Time after time I hear stories about company’s scrambling to find the next manager because the current leader gave two days’ notice…an hour ago. I hear stories about poor management micro-managers, bullies who use intimidation as a motivator, do as I say not as I do bosses, and more. I hear about the difficulty in keeping remote managers all on the same page. When I hear this, I share that I have an answer. It’s not easy, and it’s not perfect, but it’s a darn good start. It’s a management development program that anyone can do.

Yes, you can!

You and your team can improve consistent management, recognize and prepare your next managers, and teach best practices to your management staff. Here’s how.

  1. Download The New Managers Workbook a crash course in effective management we’ll ask for your Email, but we don’t bug people.
  2. Follow the what, why, and how listed below.

What is Management Development?

Management development is a systemized training procedure to be conducted with current, future, and remote managers. The training should include, but not be limited to.

  • Hiring practices
  • Training and conducting meetings
  • Conflict management and behavioral modification
  • Motivation and team building
  • Communication
  • Time management
  • Silo busting and team building
  • Goal setting and employee reviews

Why Conduct Management Training?

There are many reasons to offer management and leadership training. It shows interest in employees, which often leads to improved job satisfaction, it develops camaraderie among teammates from different departments, and it gives management a forum to share information and ideas.

  • Provide consistent management throughout the company
  • Train the best practices to achieve the highest results directly impacting the bottom line

How Can Management Development be Conducted?

  • Current Managers – Meet monthly for 30 to 45-minute training sessions.
  • Remote Managers – Options include centrally located group meetings, participation via Skype, or record monthly management meetings for review.
  • Future Managers – Have direct managers recognize and nominate candidates. Use the management candidate survey in the Workbook to determine if the individual fits the management profile. Conduct monthly leadership training sessions (30-45 minutes) with all management candidates.

Are you ready to get started?

Ready, set, go—what are you waiting for? Are you waiting for the next time you’re stuck with no manager, or when you find out your west coast district manager hasn’t conducted reviews, or when you see a manager critiquing an employee in front of the team? Yes, you could wait until you’re desperate, or you could start now. Download the Workbook and begin your training sessions. Take your lessons right out of the book—it’s all there for you and if you need help or advice let me know. I’d love to discuss it with you.