Management Training

A New Manager and the Company’s Future

Description: Perhaps one of the most exciting and challenging changes that comes with moving into a management role is the need to take a more strategic view of the work you are doing. You need to develop a greater awareness of how your own work, and the work of those in your department, fits with the strategic vision of the company. You will also need to have a greater understanding of the impact that the output of your department can have on other parts of the organization. Complacency is the enemy of continuing business success and, as a manager, it is vital that you always look for ways in which to “do things better.” This may include enhancing the quality of the product you produce or the service you provide, or looking at ways in which to improve processes. It could also be about improving working relationships. Duration: 03:30

Becoming a Manager: Leading and Communicating

Description: Employees want decisive leadership from their managers. Organizations, too, need their managers to be clear about their objectives, and how their teams can achieve them. As a new manager, it is important that you understand that leadership is about giving direction, but it is also crucial that you realize that it also involves trusting and empowering your staff. You will undoubtedly have been very good at your last job, but now you will need to resist the temptation to continue doing it. For some time to come, it may be true that you could do it quicker or better, but an important part of your new role is delegating tasks to others. You will not have time to do everything yourself, and your staff members will need to know that you trust them enough, and are sufficiently interested in their development, to give them the opportunity to learn new skills. Duration: 04:00

Becoming a Manager: Responsibilities and Fears

Description: Promotion to management is obviously welcome and something to celebrate, but when the initial excitement is over, you may begin to wonder about your new responsibilities. Your main focus is now on managing the activities of others and ensuring that the company’s resources are used effectively. Apprehensions about whether you are able to do the job are natural–it merely indicates a healthy respect for the role. Taking some time to consider how you can best direct your current abilities toward the new task will be time well spent. It is inevitable that your co-workers’ expectations of you will change. It may be hard for some of your former colleagues to accept your promotion. Your new fellow managers, who were once senior to you, may also take some time to adjust. Again, thinking through some of the possible scenarios you may face will help you to be better prepared. Duration: 03:30

Delegation: the Personal Approach

Description: Have you delegated tasks only to later find out that the task wasn’t completed properly or that it wouldn’t be completed on time? Perhaps you need to reevaluate your delegation skills. This course will help you work more effectively with employees in a delegation situation. As you progress through the “Delegation: the Personal Approach” course, you will discover several important factors about delegation–how you can benefit from a shared commitment to a delegated task, how to identify confident and motivated employees, and how the knowledge of common delegating problems can help you become an effective delegator. By participating in this course, you will be prepared to overcome many obstacles in the delegation process. Duration: 02:00

Facilitating Meetings and Work Groups

Description: This situation is most likely familiar. You dread holding a meeting so much that you have butterflies in your stomach. Trying to get everyone to agree or make a decision takes hours of discussion. No one is willing to take responsibility for action items. In this course, you will learn to avoid these and other pitfalls of work groups so you can approach your meetings without dread. You will start by identifying different types of groups: internal, external, on going, single-purpose and their characteristics. By knowing whom you are going to be facilitating and the inherent group characteristics, you will be able to prepare for the meeting, establishing clear expectations and a realistic agenda. You can also determine if you are a match for this assignment, or if it would be better to find someone else. You will learn techniques to start and end meetings for groups of various sizes and purpose. By learning why, when and how to intervene in meetings, you will establish ways to get groups to work through the problem-solving process so they can agree and make sustainable agreements and decisions. You will finish this course by learning how to end meetings and, with action items assigned, everyone knowing what the meeting accomplished and what they need to do next. Duration: 04:30

Facilitative Fundamentals: Tools and Techniques

Description: You’re heading into a room full of people coming at a problem from totally different perspectives. What techniques and tools will you use to create the synergy necessary to complete your mission? What do you need to get started? This second course in “The Successful Facilitator” series provides you with tips and techniques that will help you become a successful facilitator. You will learn to recognize communication style differences. Learning techniques, like paraphrasing and mirroring, will give you ways to clarify and reinforce what you’re hearing and make sure everyone in the group is hearing the same thing. Once you’ve explored the various means of communicating, it’s time to take on the challenges of facilitating getting everyone to speak openly and honestly, in an organized manner that is clear and respectful of the other participants. And, don’t forget to listen for the things participants are not saying. You will also discover techniques to help with the ever-challenging task of timing activities, preparing effective agendas, and handling long lists of information. Duration: 04:30

