managing people training
The notion of a successful people manager will be different to different people and from one organisation to another. Nevertheless, managers in all organisations need to be capable and act as excellent role models on a personal and business level.
- For people who manage others. The workshop is effective for groups with people who have mixed management and supervising experience.
- Full-day training course. Half-day and shorter course options available
- Training delivered at your offices or in a virtual classroom
Training goals are to:
- set personal and team goals
- manage time by prioritising and working smartly
- adapt leadership style to suit the situation
- delegate and give instructions effectively
- manage difficult conversations with emotional intelligence
- organise and facilitate effective meetings
- inspire collaboration and build a strong team.
Our facilitator will adapt the content and workshop style for this People Management course to the needs of the group. There will be time for practical application and feedback on a range of tools and techniques, to build the needed skill set and develop confidence.
The following is a one-day program outline, which we can cut to a half-day workshop based on agreed topics:
Introduction and workshop overview
Participants will understand the objectives of the course and link them with their personal learning objectives.
Participants learn about The Skill Will matrix. They will learn how to adapt their communication and leadership style to their team members.
Throughout the course, the participants will use this opportunity to create their individual vision of leadership and the steps they need to take, and possibly help they need to request, to achieve this.
Most organisations create corporate, departmental, team and individual goals, targets and objectives. These ensure that the work that is being done is directly aligned to the organisation’s objectives and mission.
This session focuses on writing team and individual goals that cascade directly from organisational goals. They are concrete, realistic, assign responsibility and written so that people have a clear understanding of what is required of them.
Participants will discuss the value of short and long range planning and will work through a planning tool to set objectives and support the development of action steps.
Participants will review the various meetings required to keep the team informed and drive accountability and action and adapt to their own role and organisational objectives.
They will also discuss the skills and steps for holding productive and engaging meetings.
Building team trust
The group will learn about the Johari Window and how the concept can help them with self-awareness and enhancing team relations. They will explore how working on their emotional intelligence, such as appropriate self-disclosure, builds trust and motivates and inspires people. Trust is the basis of psychological safety, where people feel free to admit mistakes and take risks without reprisals.
The Johari window also provides insight into an individual’s blind spots in behaviour. Requesting feedback to reduce these blind spots will be important for successful managers to build rapport with the people they work with.
Leading with great communication
No matter how experienced the individual, it is always worthwhile discussing communication methods and reviewing what effective communication looks like. The successful people manager communicates relentlessly but listens, encourages and requests input from the team, often in one-on-one meetings. This requires skill, time and commitment.
The group will spend time practising and observing verbal and non-verbal cues, questioning, listening, and body language. They will understand the challenges around communication and how easily misunderstandings and conflict can arise.
The participants will learn how best to manage difficult conversations to make for a much happier and productive work environment.
The most important thing about training is putting things learnt into practice. The participants will therefore work on an action plan during the course. Participants write down what they want to implement, what steps they’re going to take and by when. With the confidence and skills they gain, they will be motivated to put it all into practice to develop their management style.
Why is emotional intelligence important for managing people?
Whether you’re in human resources or a manager of a large team, you need emotional intelligence for the best performance.
When it comes to people management, emotional intelligence is your secret weapon. Leaders with high EQs are proven to have greater social skills, to be able to quickly adapt to the needs of different situations and groups, and to build better teams.
Self-awareness, social awareness, and empathy, all crucial components of emotional intelligence, are key for dealing with people. Being able to relate to the people you are managing, enjoy clear communication and influence them are all necessary to drive them towards their goals (and your own) and produce consistent, quality results.
While some of your managers may already possess this innate ability to regulate their emotions and relate to others, don’t worry — emotional intelligence is a skill set that anyone can build on with the right training. Our short course on people management skills is perfect for preparing your leaders with the understanding they need, helping them grow their competency in dealing with others.
Participants will learn how and when to implement these key emotional intelligence skills, building their confidence in their leadership skills and capability. We use a practice-based approach, focusing on real-life scenarios based on participants’ experience and each of our units is tailored to building these key skills of emotional intelligence.
