Management Training Modules

The management training curriculum is presented in a format that both conveys basic managerial skills and concepts but also allows for group discussion and dialogue. The course content is broken down into 9 modules:

  • Understanding the Challenges Managers Face in the Workplace 

The participants will have the opportunity to share their key concerns/challenges that they are currently facing or anticipate near term. This includes the challenges for new supervisors/managers as they transition from the individual contributor role to the role of achieving results with and through others.  This also allows the facilitator the opportunity to assure that the majority of their concerns/challenges will be addressed throughout the program.

  • Employee Relations

This module focuses on the importance of creating and maintaining effective relationships with employees.  It stresses the importance of recognizing that each employee has different needs and desires, and each employee is motivated in different ways.  It reinforces the need for managers to recognize these individual personalities and establish individual strategies to help each individual to grow.  This module also covers the importance of establishing one’s credibility with the work group, particularly for the group to recognize that the supervisor/manager can make the tough calls if necessary and will also “have my back” if needed.  Credibility is the key to have a committed/engaged work environment.

  • Coaching, Developing and Motivating: How These Impact Employee Engagement

This module reinforces the need for supervisors/managers to actively participate in coaching, developing and motivating employees. This module will reinforce that each employee is motivated in a different way – it is not one size approach. Without a manager who demonstrates interest in and commitment to one’s development and professional growth, it is very hard to develop and maintain an engaged team work. We will define the term employee engagement and what it means as it relates to the activities of coaching, developing and motivating. It is often said that “people join great organizations but leave bad managers”. This can certainly be applied to a situation where a manager is not providing a work environment where employees are encouraged to grow, to accept “stretch” opportunities and also to know that there is a “safety net” if they make a mistake – and they will make mistakes. We will explore the elements of “effective delegation” and how this activity can be a win-win for the organization and the employee.  Suggest deleting this sentence since this is covered in module 8.

  • Essentials of Management Communication

This module highlights how communication is absolutely critical to be an effective supervisor/manager.  On-going and consistent communication can prevent misunderstandings. By clarifying everyone’s expectations and roles, you will help build greater trust and increased productivity among employees.  But effective communications is not always about delivering a message, it is also important to be an active listener.  Replace the last sentence in blue with: Effective communication includes the skill of active listening along with skills to successfully deliver messages.  In fact, by being a good listener, the manager can create an environment where employees can be encouraged to share ideas, ask questions and sometimes deliver a not so popular message about a project delay.  What are some of the verbal and non-verbal cues a supervisor/manager can use?  Bottom line: communication is the KEY to an effective and motivated work environment.

  • Conflict Resolution: Can This Be A Coachable Opportunity?

This module focuses on the critical aspects that managers must keep in mind when faced with a conflict resolution situation.  The participants will discuss the importance of being able to separate the conflict from the people involved and how to maintain objectivity.  Additionally, does the supervisor/manager have to be responsible for resolving conflict or can this conflict situation be used as a coachable opportunity?  We will explore conflict in terms of: 1) what are the symptoms of unresolved conflict; 2) what are the causes of unresolved conflict and 3) what are the costs of unresolved conflict.  And, how much of this could be avoided with effective supervision/management.

  • Managing Performance: Essential Role and Responsibility for Organization, Team and Individual Success

This module highlights that assessing employees’ performance is one of the most important responsibilities for a supervisor/manager.  The module focuses on two key areas: 1) the importance of differentiating performance among employees, making the difficult decisions that not everyone is performing in the same manner and 2) how to find the right strategies for helping poorer performers gain the confidence they need while also looking for creative strategies/assignments for the stronger performers to keep them challenged and engaged.  The module identifies four parts of the performance management process that build on each other: goal setting, giving feedback, documenting and evaluating performance.  Participants will share thoughts and strategies regarding hoe to make this management responsibility on-going activity and not to view it as a once a year “task”.

  • Hiring the Right Fit 

In this session, we discuss the role of the hiring manager and why, sometimes, bad hiring decisions occur.  Then we move into a discussion regarding the culture of the organization, what attributes and behaviors are a better fit for the particular organization.  We spend a great deal of time talking about what types of questions are appropriate for identifying those individuals who have the attributes and behaviors identified earlier as a fit for the organization.  We also, spend some time discussing the pros and cons of traditional interviewing techniques versus behavioral based interviewing techniques.

  • Effective Planning, Prioritizing and Delegating

In this session, we focus on techniques and strategies for managers to use  as they face the issue of being a manager and accomplishing their own work tasks.  The session focuses on three keys activities: planning, prioritizing and delegating.  And how each of these elements can both help accomplish the manager’s tasks, but also, serve as a developmental opportunity for employees.

  •  Leading Trough Change

This module will focus on helping employees manage any change that occurs in an organization.  It does not have to be a change as large or complex as a merger or organizational restructuring.  It can be change related to a new supervisor being introduced to the group; the implementation of a new payroll system; the implementation of a new on-line performance management system, etc.  Any change can be disruptive for employees and we will focus on how supervisors/managers can help employees cope with the change.  We will explore why people are resistant to change and what strategies supervisors/managers can and should use to enable employees to work through the change and come to some level of acceptance.