Implementing a Mentoring Program for the Organization

Description: Would a mentoring program give your employees the extra edge they need to succeed? In this course, you’ll learn about the purposes, advantages, and procedures involved in developing a mentoring program. You’ll examine the program coordinator’s role and the guidelines that should be in place before the program begins. You’ll learn about selecting and matching mentors and proteges and motivating their progress. Finally, you’ll explore how to evaluate the program’s effectiveness so it can be fine-tuned for even greater success. Duration: 02:30

Interviewing Effectively

Description: The employment interview is at the heart of the recruitment process for most organizations, and successful interviews don’t just happen. They are the result of careful planning and preparation. Interviews are time consuming, and although you will not want to skimp on them, you have to use the available time as efficiently as possible. This course shows you how to screen and manage the interview time efficiently. You have to be confident about the methods that are used by whoever conducts interviews in your organization. This course will show you how to create methods that are reliable, and will explain the questioning and rapport-building techniques that effective interviewers use. During interviews, applicants are also trying to impress you and assessing your organization. This course will show you how to recognize the techniques used by experienced candidates, and how to impress them.

Duration: 2.5 hours

Leading an Effective Business Meeting

Description: Since there are more than 11 million meetings held every day in the United States, there is a good chance that your life is full of meetings. There is a general agreement among business professionals that most meetings are not well run. They often waste your time, drain your energy, seem to have no purpose, and bear few positive results. Are you tired of attending meetings like this? Are you tired of your meetings ending up like this? This course will teach you how to make your meetings more successful by providing the tools and information that are necessary to lead an effective meeting. Duration: 2.5 hours

Managerial Business Ethics

Description: Managers perform a delicate ethical balancing act every day. They must meet their obligations to their employer, comply with laws and regulations, address the needs of subordinates, and obey their own consciences. In this course, managers with decision-making responsibility will explore ethical issues and will acquire specific skills for creating and maintaining an ethical work environment. Duration: 2.5

Managing as Coach and Counselor

Description: ‘The ripest peach is highest on the tree.’ ‘A man’s reach should exceed his grasp.’ How do you motivate employees to go after ‘the ripest peach,’ or reach for the skill level that seems beyond their grasp? You do it by coaching. Coaching is what cultivates employee growth, not to mention employee loyalty. In Managing as Coach and Counselor, you’ll learn to take people from adequacy to excellence. And as you build their self-esteem, confidence, and competence, you’ll be building on the bottom line. This course explores four coaching styles, and the methodology to use them all. You’ll also discover techniques to overcome employee resistance. Another key learning module is designed to get your workers past the confusion or mistrust that comes with having a new kind of boss. After all, if you are suddenly ‘coach,’ as opposed to supervisor, they’ll need thoughtful dialogue as to why you’ve changed your approach, and what you hope to accomplish. After this course, you will be able to develop a workplace filled with high achievers. Duration: 03:30

Managing Delegation

Description: Do you want to increase your effectiveness as a delegator? Are you unsure of how much control and feedback you need to implement when delegating tasks? Then this course will help you achieve those goals. As you proceed through this “Managing Delegation” course in the “Effective Delegation” series, you will gain valuable insight into several areas including change management, decision making, and developing performance standards. You will also acquire skills in supervising, empowering, and providing effective feedback in a monitored situation. By participating in this course, you will become a proficient manager of a delegated environment. Duration: 03:00

Managing the Change Process

Description: Picture the scene. You’ve just started a new job and it’s everything you’ve ever wanted. You find your desk, meet your new colleagues, and try to carry on with your life. But things are different. Your PC isn’t in the same place, the cafeteria doesn’t have your favorite coffee, and your chair isn’t quite right. This is how change feels. You’re disoriented–things still work, but not in the same way. You’re in a neutral zone where you know how things should be, but they aren’t quite as you imagined. It’s at this stage when employees need their manager’s reassurance, support, and understanding if they are to move out of their confusion and settle into a new way of working.”Managing the Change Process” gives you an insight into the types of issues that will face you and your employees, and provides you with guidance to ensure that you can support your employees and deal with the inevitable difficulties that will arise. The change process is never easy. People feel insecure, undervalued, and threatened. It’s your job to help your employees to overcome these feelings, and this course will help you to do just that. Duration: 03:00

Mentoring as a Manager

Looking for ways to enhance your managing skills? In this course, you’ll acquire expertise as a mentor that will benefit your employees, your organization, and your own career. You’ll examine how mentoring differs from managing, and you’ll brush up on essential communication skills. Finally, you’ll learn to use mentoring to improve on team organization, dynamics, and performance. Duration: 02:00

