Management 1


At a glance...


What's unique?


Training For Today's Leaders

Success in today's business environment of rapid change, new technologies and global economy takes leadership from managers and supervisors at every level of your organization. To get that kind of leadership you have to empower management to lead. That means giving them the skills they need to build the flexible, innovative and committed teams you'll need to survive and prosper. Management 1 is your empowerment kit for the employees of the twenty first century -a flexible, cost-effective curriculum of all the basic skills your managers and supervisors need to assume the mantle of leadership, with skill and confidence.


Flexibility

Management 1 has a unique "ambidextrous" training design, allowing you to deliver subjects in either a traditional 1/2 day workshop or self-study mode. This provides maximum flexibility to deal with some of the realities of training, both today and in the future:


Reality 1:
Newly appointed supervisors need immediate access to basic management skills.

Reality 2:
Some middle to senior managers can brush up on or learn some of the basics through self instructional (Managing Time; Planning Work; Making Decisions, etc.)

Reality 3:
Managers are over-worked and have little time for training. Management 1 has been designed using Criterion Reference Instruction (CRI). As a result we've been able to streamline each subject down to a four hour learning experience focusing on content that meets specific tangible performance results.

Reality 4:
Team leaders need to develop "Interpersonal" and "Task" skills to ensure continuous improvement initiatives are actioned. Management 1 has this balanced curriculum.


Measurement Tools

Human Resource departments can validate their Management 1 training results by using the needs analysis, pre-test and post-test instruments included with the program. These tools measure performance levels before and after training, and indicate whether pre-determined post-test learning objectives have been met.


Program Design


Manager's role
The Manager supports training by helping participants bridge the gap between learning new skills and application on-the-job.

Criterion Referenced Instruction (CRI)
Ensures learning objectives are met and reduces learning time by weeding out "nice to know" from "need to know".

17 Software Performance Aids
Our software facilitates transfer of skills to the job and enhances communication between managers.

Modular design
Permits HRD departments to design their own curriculum, based on the needs of the client group. The self-study mode permits supervisors to customize the program.


Task Skills


Role of the Manager
An introduction to the role of the manager designed for new supervisors. Two dimensions of management, task and people, are examined and a popular philosophy of management is described. Interpersonal Skills for people management are introduced. Participants learn skills for Giving and Receiving Feedback.

Managing Time
Provides effective strategies for increasing on-the-job productivity through better use of time. Supervisors examine their major time wasters and complete a step-by-step process for reorganizing daily activities. They learn to set medium-term objectives and determine priorities. They learn how to translate their objectives into a daily "to do" list.

Making Decisions
This step-by-step introduction to the decision making process provides a practical approach to any job related decision. Participants learn a six-step process for making decisions, how to weigh alternative choices and risks, and how to plan for delegating work.

Planning Work
Provides the essential tools to plan all the tasks and duties required to meet the objectives of the work unit. In the context of their job, supervisors use proven job aids to set objectives, to learn how to negotiate with subordinates and managers, and to complete sample work and contingency plans and procedures for delegating work.

Policies, Practices and Procedures
Describes the company's administrative tools and why each exists. Supervisors research those policies and procedures that directly apply to their jobs. A number of scenarios are described, and participants are required to apply their knowledge of policies, practices and procedures to handle these situations.

Managing Change
Provides a process for the management of change and stress. Focus is on the workplace, although consideration is given to other sources of change and stress, and their impact on an individual.


Interpersonal Skills


Social Style
A special half-day version of The Tracom Corporation's highly acclaimed Social Style program. This module introduces a proven approach to managing human relations for maximum productivity. Optional Social Style exercises are available in most of the other Management 1 modules to provide reinforcement. Participants receive feedback from colleagues in the form of a profile processed by Tracom's software, incorporated from over 200,000 profiles.

Gaining Acceptance
Supervisors encounter resistance from subordinates as well as misunderstandings with their managers. This module provides practical techniques for minimizing this resistance and teaches how to establish a more productive working environment. Supervisors identify current problems with resistance and determine ways of overcoming them.

Controlling Work
How do you follow the progress of subordinates in completing work plans to ensure that desired results are achieved? Supervisors examine key components of their subordinates' performance and how they can be influenced, and learn concrete techniques for monitoring follow-up activities.

Managing Complaints and Grievances
Provides participants with skills in the analysis, resolution and prevention of complaints and grievances. Using a five-step technique, participants examine common complaints that occur in their work areas. Supervisors deal with strategies for resolving complaints and preventing their recurrence.

Starting Employees
Provides effective techniques for employee selection and orientation. Participants learn skills in identifying important job requirements and selection criteria. This is followed by a review of interview techniques, including questioning skills and legal considerations of the interview process.

Conducting Meetings
A concise introduction to effective techniques for planning and conducting job-related meetings. Using a step-by-step approach to plan for a future meeting, supervisors learn how to analyze the audience, select the meeting format, organize the agenda and manage the actual meeting.


Results


Management 1 was developed, tested and revised over a 4-year period in a major multi-national corporation. Since that time we have validated these results in over 60 organizations and thousands of managers.

In a series of surveys conducted 12 months after completing the program:


We Know It Works-You Told Us!


"Management 1 is a key instructional element in our supervisory development system. It has proven to be an effective skill builder for our supervisors."

"From the perspective of 20 years as a communication educator and as an HRD consultant, Management 1 materials appear to be superior to any other."

"The flexible delivery of Management 1 is ideally suited to our network of offices throughout the country."

"Management 1 has proven effective, flexible, and genuinely helpful to new supervisors."