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Managers Training -Training for Managers

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Posted 28 September 2012 by Chris FarmerChris Farmer

Personal Development Courses

We offer both:
• Bespoke in-house training.
These can be tailored to your specific needs.
• Open training courses at locations near you.
You may find the following will help you with the development your leadership and management skills training.

Managers training -Training for managers

Managers training is important to you because your managers are pivotal to the organisation.

Your managers are the link-pin between "the plan" and "the action".

Your senior team formulates the plans and you expect your management to be able to implement those plans. i.e.; put the plans into action.

If the managers are not effective managers, then the implementation of the plans is imperfect and the consequent results are poor.

The role of the manager is not an easy one: one reason is that; often the managers have not received any specialised management training which will give them the specific tools and techniques to lead and manage the team effectively.

All good managers training should cover the fundamental "must-have" skills and knowledge that is required. All specific job roles have definite skills sets associated to them. The role of "the manager" has the following skills sets:

  1. The ability to set goals and delegate tasks
  2. The ability to communicate information in accurate language
  3. The ability to devise practical plans of action
  4. The ability to handle performance issues and complaints
  5. The ability to manage emotions and bad moods

Let us write notes on each:

1. The ability to set goals and delegate tasks

If the manager is to succeed, then he-she must set and achieve goals.

Setting goals includes:

  • The setting of goals for the team and
  • The setting of goals for each individual member of the team.

Setting goals must be done in a structured, clear manner. so that there is no confusion or doubt over what is expected.

Goal setting must be done by means of S.M.A.R.T.

Smart targets means:

Specific- the goal must be describes in specific, not vague terms.

Specific terms means: Numerical, defined and precisely worded.
Vague means: imprecise, general statements without the use of numbers.

Measured Progress towards the goal must be measured; i.e. is the person doing the task:

  1. Making progress?
  2. Not making progress?
  3. Going backwards?

Achievable means: is the person doing the task capable of doing the task?

Realistic: even if the person is capable to do the task, is he free from constraints that would prevent completion of the task?

Time deadline: By when must the task be completed? By what date? By what time?

2. The ability to communicate information in accurate language

All managers need to be good commentators. Communication is the transfer of information and emotion. This requires a certain level of skill with language.

  1. Are your managers able to express themselves verbally, face-to-face?
  2. Are they able to express themselves, in writing?
  3. Are they able to ask the right questions that will elicit the correct information?
  4. Are they able to inspire the team and give their best efforts?

If they are not able to do these things, then errors will result from miscommunication.

If they are not able to do all these things, then you should send them on the right managers training course.

3. The ability to devise practical plans of action

The ability to achieve the goal will be dependent on the quality of the plan. Most people do not plan ahead sufficiently. Consequently they are forced to react to circumstances. All good managers DO plan ahead. Planning ahead is a skill that involves the following subset skills:

  1. Prioritisation: putting tasks into the correct order.
  2. Preparation: getting everything ready in advance of the event.
  3. Prevention: the avoidance of preventable errors.
  4. Protocols: the formalisation of the correct method.
  5. Practice: rehearsal of the best method.

All good managers are incessant planners

They plan, prioritise, delegate, prevent problems, and prepare diligently in advance of the event.

If they are not able to do these things well, then errors will result caused from neglect.

If they are not able to do all these things, then you should send them on the right managers training course.

4. The ability to handle performance issues and complaints

Here is a sad fact

  • Some people on the team don't work as hard as others.
  • Some people on the team don't work as skilfully as others

Therefore, the manager will occasionally need to handle performance issues and complaints.

Therefore: The manager will need to be able to handle conflict situations.

In order to do this, the manager needs to know how to do the following:

  1. Get the facts.
  2. Use objective language, not emotional language.
  3. Provide the other with a way out of the problem.
  4. Distinguish between excuses and reasons.
  5. Keep control of the conversation.
  6. Remain calm at all stages of the conversation.

If the managers are not able to do these things, then errors will result from the mishandling of conflict- which will make a bad situation worse.

If they are not able to do all these things well, then you should send them on the right managers training course.

5. The ability to manage emotions and moods

The manager sets the terms for the atmosphere in the team.

The manager must act as the "standard bearer" for the team atmosphere.

But who motivates the motivator?

Answer: nobody!

The manager motivates himself-herself.

The manager needs to know:

  1. The power that words have to create and to destroy.
  2. How to motivate people who are not normally motivated.
  3. How to create a sense of team spirit.
  4. How to minimise the damage to moral that is caused by frequent instances of setbacks, delays and problems.

Emotional management is the art of orchestrating the focus of the mind and the physical conditions, to as to create and sustain the optimum emotional responses, that are appropriate to the circumstances that face you.

All managers training have a strong element of emotional management training. If your managers are not able to effectively manage their own emotions, then errors will result, caused by their consequent inability to manage the emotions of others.

If they are not able to manage the emotions of others, then you should send them on the right managers training course.

For more information about training for managers please visit the Corporate Coach Group website

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