This document discusses 20 important soft skills for managers to develop enhanced performance. It covers skills related to personal development like fostering creativity, effective communication, promoting intrapreneurship, design thinking, and time management. Other skills discussed include coaching teams, applying management 3.0 principles, boosting team performance through effective teamwork, conducting employee appraisals, managing remote teams, and being customer-oriented. The document emphasizes that developing these soft skills can help managers adapt to changing workplace needs, improve employee engagement and satisfaction, and drive overall company performance.
Your organization's greatest assets are the human capital. Are you investing in them wisely?
An insurance company I conducted sales leadership training for saw new sales go up by 20% as a result of the training.
Another company I conducted employee motivation training for, saw absences and “call in sicks” reduce by a whopping 37.67%.
Do you want to supercharge your organization’s performance?
Do you feel like there’s more that your business could be accomplishing?
Are you ready to take your employees or members to another level?
Looking for a keynote speaker at your next event?
I offer customized lectures, seminars and workshops for small, medium and large organizations with the desire of equipping their employees with the skills and knowledge they need for increased productivity and results.
Some popular courses I offer are:
Overcoming Obstacles & Challenges
Customer Service
Leadership & Influence
Employee Motivation
Leading Innovation and Change
Digital Marketing Basics
Workplace Stress Management
Effective Communications
Building Passionate Teams
Performance Management
Business Ethics
Business Writing
Emotional Intelligence
Consultative Selling
Strategic Planning
Facilitation Skills
Coaching & Mentoring
Modern Performance Management Whitepaper - PaylocityRyan Detillier
Today’s engaged workforce expects constant, real-time feedback on their performance. Is your company equipped for a new way of managing performance? Keep your employees engaged and understand how performance management can improve retention. Paylocity’s new whitepaper identifies new trends in performance discussions and tools. In this whitepaper you will find:
• Where performance management has come from and the direction in which it is heading
• Why today’s trends are essential to employee engagement
• Tips on how to get started on modernizing your performance management processes and systems
7 Important Corporate Training Topics for Success in the Business World.pdfHRMC Matrix
Corporate training topics are very much important things which should be selected very carefully. Corporate training is a vital aspect of any successful business. It helps employees develop the skills and knowledge needed to meet the demands of their job, as well as providing an opportunity for growth and career advancement of the employees.
Your organization's greatest assets are the human capital. Are you investing in them wisely?
An insurance company I conducted sales leadership training for saw new sales go up by 20% as a result of the training.
Another company I conducted employee motivation training for, saw absences and “call in sicks” reduce by a whopping 37.67%.
Do you want to supercharge your organization’s performance?
Do you feel like there’s more that your business could be accomplishing?
Are you ready to take your employees or members to another level?
Looking for a keynote speaker at your next event?
I offer customized lectures, seminars and workshops for small, medium and large organizations with the desire of equipping their employees with the skills and knowledge they need for increased productivity and results.
Some popular courses I offer are:
Overcoming Obstacles & Challenges
Customer Service
Leadership & Influence
Employee Motivation
Leading Innovation and Change
Digital Marketing Basics
Workplace Stress Management
Effective Communications
Building Passionate Teams
Performance Management
Business Ethics
Business Writing
Emotional Intelligence
Consultative Selling
Strategic Planning
Facilitation Skills
Coaching & Mentoring
Modern Performance Management Whitepaper - PaylocityRyan Detillier
Today’s engaged workforce expects constant, real-time feedback on their performance. Is your company equipped for a new way of managing performance? Keep your employees engaged and understand how performance management can improve retention. Paylocity’s new whitepaper identifies new trends in performance discussions and tools. In this whitepaper you will find:
• Where performance management has come from and the direction in which it is heading
• Why today’s trends are essential to employee engagement
• Tips on how to get started on modernizing your performance management processes and systems
7 Important Corporate Training Topics for Success in the Business World.pdfHRMC Matrix
Corporate training topics are very much important things which should be selected very carefully. Corporate training is a vital aspect of any successful business. It helps employees develop the skills and knowledge needed to meet the demands of their job, as well as providing an opportunity for growth and career advancement of the employees.
Is your training paying dividends: employee development, behavioral change, and or better leadership? Smart CEOs realize that organizational success really begins and ends with the employees’ development that supports day-to-day actions that sustain organizational success. Today, due to the Internet and the ability to conduct evaluations, online surveys, multi-rater 360˚ feedback, webinar training, and live streaming, programed learning modules create formats for on-going talent and training development. So many opportunities, so little behavioral change! Why isn’t training working?
Key Elements Of Effective Performance Dialogue - Seetha RaniSeetha Rani KP
Development generally begins with a realization of current or future need and the motivation to do something about it. Organisations of all sizes are now turning to ongoing performance dialogue to tie evaluation and evolution into the entire development of talent on a long-term basis. By fostering this practice within a team, we can avoid surprises and address doubts before they can grow, and recognise and improve performance over time.
