Management training courses give business leaders the opportunity to foster high levels of performance in their team members – a must-have in today’s increasingly competitive business world. In our Managing and Developing People course you will learn how to leverage your organisation’s talent and their development, and navigate the challenges of difficult behaviour and diverse teams.

Whether you’re a team leader, supervisor, director, department head or business professional, your management and people skills will be refined and enhanced with this personal development course. Prepare to watch your team thrive!

Learning Outcomes

Outcomes achieved by undertaking management training courses include:

 

• Learning how to be a fair and caring manager
• Studying how to wear different ‘hats’ when dealing with different people
• Understanding how to manage fairly and with care
• Examining how different actions and behaviours can affect fairness
• Gaining insights into handling information
• Learning how to apply standards fairly
• Exploring how to communicate openly to show fairness
• Studying respect and neutral decision-making
• Gaining an understanding of caring through listening and sharing
• Examining techniques to show you care
• Getting to know employees and being able to show concern
• Gaining insights into how to treat employees fairly and with care
• Learning how to effectively direct and delegate as a manager
• Exploring a manager’s essential responsibilities
• Studying the key proficiencies of managing people
• Understanding how to realise the potential of your team
• Examining how to set direction and clear objectives
• Gaining insights into communicating with clarity and direction
• Learning the essential elements of planning to delegate
• Exploring strategies for delegating tasks
• Studying how to follow up after delegating tasks
• Discovering techniques to give direction and delegate
• Examining how to handle challenges as a manager
• Learning about the effects of not dealing with employee behaviour problems
• Gaining insights into team conflict
• Learning how to confront difficult employee behaviour
• Exploring diversity issues and techniques to build diversity awareness
• Studying conflict resolution
• Understanding how to reinforce group norms
• Examining how to manage a diverse team
• Gaining insights into the challenges of difficult behaviour and diverse teams
• Learning how to gauge your organisation’s high-performing potential
• Exploring how to develop a high-performance organisation
• Studying organisational factors to be coordinated for success
• Gaining an understanding of mission statements
• Understanding how to manage performance
• Examining high-performance measurement strategies
• Gaining insights into how to become more customer focused
• Studying what leaders of a high-performance organisation are like
• Learning how to gauge whether an organisation’s culture supports high performance
• Exploring the benefits of developing employees
• Studying how to assess the development needs of employees
• Gaining insights into preparing for a development meeting
• Learning how to conduct a development meeting
• Studying how to write an effective development plan
• Understanding how to support employees’ development
• Gaining insights into effective cross-functional management
• Learning how to make your organisation cross-functional
• Exploring collaboration and teamwork
• Studying how to be cross-functionally strategic
• Examining the different types of knowledge management systems
• Exploring the characteristics of experts
• Gaining insights into managing the unique needs of experts
• Understanding experts and their needs
• Learning how to give experts what they need
• Studying how to be a trustworthy collaborator
• Examining the methods of being a competent facilitator
• Gaining insights into actions managers take to meet the needs of experts
• Learning about HR responsibilities
• Exploring how to value and develop employees
• Understanding why talent management is important
• Studying talent management plans
• Examining how to acquire and develop talent
• Gaining insights into driving performance
• Exploring the methods of retaining talent
• Learning how managers motivating their employees
• Studying how to help employees thrive

 

Top Traits of Highly Effective Managers

Dr Janet Fitzell is an independent consultant and facilitator specialising in organisational development and team dynamics. She believes that it’s important for managers to keep top-of-mind the qualities that lead to management success, regardless of the industry sector or organisation they work in.

She cites five related areas, with the acronoym of PERCS – Performance Focus, Engagement Strategies, Rigour and Flexibility, Communication, and Systems Thinking. Many of these you will explore further when studying management training courses like our Managing and Developing People course.

#1  Performance Focus

Having a performance focus is critical for management success, and it means you should be clear about:

• The outcomes expected of your role
• How your progress is measured and then assessed
• From where and when you can expect feedback about how you are performing
• The problems which put successful outcomes at risk.

 

Having a performance focus also means ensuring that those reporting to you are clear about the above in relation to their own roles and your expectations. Formal and informal feedback processes can then be developed, however they must be respectful, fair and constructive, and clearly linked to performance expectations.

