Introduction To Management

Introduction to Management Training and Development supports newly appointed or soon to be appointed managers in becoming an effective manager.

Our training and development programme supports those who have been or are about to be promoted into their first management role. It helps guide participants in their transition and change of focus required of a first line manager. It’s also useful for those people who have been in role for some time, but haven’t had any management training.

Highly interactive and participative,  our training and development programmes build confidence, and enables participants to explore the realities of first line management. More than that, it helps people to understand where their natural style will work for them, and widens their base of confidence in managerial situations and responsibilities.

Built around your outcomes for the training, and connecting with any existing resources you have in your organisation, such as HR policies, e-learning,  or mentors, our training helps people in key developmental areas:-

Introduction to Management Training – The management challenge

  • exploring participants values and beliefs about people
  • aligning what you believe with how you act
  • understanding their management and leadership role
  • recognising the differences from their non-management responsibilities
  • identifying challenges to newly appointed managers
  • preparing for management
  • meeting their team
  • accepting people’s expectations of them as a manager

Managing work and productivity

  • establishing priorities as a manager
  • planning and prioritising
  • briefing and motivating the team
  • monitoring and supporting progress
  • delegating effectively – the challenges, the process and the skills
  • reviewing results and learning from them
  • gathering information and making effective decisions

Managing people and their performance

  • engaging with your team
  • developing a style that motivates and enables development
  • being objective and fair around performance issues – looking at outcomes and achievements not personalities
  • giving useful feedback
  • having meaningful conversations around performance
  • setting clear performance objectives
  • helping people to succeed in meeting those objectives
  • thinking through your approach to non performers
  • the manager as teacher and coach – the part you can play in developing your team

Introduction to Management Training – what participants say

What a development programme did for me
“What is a development programme? I asked myself. When I was told by my company they wanted me to take part in one.

Six weeks into the programme I now understand totally what a development programme is, and how this has developed me

In this short space of time I have become a person who has gone from muddling their way through the day to managing their way through. I am more confident because I make sure I have all the relevant facts before making a decision. A confident person who gives off an air of authority that commands respect. Even if I don’t have all the answers straightaway, I will now stand back and assess a situation. Different to before, when I would just come up with an answer, not always the right one, but I was the manager and I was meant to know everything! I now realise that there is nothing wrong in saying I will find out an answer and come back to you, just give me some time.

I put myself in the other person’s situation now, whether it be a customer or another member of the team. I now try to see things from both sides. Different from before, I was always right, I was a manager.

It all seems so obvious, but I needed an outside person looking in to point out the things that were staring me in the face, and were so simple to change and achieve.”

Verne Wooden, Call Centre Manager

What’s the point of a development programme?

“When I was first told I was to be involved in a development programme I was quite sceptical, however on the introduction to the trainer and our initial conversation to see what I wanted to gain from the programme, my interest grew.

From the first day, the trainer put me at ease with their approach – someone who knew what they were about, and who could see where my needs were; willing to listen to what I had to say and take my views into account. From the outset I realised that the trainer wanted me to get involved and I was just not going to be talked at.

I feel a lot more confident and able to achieve the challenges in my role in a more professional way. I now understand how to plan and action instead of running into challenges and getting frustrated when I had not covered all areas. In the past I had a tendency to want to do everything myself, I now realise that getting other people involved is more beneficial and they have some valuable input.

I also didn’t communicate my plans, and now realise the importance of doing this not just to my team, but to all areas of the business.

Intelligent Dialogue have helped increase my self confidence and helped me to see my potential within my role, that I can and will be able to meet challenges and deadlines set.”

Darren M, Customer Service Manager

 

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