Mentoring Effectively

Description: Perhaps your organization has asked you to help induct a new employee. Maybe a junior colleague has approached you for guidance. Or perhaps you want to “fast track” a rising star into a particular leadership position. Whatever the case, before you sign on as a mentor you’ll want to learn all you can about the process, from how mentoring benefits you and your career to how you can best assist your protege.”Mentoring Effectively” will help you get started on the right foot by establishing clear and realistic expectations. You’ll learn how to step into various mentoring roles, providing training, guidance on professional development, advocacy, and emotional support. You’ll brush up on essential communication skills. And you’ll learn how to manage the mentoring relationship, from solving potential challenges to guiding the relationship through a positive conclusion. Duration: 02:00

Problem Performance Improvement

Description: It is, of course, not enough to be just aware of problem performance in an organization; a manager needs to know how to improve performance. Most managers will begin with relatively informal approaches to improving performance. This will often take the form of a discussion between the manager and the problem performer in which the manager will want to advise the worker of the problem and then devise a plan for remedying the situation. Then the manager must introduce a system of monitoring performance to ensure that the planned for improvement has in fact taken place. But performance improvement also requires that the worker be given support to develop his or her skills, knowledge or whatever has caused the performance problem. It is essential that the manager is able then to apply three techniques to support the under achieving worker. These are to use a specific training program to resolve the problem, to appoint a coach to support the worker and to apply rigorous supervision techniques to help the worker to improve. Sometimes a manager needs to be aware that the individual worker does not cause the performance problem but that it is caused by the system. This then means that the manager must know how to change the design of a task or alter the way a team operates to improve performance. An effective manager will recognize that different organizations require different measures to improve performance, and this course will show one way of identifying appropriate management practices to improve performance in different types of organizations. Duration: 03:00

Problem Performance Prevention

Description: Obviously, one of the starting points for managing problem performance is to prevent it from becoming so. This is a general part of effective management, focusing on those aspects of the managerial task specific to preventing problem performance. This means employing an effective selection procedure that is based on an accurate identification of the job requirements, and then using the first period of employment to test out the effectiveness of the worker. For established workers, if you want to avoid problem performance, it is essential for employees to see clearly what is expected of them. No employee can be criticized for problem performance when no one has explained to him or her the required standard of work. But telling workers what is expected of them is not the end of the story. Performance management is an on-going process and, to be effective at it, a manager must be skilled in giving feedback, and aware of some of the common problems that most managers encounter in giving feedback. Duration: 02:30

Successfully Coaching Relationships

Description: Coaching is a set of practical skills and a style of relating that develop the potential of both the individual being coached and the coach. For this development to take place, there must be a working relationship between a coach and a willing coachee, including a relationship based on mutual trust, respect, commitment and confidentiality. Within this collaborative framework, the coach uses a repertoire of styles to suit both the situation and the personality of the coachee. This course shows learners what fosters a productive coaching relationship and what prevents such relationships. The course analyzes the role of the coach and examines learning styles to see how adults approach learning tasks in different ways. Duration: 05:00

Supervisor and Manager Sexual Harassment Awareness

Description: Sexual harassment can have a very negative impact on victims, offenders, and the company in which the offense occurs. There are many forms of prohibited conduct that can create a hostile working environment. Training managers and supervisors about the areas of prohibited conduct is an important part of reducing liability. Company managers have an additional responsibility to both their employees and their company to know their role in preventing and responding to sexual harassment. Each company should have a policy on the issue of sexual harassment, outlining clear guidelines to deal with this issue. Every manager is accountable for knowing the laws, guidelines, policies, and resources for correcting, preventing, and investigating sexual harassment complaints. This two-hour course can help your company demonstrate its commitment to a fair, responsible, and healthy organizational environment, free from harassment and intimidation. California law requires that the learner must spend two hours on this course. Under California law, managers and supervisors are required to undertake two hours of training on sexual harassment and employers must maintain records indicating such. This course is designed to meet that requirement and therefore takes two hours to complete. To ensure that you spend adequate time in this course, please be sure to complete every section. If you follow along with the audio feature of the course, you will meet the two-hour requirement. Please note that you do not have to complete the entire course at one time; you may return to the place you left off through the Bookmark feature. If you have any questions about this requirement or about any matters that are addressed in the course, please contact your human resource representative. Duration: 2.5 hours

