Vital Insight Into Management Training Success

Are there areas of your workforce where you want to see improvement, but you don’t know where to start? Perhaps your employees’ job performance is only passable, and you’re ready to see outstanding. Setting professional development goals for your managers is a strategic way to achieve greater productivity and quantifiable results.

You have already established yourself as a good leader. But to be a great leader, you must focus on individual goal setting - not just to advance your own position, but to support and develop your team members. Leaders become great by helping others excel. Focus on achievable goals to enhance the performance of your own duties, bring out the best in team members and advance company objectives. Your performance as the visionary for your organization will improve and your team will rise to the challenge of moving the company forward.

Get started with these five leadership performance goals for the next quarter to turn yourself into a great leader.

With the start of a new year, you’re likely to see more people heading to the gym to improve their fitness. Maybe you’ll observe some individuals with nicotine patches trying to kick their bad habit. New Year’s resolutions are commonly associated with personal goals, but it’s also important to set objectives for your professional life.

Where people exist, conflict exists. When you hear the phrase “workplace conflict” you might imagine the most passive-aggressive, or even just … aggressive situations that can arise between team members. Images of disgruntled employees gossiping with one another about a particular employee, or even a yelling match may come to mind.

Although situations like that aren’t uncommon, it’s important to remember that “conflict” can float under the radar, and fester in places that you may not even notice as a leader. Individual conflicts can come and go, negatively affecting your workplace culture without you ever seeing it happen.

Some of your employees may have already been working from home before COVID-19, and feel like not a lot has changed in their day-to-day now that your company has shifted to remote work.

At the same time there are probably others who are experiencing a remote workplace for the first time, and are still adjusting to this "new normal" (I wanted to get that over-used term out-of-the way, I promise not to use it again.)

According to a study performed by Watson Wyatt, businesses with effective communication practices are over 50 percent more likely to report that their employee turnover levels were below the industry average.

It’s not a secret that effective communication training increases productivity and employee morale. And yet, doesn’t it seem like communication skills are often taken for granted or overlooked?

These communication skills are even more important in managers. 

Don’t expect your employees to come with perfect communication skills “built-in”. Instead, train them to become great communicators.

Peter Drucker says, “The productivity of work is not the responsibility of the worker but of the manager.” This isn’t to say that no responsibility lies on employees, but that performance and productivity gaps can often be remedied by improving managers.

Conflicts happen in every workplace. They can start with a simple disagreement and often escalate into an argument that impedes the productivity of a team.

Although conflicts themselves are common – effective resolution of those conflicts tends not to be. Even though it may not always be possible to avoid conflict completely, It’s important to be able to recognize common causes of workplace conflict to help stifle them early on.

High-performers who are ambitious and want to grow tend to be top-picks when it comes time to promote someone to manager.