  It can still be useful as a 3- hour single workshop.

What kind of leader are you?  Take my free Leadership Quiz on this website.

6. Effective Delegation

Every effective manager/leader needs to be comfortable delegating work and be able to hole employees accountable for meeting expectations.  There is a fine line between delegating and “dumping”.  There are specific steps to take to make assignments are clear and that the team members have a sense of ownership for the outcome.

Effective delegation helps develop individuals and achieve specific organizational outcomes.

Learning objectives:

  • Identify who is ready for delegation and if additional training is needed.
  • Use a reliable and collaborative process
  • Learn who is able and willing, with what time table and to what standard. role.
  • Know how it will affect the manager’s day-to-day role.

Who should attend:
Senior leaders, team leaders and/or managers  Contact us to learn more and schedule a workshop.

*Note: This can be a 2-hour single workshop or incorporated into “High Performance Team Starts with Its Leader.”

7. Coaching for Improved Performance

With the proper training, managers and supervisors can encourage and guide employees to higher levels of performance and satisfaction. Practical and insightful coaching is a proven tool for maximizing employee productivity. They will recognize good performance and address situations where an employee needs to improve. Many issues that arise in the workplace and on a team can be turned into a positive mindset that creates effective performance and satisfied team members.

Learning Objectives

  • Effective coaching techniques to begin to close the gap between expected performance and actual results.
  • A step-by-step process using as assessment and evaluation in order to focus on future growth and training for others.

Who should attend:
Senior leaders, team leaders and/or managers, human resources.

Take a closer look at our Leadership Coaching program or Contact Us  to learn more or schedule a workshop.