Onsite Course Description

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Management Essentials

Length

2 days

Overview

Research shows a direct link between effective management skills and engaging leadership and an employee’s motivation and productivity. Whether you are a new or experienced manager, managing people is one of the toughest – and most rewarding roles – you’ll ever have. The goal of this program is to support you in learning new skills and habits so that you can be successful and recognized as a great manager and leader.

Key Topics

Day One:   MANAGER EFFECTIVENESS

Role of a Manager

  • The Impossible Task: Management Challenges
  • Difference between Management and Leadership
  • Best and Worst Manager Characteristics
  • How You View Yourself as a Manager

The Balancing Act

  • Individual Contribution versus Management Activity
  • Shift your Perspective: Peer to Manager
  • Analyze Your Use of Time

Lead through Values

  • Manage and Lead through Value Stands
  • Personal Leadership Values

Know Your Working Style

  • Self-Assessment: What is Your Preferred Working Style
  • Know Your Working Style Strengths and Drawbacks
  • Recognize the Working Styles of Others
  • Demonstrate Flexibility to Work Well with Others

Communicate Effectively

  • Balance Between Inquiry and Advocacy
  • Inquiry: Effective Open-Ended Questions
  • Understand the Other Person’s Viewpoint
  • Identify Four Types of Listening
  • Self-Assessment: How Well Do You Listen
  • Advocacy: Articulate Your Ideas and Viewpoint

Delegate for Results

  • Why Delegation is so Challenging
  • Five-Step Delegation Process
  • Determine Ability versus Willingness to do the Job
  • The Freedom to Act: Five Levels
  • Delegation: Dos and Don’ts

Day Two:   MANAGING PERFORMANCE

Set Clear Goals and Expectations

  • Challenges in Setting Goals for Remote Employees
  • SMART Goals and Objectives
  • Communication Model to Set Clear Expectations
  • Get Commitment versus Compliance

Give Positive and Constructive Feedback

  • Types of Feedback
  • Feedback Model: Positive and Constructive
  • Give Constructive Feedback Effectively
  • Shift from Blame to Solution Talk
  • Best Practices for Effective One-on-One Meetings

Leverage Motivation, Rewards and Recognition

  • Key Reasons Why Employees Leave
  • How to Engage Your Employees – Gallup Research
  • Employee Rewards and Incentives
  • Link Employee Motivation, Performance and Productivity

Deal with Difficult Employees

  • Challenges in Handling Poor Performers
  • Toughening-Up Conversation Model
  • Tips for Dealing with Employee Reactions
  • Handling Difficult Employee Role-Plays

Personal Action Plan

 

Reviews

The trainer has an immense understanding of the topic and delivered the knowledge with very practical, realistic examples.– NVIDIA Corp., Senior GPU Architect

This was a very interactive course with easy to process information, even in my position of being new to the management role. – Cisco Systems, Inc., Product Manager

Key Topics

Day One:   MANAGER EFFECTIVENESS

  1. Role of a Manager
    • The Impossible Task: Management Challenges
    • Difference between Management and Leadership
    • Best and Worst Manager Characteristics
    • How You View Yourself as a Manager
  2. The Balancing Act
    • Individual Contribution versus Management Activity
    • Shift your Perspective: Peer to Manager
    • Analyze Your Use of Time
  3. Lead through Values
    • Manage and Lead through Value Stands
    • Personal Leadership Values
  4. Know Your Working Style
    • Self-Assessment: What is Your Preferred Working Style
    • Know Your Working Style Strengths and Drawbacks
    • Recognize the Working Styles of Others
    • Demonstrate Flexibility to Work Well with Others
  5. Communicate Effectively
    • Balance Between Inquiry and Advocacy
    • Inquiry: Effective Open-Ended Questions
    • Understand the Other Person’s Viewpoint
    • Identify Four Types of Listening
    • Self-Assessment: How Well Do You Listen
    • Advocacy: Articulate Your Ideas and Viewpoint
  6. Delegate for Results
    • Why Delegation is so Challenging
    • Five-Step Delegation Process
    • Determine Ability versus Willingness to do the Job
    • The Freedom to Act: Five Levels
    • Delegation: Dos and Don’ts

Day Two:   MANAGING PERFORMANCE

    1. Set Clear Goals and Expectations
      • Challenges in Setting Goals for Remote Employees
      • SMART Goals and Objectives
      • Communication Model to Set Clear Expectations
      • Get Commitment versus Compliance
    2. Give Positive and Constructive Feedback
      • Types of Feedback
      • Feedback Model: Positive and Constructive
      • Give Constructive Feedback Effectively
      • Shift from Blame to Solution Talk
      • Best Practices for Effective One-on-One Meetings
    3. Leverage Motivation, Rewards and Recognition
      • Key Reasons Why Employees Leave
      • How to Engage Your Employees – Gallup Research
      • Employee Rewards and Incentives
      • Link Employee Motivation, Performance and Productivity
    4. Deal with Difficult Employees
      • Challenges in Handling Poor Performers
      • Toughening-Up Conversation Model
      • Tips for Dealing with Employee Reactions
      • Handling Difficult Employee Role-Plays

