Why Attend This Training Course?

Management is known as a form of art and a science. The key is making employees more efficient and productive while finding the correct way to do it. When preparing to manage one or a group of managers, you are preparing for them to be able to manage their own employees. Every manager is a different personality type and learns differently. But with some helpful tools and tips, you can help them become great managers that will continue to grow and succeed with their new teams. 

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What Is The Training Course Methodology?

This interactive training course methodology depends on enabling participants to interact and exchange experiences, explore their competencies and achieve their career aspirations, using forward-thinking training arts, such as theoretical lectures and/or open discussion to exchange opinions and experiences, scenarios, innovative thinking brainstorming. Participants will receive an agenda including training material as a reference, in addition to some extra notes and booklets. 

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Who Should Attend This Training Course?

This training course is designed for all management level employees, department heads, senior supervisors, and others who want to develop their managerial skills. 

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What Are The Training Course Objectives?

It’s been said that good management starts with good planning. As a manager, you can learn different ways to put plans into action that will help your other managers and employees work together and continue to grow

• Welcome and orientate new managers

• Learn ways to successfully coach and mentor

• Learn ways to measure and evaluate performance

• How to handle complications

• Communicate between employees and their managers

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What Is The Training Course Curriculum?

Grooming a New Manager

• Set specific goals

• Authority (What they can and can’t do)

• Create a shared vision

• The more they learn, the more responsibility they get

• Case study (I)

Coaching and Mentoring (I)

• Writing performance reviews

• Provide clear and timely feedback

• Praise in public, criticize in private

• Make sure your door is always open

• Case study (II) 

Coaching and Mentoring (II)

• Offer advice, not the solution

• Create a supportive environment

• Build ownership

• 360-degree feedback 

Measuring Performance

• Staying within their budget

• Setting measurable objectives

• Skip level feedback

• Collaborate on criteria to be evaluated

• Motivating managers

• Provide the needed resources

• Bonuses and incentives

• Give credit for good work 

Signs of Poor Management

• Missed deadlines

• Team turnover

• Losing customers

• Little or no growth

• Trust your team of managers

• Do not micromanage

• Promote open and honest communication

• Reward initiative

• Trust, but verify

• Case study (III)

When an Employee Complains About Their Manager

• Keep the information confidential

• Gather information from both sides

• Coach or delegate the solution

• Follow-up with the manager or employee

• Unsafe or dangerous events

• Legal ramifications

• Severe financial costs

• Repeated failures after coaching has occurred

• Remember these basic qualities

• Express confidence in their abilities

• Practice what you preach

• Open-ended discussion