£425.00 Plus VAT
Face To Face Delivery Virtual Delivery One To One Coaching Closed Group Course Public Course
Most organisations recognise that “First Line Management” is a pivotal role in the success of a business or project. Without a sound understanding of the manager’s role and a good grasp of the basic skills, many may struggle, flounder and possibly fail. This course provides that understanding and kickstarts the development of those skills.
Who Should Attend
This Course is invaluable for everybody involved in working with people, projects or information. Those new to management who need to acquire and develop management skills. Also experienced managers who would benefit from reacquainting themselves with the basics.
Purpose and Objectives of the Management Role:
The purpose of a management role is to oversee and guide an organization or team towards achieving its goals and objectives. The key objectives typically include planning, organizing, leading, and controlling resources and activities to ensure efficiency and effectiveness.
Understanding Different Management Styles and Successful Behaviors:
Different management styles exist, such as autocratic, democratic, and laissez-faire. The most successful management behaviors often involve a combination of these styles, tailored to the specific needs of the team and the situation. Effective communication, empathy, adaptability, and the ability to delegate are often hallmarks of successful managers.
Basic Principles of Team Building:
Team building involves creating a cohesive and productive group of individuals who work together towards common goals. Key principles include clear communication, fostering trust, setting common objectives, and recognizing and valuing individual contributions.
Managing the Performance of Individuals and Teams:
Managing performance involves setting clear expectations, providing feedback, addressing issues promptly, and creating an environment that encourages continuous improvement. It requires a balance of accountability and support for both individuals and the team as a whole.
Understanding Motivation and How to Develop It:
Motivation is the drive that compels individuals to take action. Understanding what motivates people, whether it’s intrinsic factors like personal growth or extrinsic factors like rewards, allows managers to create strategies that encourage and sustain motivation.
Key Skills of Coaching:
Coaching involves guiding individuals to reach their full potential. Key skills include active listening, asking open-ended questions, providing constructive feedback, setting goals, and supporting development.
Producing a Personal Development Plan:
A Personal Development Plan (PDP) is a structured framework for individuals to identify their goals, assess their strengths and weaknesses, and outline actions for self-improvement. It should include specific objectives, timelines, and strategies for implementing the learning from the management course.
Defining the management role
Defining the Management Role:
The management role involves overseeing and guiding individuals or teams to achieve organizational goals. It encompasses planning, organizing, leading, and controlling resources and activities to ensure efficiency and effectiveness.
Management Styles – What Works Best?
Various management styles exist, including autocratic, democratic, and laissez-faire. What works best depends on the context, team, and goals. Effective managers often adapt their style to fit the situation, combining elements of different styles as needed.
Essential Behaviors for Successful Management:
Successful management behaviors include effective communication, empathy, adaptability, delegation, conflict resolution, and decision-making. These behaviors enable managers to lead teams effectively and foster a positive work environment.
Team Building – What Is the Process? How Do We Manage It?
Team building is a process of developing a cohesive and productive team. It involves defining goals, establishing roles, promoting open communication, building trust, and fostering a sense of unity. Effective management of team building requires clear direction, support, and recognition of individual contributions.
Performance Management – How to Make Objectives and Targets Actually Work:
Performance management involves setting clear objectives, providing feedback, and aligning individual and team goals with organizational objectives. To make objectives and targets work, managers must ensure they are specific, measurable, achievable, relevant, and time-bound (SMART), and provide regular feedback and support to employees.
Motivation – Dispelling the Myths and Applying the Reality:
Motivation is influenced by both intrinsic and extrinsic factors. Managers should understand what motivates each team member, dispel myths about motivation (e.g., money is the sole motivator), and apply strategies to align individual motivations with team and organizational goals.
The Two Basic Approaches to Effective Coaching:
Coaching approaches can be directive or non-directive. Directive coaching involves providing specific guidance and solutions, while non-directive coaching focuses on asking questions and facilitating self-discovery. Effective coaches often adapt their approach based on the needs of the individual being coached.
Creating an Action Plan to Develop Management Skills in the Workplace:
Creating an action plan involves identifying specific areas for skill development, setting measurable goals, defining actions and timelines, and outlining resources and support needed. This plan should be dynamic and adaptable to address evolving management challenges.
By addressing these topics and applying the knowledge and skills gained, individuals can develop effective management abilities, lead teams successfully, and contribute to the overall success of their organizations.
How to Book
If you are interested in booking this course, then please select an available date and then click book now to complete the booking. Can’t see a suitable date contact us on [email protected] and we can discuss specific date requirements.
These follow up coaching sessions help support your colleagues to embed their learning during their skills transfer period. Applying new skills and changing behaviour takes effort and practice. After attending a training course many colleagues will find they need support through this transition. EQV can provide that support with follow up coaching sessions to help embed the learning.
Embedding coaching sessions can be delivered in 90 minute and half day durations. The facilitator will work with the group to capture feedback about challenges and how to overcome them ensuring success going forward.
Having a formal embedding coaching session will not only increase the success of the skills transfer period but helps create a platform of motivation, inclusivity and commitment within the group.