Our Management Training Workshops

By introducing our Management Training workshops 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 workshops. 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 workshops please contact us.

As a part of our management training workshops, 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

 

10 Top Tips to Motivate Your Team

Motivation comes from within an individual and so only the individual themselves can decide if they will be motivated or not. Managers can't do it for them, however hard they try, so this might explain why motivation is still a hot topic.

But what managers and leaders can do is to develop a skill set which will enable them to create the right environment within which an employee will be self-motivated. If that doesn't exist then it is by chance that people will be motivated.

This motivating and empowering environment needs to include at the very least the following:

• Support and encouragement
• Access to training and development opportunities
• Feedback on performance
• Praise

3 Key Motivational Practices

Three great ways to achieve this are:

1. Coaching

Criticism could be seen as an effective means of motivating someone and in former times, it was a popular motivational tool used by managers. But we now know that rather than encourage people to achieve more, criticism can have the opposite effect and reinforce lack of confidence and poor performance.

As a one-to-one interaction aimed at supporting and developing the individual, coaching is a prime motivational tool and can be a means to discovering the individual motivators of each team member. It is vital for managers to know this so they can set up the environment for each of their employees.

2. Feedback

Feedback is a way of helping another person to consider changing his/her behaviour and is normally two-fold in its intention: motivational and developmental. It is a communication process which gives someone information about how s/he performs and, if appropriate, how s/he affects others. Feedback helps the individual to keep their performance "on target" in order to achieve certain standards and goals.

3. Goal Setting

Staff cannot be given feedback on progress and target achievement if they are not clear on their targets in the first place! Thus setting goals and targets, or assisting team members to set their own as appropriate, is an essential part of the motivational process.

10 Tips to Motivate your Team

Everyone is motivated by different needs but generally when people feel good about themselves, the work they do, and the organisation they work for, it is much easier to gain their cooperation. Below is a list of ten ways in which managers and leaders can extract the very best out of staff which is of benefit to the team, the manager and the organisation as a whole.

1. Involve team members in the decision-making process. Give them a share in decision making. If not deciding what is to be done, then how it is to be done, or when or in what way, by whom. Let their participation increase over time.
2. Keep them informed about changes that can directly affect them such as policy changes, procedure or rule changes, product information changes, and performance changes.
3. Be aware of the morale level of your team Be sensitive to changes in morale. Know when and why it goes up or down.
4. Maintain an 'open-door' policy. Be approachable, available, and interested, not distant.
5. Develop a caring attitude. A good manager trains, develops, counsels, guides, and supports their team and be sure to listen. Always listen to and try to understand what people are really saying.
6. Outline job responsibilities. Make certain that team members know exactly what is expected of them and how their performance will be evaluated.
7. Always treat people with respect. Be thoughtful and considerate of the person you are dealing with.
8. Ask for suggestions. Be sure to invite suggestions and new ideas from team members concerning work. Be willing to put good ideas into action by making changes.
9. Give recognition. Give appropriate praise and recognition for a job well done.
10. Maintain high standards. By involving team members in establishing high standards of performance, you will build their pride and self-confidence

Top tip

Remember that we are all motivated by different factors; find out what these are for each of your team and you will be on the way to creating a environment within which they can do their best work.

Would you like to know How to Make your Training Budget Go Further? Visit my website [https://www.blendedlearningzone.com] to download my free 2013 whitepaper which will tell you exactly how!

Kate Cobb is Director of blended learning zone and an experienced training consultant. She was commissioned to write for the "Online Idea Book" (pub Wiley) and "Blended Learning" for the CIPD (UK) L&D Journal and is a published author of training books and manuals. She provides a range of services for HR and L&D managers in design and delivery, consultancy and strategic planning of blended learning solutions.

Subject: Management Workshop

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