The notion of a successful manager will be different to different people and from one organisation to another. We can agree though that it’s important for all organisations that your managers are capable and are excellent role models. They reflect your brand and so this workshop goes through some key elements to set up participants with skills to do a great job at a personal and business level.
The participants will need to figure out what that success looks like and come up with a step-by-step plan to reach their goals.
- For people who manage others. The workshop is effective for groups with people who have mixed management and supervising experience.
- Full day course. Half-day option available.
- Run at your offices or virtual classroom
Training goals are to:
- Know where to start in setting personal and team goals
- Manage time by prioritising and working smart
- Learn how to adapt management style to suit the situation
- Delegate and give instructions effectively
- Know how to monitor, motivate and mentor
- Understand how to influence people without throwing weight
- Ability to organise and facilitate meetings
- Inspire collaboration and build a strong team
- Take away a clear personal plan of how to use insight gained and put new skills to use.
Our facilitator will adapt the content and workshop style to the needs of the group.
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 Situational Leadership model and The Leadership Effectiveness and Adaptability Description (LEAD). They will learn how to adapt their communication style to the team members’ skills and will levels.
The attendees will use this opportunity to come up with their individual vision of leadership and map out a path to achieve this.
This session will help participants set SMART goals for themselves and also use this same basis to help team members in their role as coach or mentor.
Next, participants will discuss the value of short and long range planning and will work through a planning tool.
Communication skills to lead
No matter how experienced the individuals, it is always worthwhile discussing communication methods and reviewing what effective communication looks like. The group will spend some time practising/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 group will learn about the Johari Window and how the concept can help them with the self-awareness and team relations. They will explore how working on their emotional intelligence and opening themselves up can build relationships, and how building trust motivates and inspires people.
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.
Giving and receiving feedback
Giving feedback is one of the most important skills for a manager, yet it can be the trickiest and most difficult thing to do. This session will help all group members master the skill of giving both positive and developmental feedback in a respectful way. They will understand how to give regular feedback and use it to motivate their team.
At the same time, managers need to be able to respond appropriately when they receive feedback. The group will share and practise how to accept feedback graciously.
This session gives participants five keys to giving good instructions and delegating work effectively. They will discuss three specific types of instructions: orders, requests and suggestions. The section will discuss some of the barriers to delegating work, and ways to overcome those blocks.
Dealing with difficult team members
Next, participants will discuss how to deal with four common types of behavioural issues: team members being over-dependent; lazy; hostile or chronically complaining! The participants will learn how best to manage these challenging behaviours to make for a much happier and productive work environment.
Participants learn how essential it is to hold regular one-on-ones to build relationships with people in the team. In addition, they will review the various meetings they should have to keep the team informed and drive accountability and action. The group will also discuss the skills and steps for having effective and engaging meetings.
Connecting with people
Many people cringe at the thought of networking. In this session the participants consider what that actually means for them, which is simply building connections, and discuss how they can do so in a way accessible and comfortable to their roles and individual personalities.
The most important thing about training is putting things learnt into practise. The participants will therefore work on an action plan throughout 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 people management skills?
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, be able to quickly adapt to the needs of different situations and groups, and 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, implement 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 contact 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, Perth, and more — and beyond. To find out more about our workshop and how you can get started, get in touch with our team today.
Want to help your leaders effectively manage your teams? Simply leave your name, email and other details below and get an instant quote for your virtual or in house training course today!