Leadership Training: Workplace Relationship Management Training for Building Win-Wins

The Leadership Training Institute offers courses that teach participants to confidently use proven methods of management leadership to lead people and help them plan, organize and control their work assignments. Course participants will also learn to use resources made available to them more effectively.

On-Site Courses: can be tailored to the needs of client organization and delivered on-site at time and location of client choice.

Course Objectives:

At the 90-day post-course 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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Workplace Relationship Management Training for Building Win-Wins

As managers, it's vital that we demonstrate that there are mutual benefits when we build relationships with our employees. This sets a stake in the ground for what you will deliver for them and, in turn, what they can expect to get from you (as long as you are prepared to deliver consistently).

After all, asking for extra effort on both sides is a bit unlikely, particularly if there is little for them to gain. Frankly it's impossible to continue to ask for them to give 'one for the team', if each individual sees little value for them personally and individually in the future.

In many organizations and teams, mistrust builds year-on-year as employees get let down by management. It could be a series of corporate decisions or a really poor manager who starts it all off (or, sadly, sometimes both).

The bottom line for many employees is that sadly, on repeated occasions in their work experiences and careers, they may have experienced less than they expected from their employer and their management, and that causes deep and lasting distrust and pain.

For any manager making the effort to begin again or rekindle a barely flickering glow in their existing team, it can look a rather steep hill indeed when attempting to kick-start positive management relationships with their team.

The key here is to ensure that you, as their manager, start to put new focus on providing them with actions and other hard evidence that you are not just someone who only proposes changes.

You are the one who will truly deliver for them actions that will work and you have to be able to demonstrate in real terms - and pretty much in real time - that things will happen for the benefit of everyone in the future.

But that's not enough. The clever managers out there will seek some very personal quick-wins for their people, individually, so that they recognize that effort is not only being promised, but that it is being delivered on a one-to-one basis too.

Managers who want progress that leverages every single one of their people have to make the effort to show them that it's going to be worthwhile. Actually providing real opportunities that will encourage their team members by the actions they take are critical.

Getting win-win management relationships up and buzzing will work best when managers pro-actively come up with specific and tangible gestures, that will provide real value for the other side of the table and show they walk their talk.

In doing this, the balance of contribution may initially come from the manager's side, but the rewards for this constructive investment will, over time, be more than worthwhile.

Source: Martin Haworth link

Related: Management Training