Supervisor and Manager Sexual Harassment Awareness – Multi-State Edition

Description: Sexual harassment can have a very negative impact on an organization’s work environment. Managers and supervisors have a responsibility to both their employees and their company to know their role in preventing and responding to sexual harassment. This role includes knowing the laws, guidelines, policies, and resources for correcting, preventing, and investigating sexual harassment complaints. This two-hour course can help your company demonstrate its commitment to a fair, responsible, and healthy organizational environment, free from sexual harassment and intimidation. This course is designed specifically to address sexual harassment training requirements under California and Connecticut law, but is applicable for supervisor and manager training in all states. Under California and Connecticut law, managers and supervisors are required to undertake two hours of training on sexual harassment. This course is designed to meet that requirement and therefore takes two hours to complete. To ensure that you spend adequate time in this course, please be sure to complete every section. If you follow along with the audio feature of the course, you will meet the two-hour requirement. Please note that you do not have to complete the entire course at one time; you may return to the place you left off through the Bookmark feature. Duration: 2.5 hours

Taking on a Management Role

Description: What does becoming a manager involve? What skills are needed to be a good one, and what will others expect of you? These are all natural questions for anyone who is about to become a manager, or who has recently been promoted. Moving into a first management role represents possibly one of the biggest changes in your working life. The transition from player to manager is an exciting, but challenging, one. It takes most people out of an area in which they have been comfortable and successful for some time into more unfamiliar territory. Moving from being one of the team to leading it can be daunting. Duration: 03:30

The Basics of Delegation

Description: Do you feel that there are just not enough hours in the day? Are you always striving to keep ahead of the paperwork that litters your desk? Perhaps it is time to consider sharing some of those tasks with your skilled employees. As you progress through this “Delegation Basics” course in the “Effective Delegation” series, you will discover what delegating is all about, what you need to do to prepare for and implement this process, and how to ensure that you and your employees will effectively complete those delegated tasks. By participating in this course, you will discover how delegating tasks can enhance and accentuate your management skills. Duration: 01:30

The Coaching Skillset

Description: At its simplest, a coaching session is a conversation, a dialog between coach and coachee, and so all coaching interventions depend totally on communication. Within that simplicity however, are layers of subtle interaction, which a coachee needs to be aware of, alert to what both ‘sides’ of the conversation are actually communicating–verbally, visually, and vocally. The first requirement for a successful coaching conversation is rapport, once that exists, the coach is better placed to discover the facts, opinions and feelings of the coachee’s situation; only by establishing the present position of the coachee are you able to move forward. Additionally, the coach must control the conversation proactively, for example, knowing what questions to ask rather than providing answers. Duration: 03:00

The Facilitator Role

Description: Tired of wasting time at meetings that take too long and get too little accomplished? Learn to facilitate meetings that are both productive and time efficient. In this course, you will explore the foundations of the art of group facilitation. You will define the role of a facilitator, so that you can easily differentiate between facilitated groups and democratic or autocratic groups. Identifying the skills, attitudes and emotions needed to facilitate groups will help prepare you for taking on the task of changing your work group structure. Understanding the responsibilities of the facilitator will help establish the boundaries of what you can and cannot control when working with groups. Finally, you will learn ways to measure your successes through self-assessment. Duration: 04:00

The Key Stages of Coaching

Description: Coaching has many uses in organizations, and the sequence of coaching activities is similar in all of them. This course will involve learners in the continuous process of discovery, goal setting, action planning, and follow-up that distinguishes coaching from other development methods Duration: 04:00

The Principles of Financial Management

Description: Financial management is a key tool in controlling and directing the resources of any business organization. Managers–not only financial professionals but also managers whose responsibilities are largely non-financial–can use this tool to generate and analyze the financial information that is essential to decision making in business. Understanding the principles of financial management helps all managers, from line supervisors to senior executives, to use this tool more effectively to support the organization’s goals. This course introduces non-financial managers to the principles of financial management. It explores the basic concepts of risk and return and the time value of money. Duration: 2.5 hours

What to Consider When Hiring

Description: Recruitment is a complex and important activity for a manager. Effective hiring requires effective preparation. The recruitment process must be fair and safe, and there is plenty of legislation to trip up the unwary manager. Getting any part of this wrong is expensive, time consuming, and damaging to the good name of the company. This course will give you a brief overview of the major employment legislation that affects recruitment. Then the course will explore the options that any manager has when faced with hiring a new employee. Hiring is an expensive process, so the course explores a cost-benefit analysis of the various hiring methods, examining in detail internal hiring and contingent workers as two particular options. Defining a job in terms of competencies and then rating them provides the foundations for effective hiring, and this course will show you how to use these methods in creating a structured interview. Duration: 2.0 hours