The 70:20:10 Model for Learning and Development, a commonly used formula within the training profession, holds that 70 per cent of learning occurs on the job, 20 per cent from exposure to external forums, mentors or others, and 10 per cent in a classroom setting. In today’s context, the key to evolving people, organisations and communication lies in the 70% of hands-on experience, where employees can discover and define their skills in a work environment. It's a two-way ongoing process between employees and the organisation.
1) Recommendations for Improvement Recommends resources and stratMartineMccracken314
1) Recommendations for Improvement: Recommends resources and strategies for supporting a diverse and virtual environment, including technological resources that address employee needs.
Criterion Feedback
4/22/21 - You've discussed using protective wear and providing medical covers for employees but it is unclear how those items can be used for addressing the concerns expressed by virtual employees. What are at least technology resources that can be used for addressing concerns expressed by virtual employees? For example, Zoom is a great tool to use to communicate with virtual workers. Please refer to the project Directions and the Internet.
2) Company Impacts: Discusses how preferred management approaches will support a positive company culture and workplace environment
Criterion Feedback
4/22/21 - How will the recommended approach and strategies support the company culture and impact clients and sales? This response is to be included in the closing paragraph. Please refer to the project Directions.
3) Clearly conveys meaning with correct grammar, sentence structure, and spelling; shows understanding of audience and purpose
Criterion Feedback
4/22/21 - This criteria is reviewed per submission.
4) Lists sources where needed using citation methods with no major errors
Criterion Feedback
4/22/21 - You've listed a resource in your paper. What other resource can be used to support your work? To meet this criterion, list of sources (more than one) is needed (cited and listed in your reference list), as these factors must be in alignment.
MANAGEMENT STYLES 1 Walter Jofre Jr.
MANAGEMENT STYLES 3 Walter Jofre Jr.
MGT-20127-XA125 Management Styles 21DA01
Walter Jofre Jr.
April 20, 2021
SNHU
To: Mr. and Mrs. Montague,
From: Training Coordinator
Date: 16/04/2021
Subject: Recommendation for change of Leadership Style
The current situation in the office is that the employees have lost morale due to the tension-filled working environment. However, recommending the operational approach could best enhance staffing, controlling, and leading the employees even though the approach might fail due to lack of cooperation. It is like the employees are not happy with the current leadership, which will affect their ability to perform as expected. Employing the case approach management recommendation will dearly help address the problems that the former leaders experienced. There is no proper determination of the appropriate depth of the problem in the case management approach. Therefore, the current situation negatively affects the company's performance, which requires adequate management approaches with limited shortcoming. It will only be possible to address the issues after understanding what affects the employees and the necessary changes, thus enabling them to be comfortab ...
1) Recommendations for Improvement Recommends resources and stratAbbyWhyte974
1) Recommendations for Improvement: Recommends resources and strategies for supporting a diverse and virtual environment, including technological resources that address employee needs.
Criterion Feedback
4/22/21 - You've discussed using protective wear and providing medical covers for employees but it is unclear how those items can be used for addressing the concerns expressed by virtual employees. What are at least technology resources that can be used for addressing concerns expressed by virtual employees? For example, Zoom is a great tool to use to communicate with virtual workers. Please refer to the project Directions and the Internet.
2) Company Impacts: Discusses how preferred management approaches will support a positive company culture and workplace environment
Criterion Feedback
4/22/21 - How will the recommended approach and strategies support the company culture and impact clients and sales? This response is to be included in the closing paragraph. Please refer to the project Directions.
3) Clearly conveys meaning with correct grammar, sentence structure, and spelling; shows understanding of audience and purpose
Criterion Feedback
4/22/21 - This criteria is reviewed per submission.
4) Lists sources where needed using citation methods with no major errors
Criterion Feedback
4/22/21 - You've listed a resource in your paper. What other resource can be used to support your work? To meet this criterion, list of sources (more than one) is needed (cited and listed in your reference list), as these factors must be in alignment.
MANAGEMENT STYLES 1 Walter Jofre Jr.
MANAGEMENT STYLES 3 Walter Jofre Jr.
MGT-20127-XA125 Management Styles 21DA01
Walter Jofre Jr.
