✫ Identify the challenges to effective performance management
✫ Understand and conduct performance planning, facilitation and evaluation
✫ Practice the skill of setting goals, providing effective feedback and conducting alignment discussions
✫ Recognize what effective communication really is.
✫ Understand the communication process.
✫ Know the barriers that can cause derailment and misunderstanding.
✫ Identify the relative importance of face-to-face communication.
✫ Get a firm grasp of the five building blocks of managerial communication.
✫ Learn to match the right communication method with your communication goal.
✫ Identify the challenges and practices when communicating virtually.
Frame your ideas in strategic business language, speak and understand the language of senior managers - make a professional impression.
Professional business planning techniques - include the elements your management team needs to make a decision and commit resources.
Increase your business presentation skills and impact using different communication media effectively to achieve your goals.
✫ Build and manage a cohesive high-performing team in an international environment
✫ Establish fair processes for people management
✫ Build trust, respect and accountability
✫ Conduct performance reviews confidently and effectively
✫ Coach, give and receive feedback professionally
✫ Manage performance, motivation and reward
✫ Manage development, promotions and mobility
There are no limits with the right development. Every business professional and every business are dealing with lightning-fast change and long-term uncertainty. Only the strongest will survive. Make sure you are prepared for the challenges ahead. Having robust skills in multiple areas opens up a whole new world of possibilities for success. You will adapt more easily, deal with shortcomings, collaborate more successfully and become far more valuable to your organization.
You are a manager who is in charge of a team, department or function in an international company. You might be new to the role or have been in the role for a while but you want to improve your people management skills, to make your team more responsible and to get higher performance out of your team.
Discover methods and tools that help you better manage your priorities and time.
Manage complex communication, build collaborative trust and focus people on the results.
Create clarity, build trust and optimize individual and team performance.
Gain the tools to manage your people - despite differences in culture, working styles and business experience.
✫ Understand the different types of delegation
✫ Know the benefits and challenges of delegation
✫ Recognize your comfort with delegation
✫ How to conduct an effective delegation conversation
✫ Practice your delegation skills
✫ Define motivation and your role in creating a motivational setting
✫ The cost of demotivation and disengagement
✫ Recognize important elements of the motivational process
✫ Create your own practice for building a motivational climate
✫ How does coaching develop, enhance and achieve goals.
✫ Know the requirements and importance of coaching.
✫ Practice coaching and correcting difficult and challenging behaviors.
✫ Use the AMA Guide for managing a coaching discussion.
✫ Identify the differences between coaching and discipline.
✫ How to develop people, value differences and encourage honest communication.
✫ Develop your leadership style to gain commitment from employees.
✫ Match your leadership style to the your developmental needs and task at hand.
✫ Gain a deeper understanding of your roles and responsibilities
✫ Improve communication to effectively set expectations for yourself and your direct reports
✫ Adapt your leadership style to meet the needs of individual team members
✫ Communicate organizational goals that get results
✫ Apply delegation strategies to increase productivity and motivation
✫ Use effective coaching techniques to maximize your team's performance
The skills involved can be defined by the organization concerned, or by third party institutions. They are usually defined in terms of a skills framework, also known as a competency framework or skills matrix. This consists of a list of skills, and a grading system, with a definition of what it means to be at particular level for a given skill.
learning Skills management is the practice of understanding, developing and deploying people and their skills. Well-implemented skills management should identify the skills that job roles require, the skills of individual employees, and any gap between the two.
Job seeker should demonstrate a provable level of interest and creativity for all aspects of his/her work.
Candidate should be capable of constructively applying all forms of feedback towards creating a better and more efficient performance.
Applicant should be committed to self-development through a continuous learning process, whether at work or away from work. Goal should be to improve their contribution to the work force and/or the company.
Candidate should demonstrate a real commitment to formal education, as well as the ability and imagination to apply these new concepts directly within the work place
Candidate should display a level of adaptability and be able to apply learning in a resourceful and innovative manner. Candidate should be able to able to acquire knowledge from errors as well as triumphs.
Candidate should demonstrate a level of personal enterprise and initiative to acquire work knowledge voluntarily.
Candidate should display an aptitude for personal growth by independently learning and should be prepared to utilize that knowledge in multi-lateral ways