Tel: 0844 394 8877
Management Skills > Courses
This programme provides practical help to enable managers to appreciate the ‘inner game’ of beliefs and values as they apply to managing the members of their team on a ‘one to one’ basis. The training is based on applying Neuro Linguistic Programming (NLP) techniques to leading and developing individual employees and during the course discoveries will be made as to how to consistently motivate and inspire exceptional levels of performance.
By attending this three-day highly interactive course you will:
All existing and potential managers who want to acquire a methodical and professional approach to managing employees on a ‘one to one’ basis.
The phrase the ‘inner game’ is a term borrowed from sports psychology. It is a reference to the fact that what is going on inside a person’s head (their state of mind) is crucial to good performance. Here we consider the role perception and beliefs of expert people managers.
Taking an in-depth look at emotional intelligence and why it is important in effective management. This will look at the biochemical explanation of emotional intelligence and explain its impact on health, social interaction and success in business. This ‘master competency’ allows the professional manager to remain calm and centred even when faced with stressful situations.
Providing managers with a toolkit of 15 communication techniques so that they have the influencing skills to deal with a whole range of one to one meetings, interviews and interactions. The tools are in four sections; (i) self control (ii) outcome based communication (iii) gaining acceptance (iv) testing for understanding.
Being able to acquire and maintain a calm, rational state of mind.
Putting your point of view across in a firm, clear and polite manner.
Making it easy for the other person to listen to you and accept your point of view.
Checking that you have fully understood the other person’s point of view and that they have understood you
A good team is made of good individuals, so if we hire a high potential candidate in the first instance it makes hitting targets that much easier and more enjoyable for all concerned. The use of competency profiles to profile and hire employees makes the recruitment process efficient, fair, and consistent.
It is important to ensure that new employees are properly trained so that they (a) feel valued and (b) can quickly make a positive contribution to the work of their department. In this part of the course we review training options and examine how knowledge of ‘learning styles’ can improve the way that training is delivered.
Effective managers develop their people and create space for themselves to focus on high-level work by asking employees to take on assignments and projects on their behalf.
People work well when they have clear goals and objectives that they can focus on achieving. Here we consider the importance of target setting in motivating employees.
Appraisals are about taking the time to sit down with employees in order to discuss (a) how they are getting on (b) to identify what help they need to improve their performance and (c) organise for them to get any help they might need. It is an integral part of the process of managing people. By evaluating performance in a participative manner, managers are able to communicate with their people on how they are doing and what is expected of them in the future. They can give praise and encouragement for things done well and they can work on developing skills in areas where the employee needs support.
Counselling interviews need to take place when (i) performance is below standard (ii) there is a sudden change in behaviour or (iii) tensions between team members become evident. The initial aim of counselling interviews is to identify the reason why a ‘problem’ is occurring and then to offer help and support so the individual concerned can address it.
Disciplinary interviews need to take place when (i) performance is below standard and there has been no improvement as a result of earlier counselling action (ii) the employee has engaged in some unacceptable behaviour e.g. rudeness to colleagues or customers.
Feedback is based upon peer reviews using Boulden assessment checklists. Completing the assessment checklists is not only valuable to the people involved in a given case study, it also helps those completing them to gain an in-depth understanding of the building blocks that make up an excellent leader and people manager.
Further information on this course is available by contacting
Boulden Management Consultants:
via our Contact form
Tel: 0844 394 8877