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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There's no sense in becoming a pack rat if you don't need to. While the legal requirements to retain records are complex, you're probably safe in dumping those 1984 vacation-day requests. Still, knowing which records to save or toss can be critical to your business, particularly in defending against a lawsuit.

A recent study says that 40% of managers are considered “bad bosses” by their employees. Yet most managers assume that their relationships with their employees are running smoothly. Obviously, some of those bosses are wrong … and that can create major problems for a business. Here are seven common employee complaints about management, plus ways managers can silence them.

Odds are your desk is a hub of organization. If that’s the case, you’re in the ideal position to create more value for your company by coaching others on ROO, or Return on Organization. Your task: Identify a few valuable tips, then share your expertise with others by offering a Lunch ‘n’ Learn on the topic, writing an article in the company newsletter or posting tips through e-mail.

Friction often exists between HR and supervisors because those front-line bosses don’t fully understand your HR role … and they may hold certain stereotypes about your department. Advice: Set the stage for HR-management collaboration with an “HR for managers” meeting. Explain how key HR functions practically benefit managers and their departments.
Deciding questions by data is to Google what global supply-chain management is to Walmart. Lesson: Let data work as an effective check against defending the status quo. It works for Google.
You may think you've just penned the most brilliant correspondence of the year, but if it takes the recipient too long to wade through lengthy paragraphs, he'll never know how bright you are. Let's face it: Fancy-schmancy business-speak does not make for strong business writing.
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:
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