Management and Leadership Training Classes
Proven
Leadership Skills The
Leadership Training Institute offers classes that teach participants
to confidently use proven methods of management leadership
to lead people and help them plan, organize
and control their work assignments. Class
participants will also learn to use resources made available to them more
effectively.
On-Site
Classes: can be tailored to the needs of client
organization and delivered on-site at time and location
of client choice.
Class Objectives:
At
the 90-day post-class assessment, participants will
have:
- Demonstrated
(on the job) an understanding that the intuitive style
of leadership (self-centered, directive) will only
work in special circumstances and will have made noticeable
improvement in working themselves toward a management
leadership style (participatory, empowering)
- Spent
more time "leading and managing" and less
time "doing"
- Used
the action planning process to plan and implement
at least one important initiative that has a positive
impact on business results
- Used
the decision-making technique on the job to arrive
at sound decisions that have or will have a positive
impact on business results
- Demonstrated
greater ability to function in teamwork situations
- Developed
and successfully used a system of control by exception
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more information and pricing on our leadership classes, please
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3 Management Classes Tips for Handling Employee Questions
Employees who bring up last-minute questions at the end of meeting are a thorny challenge, even for the manager who is disciplined about staying on time.
These "oh, by the way,..." questions seem to be on the rise. Maybe more employees want to squeeze extra value out of the meeting to either maximize their time with the manager, or to stall for more time before getting back to work.
These "oh-by-the-ways" -- or the most ridiculous question of all -- "Gotta a minute?" -- afterthoughts cause delays for you and other team members. Because they often come up after you've closed the meeting.
Handling the last-minute questions can take up a lot of a managers' time.
Don't let the "doorknob syndrome" de-rail you. Try these tips to rein in the problems that it can create.
1. Prevention Is Best
Simply don't allow it. Let the person know in no uncertain terms that the meeting is over. You not available to handle their "doorknob." Respectfully, directly and purposefully show them the door.
2. Ask her/him to Schedule Another Time
Some employees raise issues that can be delayed. Instead of curtly saying that you have 3 other meetings coming up and no time to talk, politely defer that last-minute "oh-by-the-way." Try saying, "Sam, the issue that you are raising is so important that I'd like to allow enough time to thoroughly discuss it with you." Give him/her a follow-up appointment.
3. Make The Employee Work
Teach your employees that any "gotta minute?" issues must be presented in a scheduled meeting with the following information completed:
- Clear, written, brief articulation of the issue;
- Why it is important;
- Does anyone else need to be involved in the solution?
- What the employee has already considered;
- What suggestions the employee has for solving the problem. You must insist on this last one. No suggestions -- no meeting. Encourage the person to ask colleagues for suggestions;
- Get clear on, does this require a simple "OK" or "Not OK" from the manager, or is a discussion necessary;
- Finally, do not let the question go away. If the employee does not follow-up ask him or her how s/he resolved it. Some employees will not follow-up in an attempt to do the required work. Not acceptable.
Last-minute employee "oh-by-the-ways" can be frustrating to an already busy manager, they will never go away completely.
A well-executed, put-the-monkey-where-it-belongs strategy will help prevent, manage, and teach people to be more self-reliant achievers. They'll be more satisfied and empowered. You'll be happier. And a happy manager is much more fun to live with -- at work and at home.
Source: Dr. Jim Sellner, PhD
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