April 20, 2021
SNHU
To: Mr. and Mrs. Montague,
From: Training Coordinator
Date: 16/04/2021
Subject: Recommendation for change of Leadership Style
The current situation in the office is that the employees have lost morale due to the tension-filled working environment. However, recommending the operational approach could best enhance staffing, controlling, and leading the employees even though the approach might fail due to lack of cooperation. It is like the employees are not happy with the current leadership, which will affect their ability to perform as expected. Employing the case approach management recommendation will dearly help address the problems that the former leaders experienced. There is no proper determination of the appropriate depth of the problem in the case management approach. Therefore, the current situation negatively affects the company's performance, which requires adequate management approaches with limited shortcoming. It will only be possible to address the issues after understanding what affects the employees and the necessary changes, thus enabling them to be comfortab ...
http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/retrieve.do?tabID=T002&resultListType=RESULT_LIST&searchResultsType=SingleTab&searchType=AdvancedSearchForm¤tPosition=7&docId=GALE%7CA55412182&docType=Column&sort=Relevance&contentSegment=&prodId=AONE&contentSet=GALE%7CA55412182&searchId=R6&userGroupName=oran95108&inPS=true
Building leadership skills
Max Messmer
Strategic Finance. 81.1 (July 1999): p10+.
Copyright: COPYRIGHT 1999 Institute of Management Accountants
http://www.imanet.org
Listen
Abstract:
The latest survey by Robert Half International Inc on 150 executives from the largest US firms indicates that they consider leadership skills the most valuable asset in managers. Reality suggests that leadership is both a natural and acquired skill. Actively nurturing leadership skills in promising employees and providing them with opportunities to further their career will benefit all firms. Five practical steps are suggested that will enable firms to help develop leadership skills among their employees.
Full Text:
An assistant controller for a textile manufacturer in the south was asked recently to assume some of the training and development functions for his department. It was a challenging role for two reasons: The firm was in the midst of significant expansion, including opening additional plants and offices in two nearby states, and turnover has been an issue in recent years. Its rapid growth combined with a higher-than-average employee turnover rate elicited concerns that the company wasn't doing enough to actively develop future leaders.
In a recent Robert Half International survey of 150 executives from the nation's largest companies, leadership skills were identified as the most valued asset in managers. Some believe that leaders are born, not made, while others think that leadership is a quantifiable set of skills and ways of thinking that can be taught. Reality lies somewhere in between. While certain people do appear to have innate management capabilities, there are others who possess an identifiable potential that can be nurtured successfully. Actively cultivating leadership skills among promising staff members ensures that employees groomed to lead and manage have an in-depth knowledge of a firm's processes and long-term goals as well as a feel for its corporate culture.
Once leaders are developed, you don't want them to leave. By fostering an environment in which employees are given the means to enhance their management abilities and to continually expand their responsibilities, companies leave room for career growth, a key motivator and retention tool. Let's investigate five practical steps you can take to help develop leadership skills in your department.
1 Provide formal training. No effective leader can function without an in-depth comprehension of how the organization works. Through orientations and training seminars, you can help each employee understand the significance of his or her function in the ...
How do you build a learning academy in Nigeria?
What is a learning academy?
Why do you I need a learning academy?
These are burning questions in the minds of most HR leaders and learning and development experts who wish to create lasting impact across their organisation.
As organisations strive to better themselves and their employees, continuous improvement programmes continue to sprout up across board. Unfortunately, the failures of these programmes far outnumber the successes and improvement rates remain significantly low which brings us back to the initial question of why you need a learning academy in Nigeria.
Most business leaders fail to understand that there’s a need to learn, unlearn and relearn for their businesses to succeed. Thus, continuous improvement requires a commitment to learning.
With this understanding, organisations are now turning towards scalable learning methods that will arm employees with skills for long-term career advancement. These learning interventions are less impactful if they are one-off and unstructured. Therefore, learning and development professionals need to brainstorm and create a holistic learning plan that speaks to the technical and soft skills needed by employees across all levels of the organisation thereby leading to the creation of Learning Academies.
Building a learning academy is the modern way to manage your employees' learning function and run a successful and motivated organisation.
The critical question to ask is; how can your organisation build a world-class learning academy to improve its learning culture and drive its learning and development goals?
In this deck, you’ll learn how your organisation can successfully institute a learning academy to help build and enhance employee skills. You’ll also learn;
• What you stand to gain by having a learning academy
• The most effective steps to create a world-class learning academy
• How you can ensure your learning academy meets its purpose
7 Steps to Create a Competency-Based Training Program | Webinar 02.10.16BizLibrary
In this webinar, you will learn a straightforward seven step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
Nick krest - skills for a successful management careerNickkrest
Effective leaders must master all forms of communication including written, verbal and listening skills. As a team manager you're the line of communication between frontline staff and senior management.
Is your training paying dividends: employee development, behavioral change, and or better leadership? Smart CEOs realize that organizational success really begins and ends with the employees’ development that supports day-to-day actions that sustain organizational success. Today, due to the Internet and the ability to conduct evaluations, online surveys, multi-rater 360˚ feedback, webinar training, and live streaming, programed learning modules create formats for on-going talent and training development. So many opportunities, so little behavioral change! Why isn’t training working?
