Management Training & Development

As the needs and requirements of businesses adjust, so do the requirements of the employees.  Companies look, to retain good employees by supplying meaningful and challenging work.  Developing talent and addressing the development needs of valued employees is a proactive way to grow capability and commitment in a business.

 

We can assist in the development of management skills and knowledge at all levels of the business.  Our consultants are all experienced trainers, coaches and mentors.  En-Sync 8020 talent management programs are designed and developed with the needs of the client’s business.  We are happy to discuss your company’s requirements and the current and potential capability of the individuals in mind.

First Level Management Training and Development

  • Stepping up in to a position where you have responsibility for others can sometimes be a daunting and yet rewarding step in an employee’s career.
  • You can assist your employee in becoming successful, by having a tailor-made first-line supervisor or management training session prior or as soon as they are placed into a role.
  • Consider supporting your team across a broad range of functions in the required skills that are required to manage and supervise a team.

Mid Level Management Training and Coaching

  • As a mid-level manager the focus and the theme of work changes significantly from that of a first level manager or supervisor.
  • There is usually a need to have a specific technical knowledge or experience from a similar industry where the incumbent role holder has already experienced the same level of positions and accountability.
  • The themes of work tend to change from a mindset of completing a challenging task that may be completed in the near term to that where more medium to long-term focus is required.
  • Themes like ensuring that the business on a daily basis has the right systems and processes in place so that the resources and materials are being used and coordinated effectively to help the business meet its quarterly, yearly goals are essential

“C” level Consultation and Mentoring

  • If you have spent time with corporate executives, it becomes very obvious that the level of conversation in its descriptive nature becomes very different from that of first and mid level management.
  • The need to have a sounding board with which to discuss and debate the opportunities and risks that may need to be considered in a planned and measured way are still apparent.
  • Our senior consultants add value to corporate managers by asking the necessary questions to fully engage and focus the executive management mental processing capabilities.
  • Our experienced consultants who will be able to engage in healthy discussion, assisting your “C” Level Managers in their decision-making process.

Look at our sample of standard training modules.  Our experience in designing and delivering knowledge transfer and assisting with the application of knowledge is an excellent way to engage, train, and develop your key resource and grow your businesses potential.

Our experience is that training and the acceptance of knowledge is better received and enjoyed when made interactive. Therefore our methods of training are not just PowerPoint presentations, but also activity based and set in the context of the working environment.

The table and modules below are just a small sample of our extensive library of modules, which En-Sync 8020 can adapt, or totally redesign to fit your needs.  Lets talk about your training needs, info@en-syncgroup.com

 

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Context

Managers learn:

  • How to reduce conflicts
  • Manage conflict through to an acceptable      resolution
  • Manage with minimal amount of disruption
  • Minimise the effect on the business.

Employers can:

  • Mitigate the risk of disruption by giving      managers the necessary skills to deal with conflict situations appropriately.
At an organisational level, businesses are in competition with each other and there is either a fight for survival our desire to be number one.

It is inevitable that people like businesses have different values and agendas and therefore conflict occurs where views and opinions are too far apart.

Ultimately, the major risk is where conflict is allowed to escalate and affect individuals within the workplace, and then this can have a dramatic effect on employee morale and performance.

The Workplace Health and Safety Act places a legal obligation (something you must do) on employers to provide a healthy and safe workplace. This includes managing conflict, which can lead in its ugliest form to workplace violence.

 The Time Management Module assists managers to:

  • Plan their time by prioritising the work
  • Planning to be adequately prepared
  • Understanding the many forms of procrastination
  • Build self-discipline tools
  • Delegating
 

It is a hectic world out there, and to be able to perform requires more than just luck.  With Work and social commitments taking their toll, it can be difficult to create a balance. 

If priorities are not recognised and focused on then there are, often consequences, which mean, tasks are missed, delayed, or not completed to the correct quality. 

Ultimately, with poor time management the business, Manager will be seen as unreliable.

 Learning stages is an ideal for managers as it helps them form an understanding the stages of learning can help keep the learning process about learning and not feeling bad about it.  Having a good understanding of how we learn will help managers to

  • Train and develop their employees
  • Appreciate their own learning styles
  • Be more confident in new challenges
 

Can you ride a bike?  Do you remember learning how to ride the bike? Unless you are incredibly gifted you probably fell off at some point, probably became agree and upset with yourself or thought your bike was faulty. 

If you can now ride a bike you probably learnt those skills by “not doing things right”, mistakes are vital steps in the learning process.

When people step into a new role, there is a lot of pressure to perform and start adding value as soon as possible.  However having to do something new can be an uncomfortable experience, but perfectly natural. 

