Management Training

Management training isn’t just for newbies and novices – managers and supervisors of all levels and all ages need actionable management practices to bring to their department, division or company. Learn how to be the best boss you can be by expanding your management skills, managing change effectively and bring strong leadership into your everyday management practices.

One important way to judge your success as a manger is by the success of your employees. An effective manager isn’t just a boss who can extract the most productivity from his people, but the one who produces great future managers. How can you be sure that under your leadership managers will blossom?

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In an effort to “empower” their staffs, too many managers take a completely hands-off approach, leaving employees alone unless they really need help. But this can create a rudderless ship, says management expert Bruce Tulgan. That's not leadership! Here's how effective managers provide genuine support to their employees.
At HHA Services in St. Clair Shores, Mich., managers go all-out to reward high-performing employees with a fancy banquet at a local country club. In fact, they’ve never missed the chance to say thanks in 21 years, even during the recession.

Should you really have to say something twice to get someone to follow through? The most effective managers repeat themselves at least once, ­according to Harvard researchers. Some even send three or four redundant communications.

Deadbeats suck the life out of every­one around them. They may sometimes be hard to identify, and they’re even harder to publicly label once found. According to the blogger behind “HR Fish­bowl,” you’re a deadbeat employee if you:
Executives are struggling with time management now more than ever, given the “doing more with less” phi­­losophy that reigns in most workplaces. Ask your boss: “How can I open up more time in your schedule?"

Another admin on your team just made a cringe-worthy mistake. It was so bad that, although you’re a team player, you’d like to make sure your co-worker is held accountable. Is there a way to place the blame in a professional way? Opinions differ among the experts.

Administrative assistant Terri Vanias works for a company that’s feeling the pinch of a protracted recession. For the past couple of years, the company has had to trim the budget—and bonuses. Her company isn’t the only one finding ways to do more with less, even when it comes to recognizing and honoring employees:
Until now, courts have frequently concluded that a woman who is fired for undergoing fertility treatments—that is, fired before becoming pregnant—probably isn’t covered by the Pregnancy Dis­crimination Act. But now a court has concluded that women who undergo in vitro fertilization efforts are protected under the PDA. That’s because only women can undergo the process.

Perhaps nothing is more offensive—and terrifying—to black employees than the implicit message behind a noose. Triggering images of Jim Crow-era lynchings, the noose is a powerful symbol. But that doesn’t mean that its appear­ance at work always means employer liability.

Two former employees at electronics company Eaton Corp. have filed suit in a New York federal court, claiming the company systematically discriminates against women.
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