Management Training

Management Training

We figure that most people who end up managing other people never really set off to do that in the first place.

As a matter of fact there have been surveys of late that verify that managers tend to fall into the role rather than choosing it as a career option.

It tends to go like this: someone applies for a job that looks very interesting; they interview well, get the job and begin their new working life. It can be anything from software developers to secretaries to telesales to marketeers, etc.

After a year or two (or in some cases after an even shorter time) management notices how good someone is at what they do and they decide to promote that person into a management role, figuring that if they were good at what they were doing already, they'd surely be good at managing others to do the same thing.

Wrong.

Or rather, wrong sometimes.

Sometimes what happens is that upon getting promoted all the skills that were valued before become secondary to a whole bunch of new skills the person doesn't have, in other words, skills about managing others.

It isn't exactly the Peter Principle where people are promoted to their level of incompetence. More, it's like the Oh-Gosh,-What-Do-I-Do-Now? Principle, where people are promoted because of their competency but aren't then given the training and backing they need to do the job well.

We actually think it's quite bizarre really that something so important for organisations – the management of their people – is kind of left to chance. From being managed to managing can be quite a leap for people and yet time and time again, we've seen good people fail at their new roles simply because they haven't got the basic skills that would see them succeed (and succeed well) as managers.

One of these recent surveys said that half of UK workers who have left their jobs (voluntarily as opposed to being made redundant) have left because of bad managers.

And it is not surprising that the UK spends less money on management training than the UK's global competitors. Sad, but not surprising.

After all this gloomy news, the really, really good news is that management training is accessible, straight-forward and when run well, lots of fun!

At Impact Factory we have a range of training to help new and even well-experienced managers get better at their jobs: Line Management; Senior Management; Strategic Thinking; Communications Skills; Conflict Management; Facilitation and Better Meetings; Appraisals and Performance Management; Assertiveness; Customer Service.

As well as running courses, we are great to talk to and are happy to have a chat about your management training needs.

Tailored and In-House Management Training

Our Management Training Programmes can be tailored as in-house programmes to address specific issues within your own company.

(Click here to send individuals on our Open Line Management Training Course)

Management Training Objectives

* Gaining more confidence
* Raising your level of self-awareness
* Delegating
* Managing time more effectively
* Creating trust
* Setting clear and achievable goals
* Becoming more decisive
* Gaining better communication skills
* Managing conflict
* Giving appropriate feedback
* Taking responsibility
* Encouraging and supporting direct reports

Management Training

Managing people doesn't have to be daunting or difficult, but it often happens that good people don't develop the skills they need and become mediocre or even poor managers.

Our Management Training focuses on stopping that happening and preparing managers to succeed right from the beginning.

It's important to know that you're not alone in this: good people get promoted and there is an assumption that because they have been good in one job they will automatically be good in a management role.

We start our management training by squashing that assumption and get down to the truth that all managers need some basic skills to help them be a success in the job.

Key issues that managers struggle with are: doing it all instead of delegating, feeling they have to look busy all the time to justify their role, wanting to be 'one of the boys/girls' instead of managing them, avoiding conflict and not intervening when it's needed, inadequately managing their own and other's time, hiding in the detail instead of getting strategic.

Now not everyone does all of these but our management training programmes are designed to give managers (old and new) more confidence in their own abilities to be able to tackle some of the traps they fall into.

We help people shift their beliefs about what a manager is supposed to do and we look at key management skills such as delegation, motivating team members and supporting them, giving essential feedback to keep people on board, becoming more decisive, taking responsibility, managing conflict, learning how to feed upwards, establishing clear boundaries and of course setting and achieving team and individual goals.

You may have people in your company who are excellent in their jobs but when they get promoted to the next rung up seem to lose that excellence and end up being less than great managers. Some of these people, we know, often leave because it's all too stressful or go back to the jobs they had before.

It may be that you've recruited some new managers but they need more of a grounding in first-rate line management skills to prepare them for their roles.

It could also be that you have highly skilled managers who have been around a while and you'd like them to refresh their competencies and polish up their knowledge.

Our Management Training programmes can be tailored for first-line, middle and senior managers. They can be tailored for the newest recruits and the longest-serving managers.

The aim of our management training programmes is to re-energise people and help them become the best manager they can be with the skills to back them up.

Management Training Skills and Development

   

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