A Management Training Seminar for Your Managers & Supervisors

We will work with you to design and deliver a management training seminar that fits your organization's culture, work environment and industry. Contact us for a free telephone consultation with Roger Reece. After the call, Roger will provide you with a proposal that meets your budget and your objectives. The proposal will include recommendations for seminar length, format, class size and a detailed outline and agenda for the seminar. The proposal will also include all fees and deliverables. The costs are surprisingly low, making it easy to get the ball rolling right away.

One Seminar or a Series of Management Training Seminars

We recommend that you schedule a single seminar first, and, based on your assessment of its success, work with us to develop a schedule for follow-up seminars conducted over the next year. Some of our clients schedule quarterly training programs. Others schedule them annually, to coincide with their yearly management meetings. In any case, once you see the value of these seminars we are confident that you will not want to lose momentum in transforming your management team.

Flexible Scheduling

We understand that your managers and supervisors are busy and may not all be available at the same time. We will work with you in structuring multiple sessions of the right length to accommodate everyone on your management team.

Raising the Emotional Intelligence EQ of Your Managers Some of the most intelligent and capable people actually shoot themselves in the foot when they get emotionally charged. When these people are your managers and employees, the result is employee resentment, disengagement, apathy and turnover. Emotional Intelligence is a set of skills that every manager needs, consisting of Self-Awareness, Self-Management, Social Awareness and Relationship Management. We teach managers all four of these skills in our management training seminars. Self-Awareness Effective managers are able to recognise when they are having a negative reaction to a situation or to an employee's behavior. Those managers are able to think through the situation, determine the desired outcome and choose the right course of action. Managers who lack self-awareness just react - and in their reacting, they cast blame and create relationship problems through their reactive behavior. Self-Management Managers who practice self-management are not only aware of their negative reactions, but are able to control their behavior when those reactions come up. Self-management keeps managers from saying and doing things that diminish trust, respect and leadership. They are able to choose the right course of action and then carry it out, achieving the right results. Managers who lack self-management tend to act out their negative emotions, creating employee resentment and disengagement. Social Awareness Managers who practice social awareness are able to tune into the moods, attitudes and emotions of others. They are able to sense how to handle a problem so that the employee learns and grows through the experience. They know what to say and how to say it to really get through to the employee. Managers who lack social awareness may have good intentions - but because they don't know how to connect with their employees, they may "preach" at them without really getting through. These managers may know how to get compliance from employees, but they are not good at developing and coaching them. Relationship Management Managers who practice relationship management solve problems and correct employee behavior, but they always do it in a way that strengthens the relationship. These managers build great teams, filled with loyal employees. These managers do an excellent job at building a healthy team ecology. Managers who don't practice relationship management are always focused on the task, and the task at hand is more important to them than building good relationships. These managers often fly off the handle and create hostility and dissonance in their relationships. Ultimately, this diminishes team performance. Emotionally Intelligent Managers Our management training seminars and coaching programs are designed to give your managers and supervisors the skills they need to improve their emotional intelligence EQs and achieve great results from their teams. For more information about our emotional intelligence training and coaching, please visit our Emotional Intelligence Workshops website at www.EmotionalIntelligenceWorkshops.com.

Onsite Training or an Offsite Location

For convenience you may want to hold the training sessions at your location. On the other hand, it may be advantageous to hold the sessions in an offsite location, to eliminate interruptions and keep everyone focused on the learning experience. If you are planning a management meeting or event, we can use that venue for incorporating a management training seminar into your agenda.

Training, Discussions, Group Exercises & Role-Play

Our management training seminars are conducted by Roger Reece, a seasoned manager who has trained and coached thousands of other managers over the years. His seminars are fun, entertaining and highly interactive. Roger uses case studies and stories from his years of management experience, and he is an expert at getting everyone in the room engaged and invested in discussions and group exercises.

Even managers who typically hate role-play exercises enjoy participating in the challenging scenarios that Roger stages for them. Always practical and realistic, the role-plays give your team the opportunity to use tools and techniques relevant to the challenges of their positions, in order to solve typical on-the-job management problems.

Behavioral Style Assessments

We include DISC Behavioral Style Assessments in a great many of our management training seminars. DISC is a widely-used model for understanding personality and styles, and it is extremely successful in helping managers to understand their own behavior as well as the behaviors of the people they manage.

Some supervisors are blunt and aggressive; they have a "my way or the highway" kind of attitude. Others are lax and avoid conflict. Some managers are perfectionists who nit-pick and micro-manage their people, while others are socializers who play favorites, break the rules and tend to "shoot from the hip." Behavioral styles are habits of personality that can be changed over time, but must first be understood by managers who want to improve their effectiveness.