The intent of this module is to give managers the essential knowledge in making proposals for project and investments.  It ensures that the managers have a methodology in which they may demonstrate due consideration to:

  • What makes a good decision today?
  • How do you gauge potential payback?
  • What are the risks and alternatives?

The module covers how to calculate NPV (Net Present Value) IRR (internal Rate of Return) and the payback period.

 

The cause of the latest GFC (Global Financial Crisis) was due to poor financial products, bad debts, lack of clarity of risk and investments made in high-risk areas.  All of these enabled, fed, and need for more credit, which became a spiral negative returns. 

Only when whole countries recognised their inability to cover the debts and banks and institutions realised they had invested is poor financial products did it become visible.

As an individual, business or investor you need to have some structure around your investments, or run the risk of losing your investment.

 The Interviewing skills module aids managers when in meeting, regardless of the reason, e.g job interview, information gathering meeting allows managers to conduct better interviews by:

  • Understand the pitfalls of interviewing
  • Filter out key errors
  • Understand how to listen for descriptors that are used in meetings that seam positive but are non-committal.
Getting that all-important information from a customer, client, co-worker is essential. It allows business, managers, or groups to focus their resources in the right direction. 

We often do not recognise that our behaviour has a direct impact on what degree a person it willing to communicate and offer the information we are seeking.    

 This module will give managers a method of investigating and articulating root causes that are affecting the business and enable the true effect may considered prior to proposing any solutions, by:

  • Applying a systematic approach to removing variation from systems and processes
  • Build higher reliability and improved quality performance. 
  • Remove wastes, effort and costs in trying to solve problems. 
All too often, we hear across many industries and cultures about reoccurring problems and issues. 

We will all be mindful of catastrophes whether they are natural or synthetic and our basic need to satisfy out thirst to understand why things happen so we can prevent reoccurrence or have the necessary preparations in place to minimise the effects when they do occur. 

Businesses also have the need to understand the root causes and effects behind failures or as a means of innovating and improving products.

 The Process Mapping module assists managers to:

  • Understand several ways of depicting a process or system
  • Run focus groups and workshops with the key stakeholders
  • Adequately present the current conditions & connection
  • Articulate issues clearly, prior to agreeing solutions
The age-old analogy “sometimes we cannot see the wood for the trees”, could be seen as a double entendre.  Either we cannot find what we are looking for or there is that much going on we cannot find a way through. 

Systems and processes can be very complex and often initiatives and improvements do not have the desired effect.  

Before changes of modifications are made it make sense clearly map out each step so any issues can be made visible and consequential effect given due consideration prior to any implementation. 

 This is a great tool in assisting managers to think through the effects of the current methods and allows a visible and transparent tool to be developed and communicated at all levels.  Managers will learn how to:

  • Build the right performance indicators to drive the efforts of the business in a desired direction
  • Understand what the overall effects of indicators are and how it relates to the business strategic goals
  • The Value Driver Module shows managers of all levels how to design and develop value driver trees to meet the businesses strategic goals.
All businesses need to evolve and change with the market conditions.

Giving clear direction on the key drivers that will enable a business to make the best of a situation is vital, however if the right types of performance indicators are not in place or not aligned to the strategic intent of the business then you cannot expect anything to change within the business.

There are two quotes that help to describe this situation in respect to performance measurements “keep doing what you have done, keep getting what you have got” and from an individual perspective, “tell me how you are going to measure me and I will tell you how I am going to behave”

 There are some hard a fast rules to planning activities in a business that every manager should know.  Whilst these rules may seem like common sense nearly all the managers who have reviewed their planning principles have identified that not following the key principles is a major contributor to poor attainment to plans.  This module helps managers to:

  • Set the principles to enable good planning
  • Build a systematic routine to removing variation
  • Gain better attainment to plans.
In any organisation, the key fundamental questions that require answers by those setting the strategic intent and direction of the business will be, what do we need to do and by when? 

After this has been clearly articulated and communicated the next step will be to determine who and how? 

After this, the need to plan the activities will to ensure work is carried you in a timely fashion. 

Often this is the starting point of failures for most business and the main reason for strategy not being realised.

 

The Personal Planning and Delegation module assists managers by providing:

  • A thought provoking presentation
  • Self-assessment
  • A methodology to allow all mangers to make better use of their time
  • Focus on the their activity’s that hold no or little value,
  • Better planning of their time and the themes of work, they undertake.
Procrastination, we have all done it at some point, and we have all realised the consequences! 

Demands on your time remains pretty constant, there are only 24 hours in a day and 365 days in the year, there is little we can do to change this.  Not focusing your time on the right things is a type of procrastination. 

Performing activities and doing tasks that do not add value to your role within the business greatly affect your ability to perform as a manager.