Specific hard goals set by a team leader produce a higher level of output than a goal of “do your best”
Edwin A. Locke, Organizational behavior and human performance
Emotional intelligence (EI or EQ) - the capability of individuals to recognise and manage their emotions and those of others.
Being aware of the concept of EQ and then developing it is essential for employees, regardless of their role. High EQ is no longer an add-on but a ‘must-have.’
More about our people management courses
When it comes to creating an effective workplace, your people — both your managers and the staff they oversee — are your greatest asset. Make sure that they are able to give the greatest impact.
Team effectiveness can be improved with the right leadership style, communication and environment. Managers should be able to take charge, address any issues before they become problems, and earn the respect and trust of their colleagues. Knowing how to talk to their team, how to respond to the requirements of the leadership role, and what effective performance management looks like is a must.
While experience is the best teacher, management training programs like the one offered by trainEQ can equip your managers with the understanding and tools they need to deliver the best performance for your organisation.
Get an instant quote for your people management training course by filling in the Quick Quote form below!
Some of our tools for people management training
Our course is a combination of practice and theory, utilising the experience and knowledge of participants to ensure its relevance. Over the course of the day (or half-day, if you choose to go with a shorter course), we go over a range of tools that individuals can use in the workplace to improve their leadership skills.
Below are some of the tools that can be found in our units.
The Situational Leadership model
Devised by the Centre for Leadership Studies, the Situational Leadership model has been used worldwide since the 1960s to teach leaders how to adapt to the performance needs of individuals or teams they are responsible for. This model suggests that there is no one ‘best management style’; instead, situational leaders use one of four management styles — telling, selling, participating, and delegating — depending on the needs of the situation at hand. These leaders are able to identify which style will work best depending on the scenario and use it to obtain the best outcomes.
A brief explanation of each management style is given below, though the course will go into further depth into each and how leaders can learn to apply them in the workplace.
- Telling (Directing/Guiding). For employees who may need a little more hands-on attention, this style of leadership focuses more on tasks, offering clear feedback and guidance where needed. Communication is mainly from the manager to the employee. New members of the team almost always require this leadership at the start.
- Selling (Coaching/Explaining). While managers are still heavily focused on tasks, more attention is given to building a relationship with the team member and facilitating a better understanding of their role.
- Participating (Facilitating/Collaborating). This is a ‘follower-driven’ style of leadership where a team member may be assigned a task with less detailed instructions and little follow-up. The supervisor is mainly focused on relationships at this point, focusing on building confidence and commitment.
- Delegating (Empowering/Monitoring). At this stage, a manager may delegate tasks to a team member with minimal follow-up and input.
The Johari Window
Created in 1955 by psychologists Joseph Luft and Harrington Ingham, the Johari Window is an exercise used to improve a person’s awareness of themselves and their relationships with others. This is a perfect tool for improving emotional intelligence and helps our participants to:
There are four components that relate to how we interact with one another:
- Open – refers to the behaviour, skills and information that is already known to both the leader and those around them.
- Hidden – refers to the behaviour, skills and information that is known to the individual, but not to those around them.
- Blind – refers to the behaviour, skills and information that is known by others, but not the leader.
- Unknown – is all areas that are not known by either party; in other words, their potential and subconscious influences.
Book one of our short courses today!
Any leader — team leaders, senior management, supervisors, human resource management, and more — should be able to effectively work with people.
It is our aim to ensure that the leaders of your organisation leave our sessions with the knowledge they need to become the type of leader they wish to be and make a positive change. Leadership is a journey, and people skills require continual development, but our course is the perfect foundation for your managers to start taking charge.
We provide either virtual training courses or in person courses across Australia — Melbourne, Sydney, Brisbane, Canberra, Adelaide, Perth — and all other cities and regional areas. To find out more about our workshop and how you can get started, get in touch with our team today.
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