Prior to your seminar, each manager completes an online survey and receives a 20-page personal DISC assessment describing her/his behavioral and communication style and outlining strengths and weaknesses. (The assessments are surprisingly accurate!) Then, at the management training seminar, managers and supervisors learn how to use DISC to anticipate and avoid personality conflicts, and to effectively manage people of all styles. For more information about how we use DISC assessments in our training sessions, please visit our DISC Training Workshops website at www.DISCtrainingWorkshops.com.

Essential Skills for Managing People

Your managers and supervisors have the job skills they need to manage their teams, but do they have the right people skills? Our management training seminars will train them in the essential people skills that all managers and supervisors need. They will learn how to:

• Communicate clearly and avoid miscommunication
• Use the right form of communication for each situation (face-to-face, email, phone)
• Conduct effective meetings
• Listen actively and effectively
• Establish and maintain open communication with employees
• Recognize the effect that their communication and behavior have on employees
• Give feedback without putting employees on the defensive
• Receive feedback without getting defensive
• Be assertive without getting aggressive
• Build good working relationships with each employee
• Build coaching relationships with each employee
• Coach employees on behavior, attitudes and performance
• Confront employees about behavior problems, without being confrontational
• Deal effectively with sensitive and personal issues with employees
• Set behavior and performance standards and effectively enforce them
• Manage and change difficult employee behaviors like complaining, gossiping, anger, unreliability, poor follow-up and laziness
• Control negative emotions or anger when working with employees
• Improve emotional intelligence in dealing with difficult situations
• Manage and resolve conflict
• Mediate effectively and teach employees how to resolve conflict
• Negotiate changes in behavior while maintaining good working relationships
• Delegate tasks and projects in ways that build ownership and accountability
• Monitor the work of employees without micro-managing
• Motivate employees and build morale
• Reinforce good performance and behavior with positive feedback
• Build team-minded behaviors and foster teamwork
• Treat employees with respect, and foster trust & respect among team members
• Be an effective leader and model leadership behaviors
• Accurately appraise their own performance and progress in effectively managing people
• Build relationships and resolve conflicts with other managers (including their own manager)

The effectiveness of a manager depends on the skills and behaviors that the manager is using every day. If they are to succeed, managers and supervisors need to build new skills and actively practice them - rather then repeat and reinforce old, unconscious habits - every day.

Breaking Old Habits that Produce the Wrong Results

Old habits are hard to break, but if a manager's habits are producing the wrong results, those habits need to be broken. For example, many managers attempting to correct a behavior in an employee will begin the conversation with blaming and accusation. This puts the employee on the defensive at the beginning of the conversation, and often severely impairs the manager's ability to get the employee to see the problem. Listening, directed inquiry and other techniques achieve far better results than blaming...but old habits are hard to break.

In our management training seminars, we teach tools to help managers and supervisors break old habits and form new ones in order to achieve the right results. They say "you can't teach an old dog new tricks," but our training and coaching programs are highly effective in helping managers to change their ways.

Forming New Habits for Successful Outcomes

In order to break an old habit, you need a new habit to replace it. The management tools, techniques and skills we teach in our management training seminars are straightforward and practical - and they work. In order to replace an old habit with a new habit, managers must be able to recognize the situations that trigger the old habits and focus on changing their response to those situations. The more they practice behavior substitution, the more these new behaviors become habits, resulting in successful outcomes.

We highly recommend supplementing your management training seminar with a coaching program to help each manager form new habits and implement the management skills that will improve their effectiveness. Please visit the Coaching page of this website for more information about our telephone & Skype and onsite coaching programs for managers and supervisors.

Improving the Ecology of Your Organization

How employees treat each other and work together - their performance, attitudes, morale, and quality of their relationships and overall work environment - are ecological forces within your organization. Your managers and supervisors are responsible for managing the ecology of their teams. If you would like to improve your organizational ecology, the work must start with your management team.

We teach managers and teams to be ecologically aware. Some managers actually make team ecology worse through their poor management skills and reactive behavior. We help them to see the effects of their actions and give them the tools for improving team ecology. When every manager and supervisor is working daily to improve team ecology, the effects are felt throughout the organization.

A Management Training Workshop: Making it Happen

You can do research on management training, and you can think about it forever. But you will only see results if you make it happen. Contact us today to for a free telephone consultation to get the ball rolling. Together, we will make it happen!