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People Management Training

People management training

People management training

The most important aspect of training is developing people management skills.

Why?

Because you can only really succeed when you gain the cooperation of other people:

  1. One person does not make an organisation
  2. One person does not make a team
  3. One person does not do well on his (or her) own

You need to gain the cooperative help of other people.

Let us assume that you cannot use physical force to compel people to work for you; if you can't use force then you will have to gain their cooperation.
In other words, if you want to get things from other people then you need to induce others to co-operate with you.

If you cannot induce others to cooperate with you then you might find it more difficult to get:

  1. The service you want
  2. The information you want
  3. The help that you need

If you can induce people to cooperate with you, then you will benefit immeasurably.
And so will everyone else.
People management training is designed to help you get the best from yourself and others

People management training includes subset skills that include the following topics:

  1. Accurate language
  2. Negotiation skills
  3. Conflict management skills
  4. Listening skills
  5. Emotional management

Let us make a few notes on each

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Accurate language

Assuming that you are not able to use telepathy in order to communicate with people, you need to use your language skills.
Therefore you need to be able to speak and write in clear and unambiguous terms.
Many people find it difficult to write and speak in clear and unambiguous terms.
So they communicate in UN-clear, vague and ambiguous language.
Ambiguous language is using words and phrases that can properly be interpreted in more than one way.
If I wrote "I didn't say he kissed his wife" then this is an ambiguous statement.

It could mean any one of the following: (emphasise the bolded word)

  1. "I didn't say he kissed his wife"
  2. "I didn't say he kissed his wife"
  3. "I didn't say he kissed his wife"
  4. "I didn't say he kissed his wife"
  5. "I didn't say he kissed his wife"
  6. "I didn't say he kissed his wife"
  7. "I didn't say he kissed his wife"

Can you see how slippery language can be?

Conclusion 1. Improved People management skills requires that you improve your ability to handle language

This is especially true now when you are communicating with many people for whom English is not their first language.

2. Negotiation skills

In work you are in a trading relationship with people.
Therefore you have to learn to negotiate.
In work, you often have to negotiate with other people.
Maybe though, you have never been taught the proper principles of negotiation.

Negotiation is defined as:
"The process of gaining an agreement where all parties can arrive at a mutually beneficial and sustainable solution.
It is a transaction where both have a veto over the final outcome. It requires voluntary consent on all sides".

Most people have never studied negotiation skills so they don't know enough to get the best results.

Question: how many books on negotiation have you read?

If the answer is less than one, then the conclusion we can draw is that you probably don't know enough about negotiation to get the best results.

A Negotiation skills course covers:

  1. Be clear about what you want
  2. In negotiations, don't agree to their first proposal
  3. Maintain your principles
  4. Once agreed, stick to the agreement
  5. Watch for bargaining activity just before a deadline
  6. Avoid trying to "drive a hard bargain" by unnecessarily tough talk
  7. Always record the details of each negotiation in writing
  8. Always maintain respect for the other person's identity as you question his proposition
  9. Think Win /Win
  10. Keep an eye on your emotional state Stay relaxed and focused

Conclusion 2. Improved People management skills requires that you improve your ability to negotiate.

3. Conflict management skills

Conflict is inevitable.

You will, on occasions, fall out with others and be in conflict.

When you are in conflict do you:

  1. Remain rational and calm
  2. Become emotional and say too much
  3. Become timid and say too little
  4. Run away

The proper answer is 1: Remain rational and calm

  • But you may have previous convictions for losing your temper- and saying too much
  • You may have previous convictions for losing your tongue -and saying too little
  • But you may have previous convictions for losing your courage,-and running away from the conflict situation. Maybe even going "sick with stress".

The correct answer is to deal with conflict according to the principle of reason - not emotion

That means:

  1. Remember to let them save face
  2. Use factual language, NOT emotionalised, highly charged language
  3. Always prepare your message in advance
  4. Always give them a specific "way out" of the conflict situation
  5. Distinguish between "reasons" and "excuses" for not doing something
  6. Learn when to compromise and when not to
  7. Watch the body language and listen for the voice tone
  8. Keep control of yourself.

Conclusion 3. Improved People management skills requires that you improve your ability to handle conflict situations

4. Listening skills

Communication involves, speaking, writing and listening.
Listening is an active process, not a passive one.
Listening should be contrasted to "hearing".
Hearing somebody speak is not the same as listening to what they are saying.

Most people are not good listeners.

They are too wrapped up in their own message to be able to listen to the others person's point of view.

You may know only one or two people who you would regard as really good listeners.

There are four advantages to good listening:

  1. You discover more about what is on the mind of other person.
  2. When you listen to another, you demonstrate an implied complement (the complement is that "you are a person worth listening to").
  3. If you are listening, then you cannot say the wrong thing.
  4. If you listen more, then you have more time to choose your best response.

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5. Emotional management

We all need to manage how we feel.
Everyone wants to feel stronger and more confident.
But some of the people you work with feel disheartened and others lack confidence.

Emotional Management is the art of controlling the focus of your mind and the physical state of your body, so as to create optimum emotional responses appropriate to the circumstances that face you.

We need to learn the art of emotional management.

Emotional management is based on the idea that all emotions flow from the content of ones thinking:

  1. If you think fear thoughts you will feel fear.
  2. If you think strong thoughts you will fear strong.

From this one principle we can derive the following subset principles of people management skills:

  1. Set achievable goals and make written plans for their accomplishment
  2. Seek out the company of positive people
  3. Repeat positive affirmations
  4. Create a positive mental image of yourself as achieving your targets.
  5. Eliminate destructive self criticism
  6. Eliminate destructive criticism of others
  7. Do not accept destructive criticism from others.
  8. Train yourself to expect the future to be good

Question: how many books on emotional management have you read?

If the answer is less than one, then the conclusion we can draw is that you probably don't know enough about emotional management to get the best results.

Conclusion 5. Improved People management skills requires that you improve your ability to manage your own emotions


For more information about people management training visit the Corporate Coach Group website

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