Management Training

AdvantEdge Success Coaching Management Training

management trainingManagement training is one of the trickiest areas when advancing new personnel. Leadership skills exist, but need polishing in an individual new to management. Anyone who has worked in an office environment knows how much the leadership skills and style of management can have on the overall morale and performance of your staff.

That’s where our management training programs can help, whether it’s for a small number of business leaders or your entire executive team. We are adept at identifying the problems inherent in management personnel and implementing solutions to correct them. Some of the problems that can exist in management can be:

  • Too aggressive or passive of a leadership style
  • Poor time management skills resulting in a failure to meet deadlines
  • Untapped potential that isn’t being reached
  • Being frustrated or overwhelmed by the challenges of leadership
  • Absentmindedness relating to appointments or obligations
  • And more!

While nothing can take the place of our personal hands-on management training, we want to get you started with some basic tips to help you identify problems in yourself or your staff. After reading through our blog posts, contact AdvantEdge Success Coaching to help further development your staff and your company!

Being a Successful Manager

Know your strengths, rather than use those of your predecessor

There is a strong desire to honor the person who came before you in the management team by taking on their tactics and strategies. We all have our strengths and the first thing you need to identify is what yours are. This requires a certain amount of honest self-examination. We administer the Strengthsfinder which is not only an excellent tool for discovering your strengths. The Strengthsfinder feedback report also helps you surround yourself with people who complement your strengths while overcoming your developmental areas with their strengths. Don’t be too hard on yourself about your developmental areas, nor too proud of your strengths. Just use them to identify where you can leverage the skills and talents of those you work with to best support your team.

Don’t be too hard or too soft when you begin

New managers often want to 1) be everyone’s friend or 2) be the stern taskmaster who can later ease up once everyone “steps into line.” Both of these approaches are a mistake. Instead, start off with the same policies and procedures you intend to implement consistently. There will be changes as you go along, but overall your strategy should start and continue to be the same.

Review your team members regularly and make your expectations clear

The biggest failing a lot of new managers face is communicating enough with their team. Go beyond formal performance appraisals. Give each team member ongoing (on-the-spot)informal feedback regarding their progress toward their own professional goals and departmental/organizational goals. Review your team regularly (in one-on-ones and staff meetings) so that it becomes an expectation. Seek new, evidence-based best-practice experiential management training like ours. It will help you bring out the best in your team by learning and practicing critical communication skills. Be clear about your expectations of yourself as well. That way, the team knows that you are accountable to them, too. With each of our clients, we negotiate a leadership development action plan that includes SMART goals and objectives. You can use this same format with your employees to encourage them to meet their professional/departmental/organizational goals

Use these three tips to start off with your new role in management or to improve your existing leadership. After that, give us a call at AdvantEdge Success Coaching and let us assist you in making the most of your management personnel and the teams they lead with our management training programs!

920-246-8204

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