Personal Action Plan

Key Topics

Day One:   MANAGER EFFECTIVENESS

  1. Role of a Manager
    • The Impossible Task: Management Challenges
    • Difference between Management and Leadership
    • Best and Worst Manager Characteristics
    • How You View Yourself as a Manager
  2. The Balancing Act
    • Individual Contribution versus Management Activity
    • Shift your Perspective: Peer to Manager
    • Analyze Your Use of Time
  3. Lead through Values
    • Manage and Lead through Value Stands
    • Personal Leadership Values
  4. Know Your Working Style
    • Self-Assessment: What is Your Preferred Working Style
    • Know Your Working Style Strengths and Drawbacks
    • Recognize the Working Styles of Others
    • Demonstrate Flexibility to Work Well with Others
  5. Communicate Effectively
    • Balance Between Inquiry and Advocacy
    • Inquiry: Effective Open-Ended Questions
    • Understand the Other Person’s Viewpoint
    • Identify Four Types of Listening
    • Self-Assessment: How Well Do You Listen
    • Advocacy: Articulate Your Ideas and Viewpoint
  6. Delegate for Results
    • Why Delegation is so Challenging
    • Five-Step Delegation Process
    • Determine Ability versus Willingness to do the Job
    • The Freedom to Act: Five Levels
    • Delegation: Dos and Don’ts

Day Two:   MANAGING PERFORMANCE

    1. Set Clear Goals and Expectations
      • Challenges in Setting Goals for Remote Employees
      • SMART Goals and Objectives
      • Communication Model to Set Clear Expectations
      • Get Commitment versus Compliance
    2. Give Positive and Constructive Feedback
      • Types of Feedback
      • Feedback Model: Positive and Constructive
      • Give Constructive Feedback Effectively
      • Shift from Blame to Solution Talk
      • Best Practices for Effective One-on-One Meetings
    3. Leverage Motivation, Rewards and Recognition
      • Key Reasons Why Employees Leave
      • How to Engage Your Employees – Gallup Research
      • Employee Rewards and Incentives
      • Link Employee Motivation, Performance and Productivity
    4. Deal with Difficult Employees
      • Challenges in Handling Poor Performers
      • Toughening-Up Conversation Model
      • Tips for Dealing with Employee Reactions
      • Handling Difficult Employee Role-Plays

Personal Action Plan


Reviews

Great value in stressing the importance of asking the employees questions/inquiries, and providing less advice/advocacy. Learning about the 4 work styles. Useful job strategies.– Juniper-Singapore,Systems Engineer

I think every part of this training program is very helpful and it’s a very well-structured program.-Juniper-Singapore, Marketing Director – Greater China


Key Topics

Day One:   MANAGER EFFECTIVENESS

  1. Role of a Manager
    • The Impossible Task: Management Challenges
    • Difference between Management and Leadership
    • Best and Worst Manager Characteristics
    • How You View Yourself as a Manager
  2. The Balancing Act
    • Individual Contribution versus Management Activity
    • Shift your Perspective: Peer to Manager
    • Analyze Your Use of Time
  3. Lead through Values
    • Manage and Lead through Value Stands
    • Personal Leadership Values
  4. Know Your Working Style
    • Self-Assessment: What is Your Preferred Working Style
    • Know Your Working Style Strengths and Drawbacks
    • Recognize the Working Styles of Others
    • Demonstrate Flexibility to Work Well with Others
  5. Communicate Effectively
    • Balance Between Inquiry and Advocacy
    • Inquiry: Effective Open-Ended Questions
    • Understand the Other Person’s Viewpoint
    • Identify Four Types of Listening
    • Self-Assessment: How Well Do You Listen
    • Advocacy: Articulate Your Ideas and Viewpoint
  6. Delegate for Results
    • Why Delegation is so Challenging
    • Five-Step Delegation Process
    • Determine Ability versus Willingness to do the Job
    • The Freedom to Act: Five Levels
    • Delegation: Dos and Don’ts

Day Two:   MANAGING PERFORMANCE

    1. Set Clear Goals and Expectations
      • Challenges in Setting Goals for Remote Employees
      • SMART Goals and Objectives
      • Communication Model to Set Clear Expectations
      • Get Commitment versus Compliance
    2. Give Positive and Constructive Feedback
      • Types of Feedback
      • Feedback Model: Positive and Constructive
      • Give Constructive Feedback Effectively
      • Shift from Blame to Solution Talk
      • Best Practices for Effective One-on-One Meetings
    3. Leverage Motivation, Rewards and Recognition
      • Key Reasons Why Employees Leave
      • How to Engage Your Employees – Gallup Research
      • Employee Rewards and Incentives
      • Link Employee Motivation, Performance and Productivity
    4. Deal with Difficult Employees
      • Challenges in Handling Poor Performers
      • Toughening-Up Conversation Model
      • Tips for Dealing with Employee Reactions
      • Handling Difficult Employee Role-Plays

Personal Action Plan


Reviews

Role of a manager, work styles, predictability vs. possibility – these concepts will definitely help in my day to day management. Excellent training.– Juniper-Bangalore, Manager CS

Knowing the working style as it will help me understand others too. For someone transitioning from individual contributor role to managerial position, this will give more clarity on that pursuit.-Juniper-Bangalore, Mfg. Test Engineer