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Quick Look Course Summary:Manager Management Course
  • Next Public Course Date: 6 November 2019

  • Length: 1 day(s)

  • Price (at your venue): 1 Person R 3,982.50 EX VAT 3 Person R 2,729.81 EX VAT 10 Person R 1,885.40 EX VAT

  • Certification Type: Non-Accredited

  • Locations & Venues: Off-site or in-house. We train in all major city centres throughout South Africa.

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Manager Management Course: Introduction

This workshop is intended for managers who need to introduce new managers to the company.

Manager Management Course :Course Outline

Whether the new manager is climbing the ranks of the company or is brought in from outside the company, a certain amount of grooming is imperative to the new manager’s success. This workshop is intended for managers who need to introduce new managers to the company. Coaching can be essential and helpful; however some newbie’s find themselves throttled instead. It’s important to know your manager’s style and personality, so as to assist them while still giving them the space and responsibility for the job. The best way to do this is by regular and timely feedback, and everything that applies to feedback such as praise and criticism, having an open door policy, and offering advice not giving solutions. Do measure your new manager’s performance and check that they stay within the budget. Your goals and your manager’s goals should be the same, if they differ, then at least the vision for the company should be the same. Set measurable, yet realistic objectives for the new manager to achieve, and again, give feedback regularly. It will be easy to spot poor management through objectives and feedback, if the new manager consistently misses deadlines, has a high team member turn over and you begin to lose customers, then it’s time to reign them in and have a long talk. The other side of having a long talk is ensuring that the candidate is motivated and has the necessary resources, team, etcetera to achieve objectives. If the manager is doing well, consider a bonus or extra incentive and do give credit where it’s due.TIP: Handing over responsibility to a new manager is like handing over your baby to a stranger – some managers can’t help but fall into the hole of micro-management. Avoid that hole, trust your team and promote honest and open communication. Lastly, reward initiative. We will explore overcoming the obstacle when employees complain their managers, such as keeping information confidential. Gathering information about the problem from both employees and the manager concerned. We discuss how to delegate and or mediate the situation and find a solution that suits both parties. Again, feedback from both sides is important after the mediation process. We end off our course with some examples of when it is necessary for the boss to step in, for instance in unsafe and dangerous events, or when the actions of an employee or manager could have legal ramifications. The boss would also step in if the budget is blown or if the manager repeatedly fails after being coached. Lastly, we refresh our minds about the qualities a new manager should have. 1. Introduction
Workshop objectives

2. Grooming a new manager
Set specific goals
Create a shared vision
More responsibility
Case study

3. Coaching and mentoring (1)
Writing performance reviews
Provide feedback
Praise in public, criticise in private
Make sure your door is open
Case study

4. Coaching and mentoring (2)
Offer advice
Create a supportive environment
Build ownership
360 Degree feedback
Case study

5. Measuring Performance
Staying within budget
Measurable objectives
Skip level feedback
Collaborate on criteria to be evaluated
Case study

6.Motivating managers
Provide resources
Bonuses and incentives
Credit for good work
Keep them challenged
Case study

7. Signs of poor management
Missed deadlines
Team turnover
Losing customers
Little or no growth
Case study

8. Trust your team of managers
Do not micromanage
Promote open communication
Reward initiative
Trust, but verify
Case study

9. Employee complaints
Keep information confidential
Gather information from both sides
Coach or delegate the solution
Follow up
Case study

10. Intervention from senior management
Unsafe or dangerous events
Legal ramifications
Severe financial costs
Repeated failures after coaching
Case study

11. Basic qualities
Confidence in ability
Practice what you preach
Open door
Their success is your success
Case study

12. Topics not discussed
Post workshop overview

Manager Management Course: Course Duration

1 day/s

Who should attend: Manager Management Course

This course is for managers who want to improve their style of management.

**Quote does not include Any Exam Fees (if applicable)

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