Maintaining a performance focus also involves:

• Recognising when a staff member would benefit from coaching
• Practising effective delegation
• Ensuring that good performances are acknowledged and rewarded.

#2  Engagement Strategies

People perform at their best when they are fully engaged at work and have the opportunity to influence and participate in the decision-making that affects them. This creates a trusting environment where success is celebrated, creativity thrives, and what would be labelled ‘failure’ in other settings is seen as ‘an opportunity to learn and improve’.

When developing an engagement strategy, managers should consider:

• The business outcomes they want to achieve through staff engagement
• Who needs to be engaged, including people in other parts of your organisation
• How to engage your team in decision-making while remaining accountable for your own responsibilities.

#3  Rigour and Flexibility

The most successful managers model how to maintain a balance between rigour and flexibility to inspire their teams to achieve better performance. Management rigour includes documenting processes and what is expected, detecting problems early, and ensuring you are fully accountable. It also involves:

• Setting and applying clear standards to performance and quality
• Defining the scope of your team’s responsibilities and their delegated authority limits
• Having effective control systems in place
• Understanding the decision making process.

Flexibility is about being attuned to your environment and your team and being ready to make informed judgements about doing things differently. It also involves:

• Listening to your team’s and considering their views
• Understanding how your management style hinders or helps the outcomes they want to achieve
• Knowing the ‘rules of the game’ and exercising judgment about how to interpret and apply them.

#4 Clear Communication

Successful managers are highly-skilled communicators, develop an awareness of their communication style, and know when it works well. They also leverage alternative approaches to communication when their natural style is not the most appropriate. It also involves:

• Realising that communication can flow differently depending on its purpose
• Selecting the right communication style when it’s needed
• Understanding that despite two- or multi-way communication, the decision rests with them
• Avoiding too much one-way communication to allow your team to be involved and participate.

#5  Systems Thinking

Successful managers are good ‘systems thinkers’ and apply these principles to everyday practice. It also involves:

• Recognising that other parts of the organisation are affected by the results of their own team
• Knowing what’s needed to support the smooth running of other parts of the organisational ‘system’
• Understanding the organisational system has human parts as well as inorganic systems and processes
• Remembering that while systems and processes can easily be changed, your team needs time to adapt
• Acknowledging that managerial success is a learning curve, and that management training courses can help!

2020’s Top 5 HR Trends

The constantly changing human resources landscape requires that new strategies are considered and implemented regularly in order to keep them relevant and ultimately successful. Here are the top five HR trends for 2020 that will keep your learning future-proof when undertaking management training courses.

#1 – Organisational Guidance Systems

Systems will move beyond just dashboards and predictive analytics to those that enable more effective business decision-making. With traditional data collection systems for example, many business leaders struggle to decide which ideas to use. Organisational guidance systems can articulate desired customer, business and investor outcomes and offer guidance on how to attain them.

#2 – An AI-savvy Market

Recruitment teams are fast becoming systems integrators and are increasingly using AI-based sourcing, assessment, screening, interviewing and candidate experience management systems. Because the recruitment market is so crowded, many recruitment teams are also successfully using HR technology for career management and internal talent mobility in terms of their existing staff.

#3 – The Use Of People Analytics

According to LinkedIn’s Global Recruiting Trends 2018 report, ‘data is the new corporate superpower’. And although most companies have all the data they need, many don’t know how to use it effectively. In the future, using evidence-based people analytics for actionable insights will be taken even further in order to make tangible impacts on business strategies and bottom-line growth.

#4 – Virtual Workspace Technologies

Flexible working is increasing in popularity but experts believe there is still plenty of opportunities for the sector to grow. From collaborative workspaces to virtual offices, technologies – from e-mails and instant messaging to social media and virtual meeting tools – can be integrated to break down communication barriers, and drive true cultural change.

#5 – A Health and Well-being Focus

Tools for stress reduction, emotional health, physical fitness and financial well-being are easily accessible, however many of the bigger healthcare providers now also provide AI-based automated tools which can be tailored to suit any workforce in the world. These can create real behaviour change for organisations and are increasingly critical considerations for HR teams. After all, healthy teams meet healthier profits!

 

Happy employees are the heart of any organisation’s success. Learn how to get the most out of your team and future-proof your organisation’s most valuable asset with our Managing and Developing People course!