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Effective People Management

Effective People Management

Developing excellent people management skills is one of the most challenging aspects of being a manager. Sensitive issues arise almost daily, and the way you deal with these situations dictates the mood of your department or team.

In many cases, an issue can quickly “blow up” and lead to tension in the workplace, uncooperative staff, the resignation of valuable employees or even CCMA cases, Union action and strikes.

To gain your staff’s respect, buy-in and the approval of senior management, you need to solve people problems quickly, sensitively and professionally – without having to always resort to formal disciplinary procedures.

This Effective People Management Skills programme packed with essential people management techniques will assist you with even the most awkward or challenging people related situations.

YOU WILL LEARN HOW TO

This short course in people management is designed for managers, supervisors and team leaders who are looking to successfully manage people and bring the best out of their team. It is suitable for new and experienced managers looking to improve their people management skills and team performance.

In this training course, you will learn some essential strategies for managing individuals, teams, leading and enhancing team performance. Essential management skills such as communication skills and negotiation skills will be covered in this people focussed management course. This will highlight the importance of knowing how to communicate more efficiently with your team and how to motivate and handle difficult individuals.

A greater understanding of the importance of communication skills will also provide managers and team leaders with the negotiation skills necessary to manage change and resolve conflict within your team.

IMPORTANT COURSE INFORMATION

Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.

COURSE OUTLINE

Modules

Module 1: Assessing the Characteristics of a Successful People Manager

Successful management is not an inherent skill. It is a skill that has to be learned, practiced and continually fine-tuned. Successfully managing people is often the most daunting part of any managerial post, because getting it wrong can have disastrous consequences for your staff, your team and your company.

Establishing the characteristics of a good people manager

Shifting the focus from being purely on your technical skills to your soft skills as well

Are you a born leader or can you learn it?

Is experience really that valuable?

Is there a personality type most suited to management?

Is there a best management style?

Module 2: Avoiding Escalation by Sorting Our Problems Informally

People related problems are often sensitive and highly emotive. It is critical that you learn how to quickly and efficiently address these issues in a manner that not only reinforces your credibility but improves staff morale and productivity. Often, an informal meeting – adequately run and managed – is all you need to smooth rough waters.

Devising a meeting planner to ensure you cover all the relevant issues

How to broach sensitive topics

Techniques to follow if your employee is not listening or not taking your advice on board

Tools to calm things down if emotions start running high

How to lighten the mood when the meeting has been emotional or difficult

Agreeing on a remedial action plan and a date for re-assessing the situation

Ending the meeting only when you are sure your objectives have been achieved

Module 3: Discovering the Correct Way to Discipline Someone Formally

Unfortunately, as a manager, you will at some point have to resort to a more formal approach to resolving conflict and people-related problems. To ensure your meeting objectives are achieved and the situation fixed, you need to plan carefully for these meetings and implement and follow correct procedures.

Following a formal meeting template to ensure you follow correct procedure

Discovering the best way to introduce the issues to be discussed

Tailoring your communication style to suit the employee

Encouraging the employee’s participation to ensure a fair meeting

Dealing effectively with counter-accusations, reprisals, and denials

Notating the meeting correctly to prevent potential backlash

Ending the meeting on a positive note: motivating the employee to perform better or continue performing after the formal part of the meeting is finished

Module 4: Avoiding Unproductive People Management Behavior

Without realizing it, managers often engage in the unproductive managerial behavior. Usually, this is due to the increased pressure of added responsibility and accountability. Additionally, people, related problems are awkward and often time-consuming, making it attractive to sidestep issues or react inappropriately. This can only lead to arguments escalated and a dramatic drop in staff motivation

Avoid communicating poorly and erratically with your staff – usually due to time constraints

Don’t set goals and deadlines that seem unrealistic to your team

Do not avoid or sidestep salary or benefit complaints

Don’t ignore your own or your staff’s high-stress levels

Avoid dishing out inconsistent and unjustified criticism and discipline

Be careful not to unwittingly favor specific staff members to the detriment of their colleagues

Ensure that you listen – even when someone is trying to tell you something during hectic periods

Module 5: Improving Your Interpersonal Business Communication Skills

Communicating openly with your staff is one of the most critical skills you need to master as a manager. Your team cannot perform or meet expectations if they are unclear about deadlines and your requirements. This can lead to frustration and demotivation. Ensure that you are always available to your staff and that you make the time to listen to their queries, complaints, and concerns.

Discovering the importance of implementing a working “open door” policy

Listening to criticism with an open mind and taking the necessary steps

Working openly and honestly with your team

Setting clear, defined policies and goals that have been discussed with your staff

Tackling poor performance or bad behavior quickly and fairly

Rewarding good work and encouraging those who are struggling to perform

Continuously communicating with your staff

 

Module 6: Getting the Job Done & Managing the Individual

Practising using tools and techniques to manage day to day work

The role of assertive communication in getting the job done and leading others

The principles of induction, supervision, and appraisal (cycle)

Good practice in setting objectives and delegating, and how these support the performance management cycle

Practising setting goals

The role of the manager in identifying learning needs

Creating a template for 1:1 discussions

The role of giving (and receiving) feedback in managing performance

Practising giving feedback through role plays

Module 7: Managing the Team

Management theories as a means to understand natural management styles and their effects on the individual

The need for various management styles to the motivational and development needs of different individuals and situations

How to motivate the poor and good performer

The need to foster a positive team atmosphere

The contribution of all team members with their various team styles

The life cycle of a team

Consensus decision making – its advantages and disadvantages and its role

The challenges of managing a virtual or dispersed team

Tools and techniques to manage change.

Module 6: Monitoring Your Performance

People management skills need to be practiced. With every year that passes while you are a manager, you continuously need to assess and fine-tune the way you manage your staff. By continually re-evaluating your people management skills you are ensuring that your team and your work environment remains harmonious and productive.

Using honest self-assessment techniques/performance criteria to gauge your managerial performance on an on-going basis

Establishing the impact of your management style on your staff

 

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