In today’s evolving workplace, managers and
leaders are being asked to do more with less.
The Management Advantageã is a comprehensive leadership and management
development program. It
is designed for managers at all levels who want to develop and
reinforce the skills and behaviors required to effectively and
efficiently implement best practices in their organizations.
Each session will introduce you to skills and techniques to
effectively manage departments, teams, and individuals while dealing
with the day-to-day challenges you encounter. You will learn to lead
and manage using methods including strategic goal setting, coaching
for performance, conflict resolution and delegation. The concepts
and skills are presented in conjunction with the specific behaviors
required to successfully practice and implement solid management and
leadership skills. This
format allows participants to improve their own management
competencies and enhance their career development.
Each
module is one-day long and can be combined with other modules
to create a custom training experience.
Best
Practices in Leadership and Management
Understanding
Yourself and Others
Managing
Priorities Effectively
Strategic
Planning and Goal Setting
Decision
Making and Problem Solving
Empowering
People Through Delegation
Coaching
and Managing for Performance
Resolving
Conflict
Negotiation
Providing
Constructive Feedback
Teams
That Work
Case
Studies and Certification
Best
Practices in Leadership and Management <Back to
Top>
Leadership. Management. Two words used interchangeably in today's
business world. Two words that can mean different things to different
people. Because today's managers are asked to both manage and lead,
this session sets the foundation for participants to understand and
use both functions. It will assist participants in identifying the
similarities and differences between Leadership and Management, the
purpose of the two processes, and the importance of both in
organizational development.
Understanding Yourself and Others <Back
to Top>
Have you ever wondered why people do the things they do or do things
in a certain way? Have you experienced miscommunication or conflict
over the differences between individuals and personalities? Using the
Myers-Briggs Type Indicator (MBTI), participants will learn to better
understand their own style of communicating and the communication
styles of others. They will learn ways to more effectively communicate
with those who prefer different communication styles and to appreciate
the differences between individuals.
Managing Priorities Effectively <Back
to Top>
As many of you may know, becoming a manager can lead to an
overwhelming feeling of stress and a lack of time to complete those
tasks which will yield the highest return of your time investment. In
this session, participants will learn to identify the symptoms and
causes of stress, methods to reduce stress and its causes, focus on
activities to achieve priority goals, and implement a five-step
process for effectively managing time while reducing stress.
Strategic Planning and Goal Setting <Back
to Top>
Leaders and managers are responsible for formulating, articulating and
communicating a compelling vision that people will aspire to and that
will guide them to achieve results. This session introduces
participants to long term planning, developing strategies to achieve
the vision, empowering employees to act on the organizational vision,
and recognize the importance of goal-alignment at all levels of the
organization.
Decision Making and Problem Solving <Back
to Top>
Of all the skills a manager and leader will use throughout any given
business day, problem solving and decision making are those most often
used. This session introduces participants to the close relationship
between the two processes, an eight-step problem-solving process,
several techniques to use when making decisions, and when to use
individual and group decision making procedures.
Empowering People Through Delegation <Back
to Top>
As a developmental tool, delegation can serve two primary purposes. It
can help managers accomplish their goals and empower employees with
new responsibilities and the accompanying authority to fulfill them.
Using situational leadership models, participants will learn how to
develop others through delegation, mentor employees for long-term
development, and adapt their leadership style to the readiness of the
employee to perform delegated tasks.
Coaching and Managing for Performance <Back
to Top>
Every manager is responsible for achieving results through other
people. To effectively manage those results, a manager must be able to
set clear performance goals and expectations, involve the employee in
the process and the plans to achieve those goals, and monitor the
progress to insure target dates are being met. Every manager is
concerned with maintaining and improving performance. When an employee
needs assistance mastering skills and applying instructions, coaching
is required. In this session participants will learn how to
effectively set, monitor and manage performance for optimum results,
instruct employees on how to recognize opportunities to improve
performance, provide motivation and a supportive climate to achieve
goals, and provide both positive and constructive feedback for
improved results.
Resolving
Conflict <Back to Top>
It is difficult, if not impossible, to think of a relationship of any
type that does not encounter disagreements at one time or another.
Unless relationships are able to withstand the stress involved in
their inevitable conflicts, and manage them productively, they are not
likely to endure. This can be counterproductive to the achievement of
goals. Using the Thomas-Kilmann Conflict Instrument, individuals will
identify their preferred approach to dealing with conflict, learn
conflict management skills, understand the five basic styles for
handling conflict, and implement conflict resolution steps which
assist in preserving relationships.
Negotiation <Back to
Top>
Managers spend a lot of time negotiating. Salaries, budgets,
differences with associates, and the need for resources are just a few
of the things managers negotiate on a regular basis. This session
introduces participants to two strategies of negotiation, barriers to
effective negotiation, ten steps for effective negotiating, and an
action plan for implementing negotiation tactics.
Providing Constructive Feedback <Back
to Top>
For most managers, providing constructive feedback can be an awkward
and uncomfortable situation. Sometimes this feedback must be given to
former peers who now are their direct reports. In this session
participants will learn to develop effective feedback skills and
behaviors, speak to employees about poor performance, implement
guidelines and provide meaningful feedback for learning, prepare for a
feedback session, and use words to pinpoint specific behaviors to
avoid personality conflicts.
Teams That Work <Back to
Top>
Like the words management and leadership, the word "team" is
used to describe many types of work groups. In this session,
participants will learn to identify the characteristics of
high-performance teams, design high performing teams, recognize the
stages of team development, and adapt their leadership styles to the
different stages of team development to facilitate effective team
processes.
Case Studies and Certification <Back
to Top>
Based upon an actual management challenge they are currently facing,
participants will serve as facilitator with their classmates in
applying the principles learned in TMA to develop an action plan which
they will begin implementing upon returning to their workplace. This
process will be followed by a graduation ceremony in which
participants will receive a certificate of completion of The
Management Advantage.
