We’re known for telling it like it is. So here it is. Managers who don’t know what they’re doing cause damage. And you know how damage shows up:
Employees who avoid their managers.
Employees who are not nearly as engaged as they could be.
Teams that don’t produce the results they are capable of.
Employees that leave and talk about how bad their experience was.
And, worst of all, the bad reputation the leadership of your organization gets because of these folks.
Our proven process and program, Management Essentials, helps prevent damage. It’s not a one-day “training.” It’s a series of 4 sessions that build on one another and challenge participants to make lasting behavioral change. No fluff. No dopey role plays.
We use a proprietary learning methodology called In The Moment Coaching™ (ITMC) during real plays that focus on situations managers are facing in real time. We guide participants through skill practice and provide quick and clear feedback whenever needed. The result? Participants strengthen their ability to self-correct and build muscle memory and unconscious competence, honing new skills and strategies along the way.
Communication Skills:
The Big 4
ITMC™Practice:
Establishing Goals and Communicating Expectations
Revisit and Review Communication Skills:
The Big 4
ITMC™ Practice:
Handling A Performance Problem
Situational Leadership
ITMC™ Practice 3:
Delegating to Develop Potential
From Conflict to Collaboration
ITMC™ Practice:
Having Productive Conversations
* Between each session will be an Intersession Application and Peer Huddle.
After Session 4 we perform the program Close Out and Commitments
“More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human. These are the bosses who celebrate an employee’s success, empathize with those going through hard times, and challenge people, even when it’s uncomfortable.”
– Travis Bradberry,
Author of Emotional Intelligence 2.0
Currently have direct supervisory or managerial responsibility
Are new to managing others
Have not had any/much formal management learning, regardless of experience
Have potential to elevate their managerial effectiveness — not those struggling to get along with others, have abrasive personalities or are underperforming in any material way.