Key Elements Of Effective Performance Dialogue - Seetha RaniSeetha Rani KP
Development generally begins with a realization of current or future need and the motivation to do something about it. Organisations of all sizes are now turning to ongoing performance dialogue to tie evaluation and evolution into the entire development of talent on a long-term basis. By fostering this practice within a team, we can avoid surprises and address doubts before they can grow, and recognise and improve performance over time.
The 70:20:10 Model for Learning and Development, a commonly used formula within the training profession, holds that 70 per cent of learning occurs on the job, 20 per cent from exposure to external forums, mentors or others, and 10 per cent in a classroom setting. In today’s context, the key to evolving people, organisations and communication lies in the 70% of hands-on experience, where employees can discover and define their skills in a work environment. It's a two-way ongoing process between employees and the organisation.
1) Recommendations for Improvement Recommends resources and stratMartineMccracken314
1) Recommendations for Improvement: Recommends resources and strategies for supporting a diverse and virtual environment, including technological resources that address employee needs.
Criterion Feedback
4/22/21 - You've discussed using protective wear and providing medical covers for employees but it is unclear how those items can be used for addressing the concerns expressed by virtual employees. What are at least technology resources that can be used for addressing concerns expressed by virtual employees? For example, Zoom is a great tool to use to communicate with virtual workers. Please refer to the project Directions and the Internet.
2) Company Impacts: Discusses how preferred management approaches will support a positive company culture and workplace environment
Criterion Feedback
4/22/21 - How will the recommended approach and strategies support the company culture and impact clients and sales? This response is to be included in the closing paragraph. Please refer to the project Directions.
3) Clearly conveys meaning with correct grammar, sentence structure, and spelling; shows understanding of audience and purpose
Criterion Feedback
4/22/21 - This criteria is reviewed per submission.
4) Lists sources where needed using citation methods with no major errors
Criterion Feedback
4/22/21 - You've listed a resource in your paper. What other resource can be used to support your work? To meet this criterion, list of sources (more than one) is needed (cited and listed in your reference list), as these factors must be in alignment.
MANAGEMENT STYLES 1 Walter Jofre Jr.
MANAGEMENT STYLES 3 Walter Jofre Jr.
MGT-20127-XA125 Management Styles 21DA01
Walter Jofre Jr.
April 20, 2021
SNHU
To: Mr. and Mrs. Montague,
From: Training Coordinator
Date: 16/04/2021
Subject: Recommendation for change of Leadership Style
The current situation in the office is that the employees have lost morale due to the tension-filled working environment. However, recommending the operational approach could best enhance staffing, controlling, and leading the employees even though the approach might fail due to lack of cooperation. It is like the employees are not happy with the current leadership, which will affect their ability to perform as expected. Employing the case approach management recommendation will dearly help address the problems that the former leaders experienced. There is no proper determination of the appropriate depth of the problem in the case management approach. Therefore, the current situation negatively affects the company's performance, which requires adequate management approaches with limited shortcoming. It will only be possible to address the issues after understanding what affects the employees and the necessary changes, thus enabling them to be comfortab ...
1) Recommendations for Improvement Recommends resources and stratAbbyWhyte974
1) Recommendations for Improvement: Recommends resources and strategies for supporting a diverse and virtual environment, including technological resources that address employee needs.
Criterion Feedback
4/22/21 - You've discussed using protective wear and providing medical covers for employees but it is unclear how those items can be used for addressing the concerns expressed by virtual employees. What are at least technology resources that can be used for addressing concerns expressed by virtual employees? For example, Zoom is a great tool to use to communicate with virtual workers. Please refer to the project Directions and the Internet.
2) Company Impacts: Discusses how preferred management approaches will support a positive company culture and workplace environment
Criterion Feedback
4/22/21 - How will the recommended approach and strategies support the company culture and impact clients and sales? This response is to be included in the closing paragraph. Please refer to the project Directions.
3) Clearly conveys meaning with correct grammar, sentence structure, and spelling; shows understanding of audience and purpose
Criterion Feedback
4/22/21 - This criteria is reviewed per submission.
4) Lists sources where needed using citation methods with no major errors
Criterion Feedback
4/22/21 - You've listed a resource in your paper. What other resource can be used to support your work? To meet this criterion, list of sources (more than one) is needed (cited and listed in your reference list), as these factors must be in alignment.
MANAGEMENT STYLES 1 Walter Jofre Jr.
MANAGEMENT STYLES 3 Walter Jofre Jr.
MGT-20127-XA125 Management Styles 21DA01
Walter Jofre Jr.
April 20, 2021
SNHU
To: Mr. and Mrs. Montague,
From: Training Coordinator
Date: 16/04/2021
Subject: Recommendation for change of Leadership Style
The current situation in the office is that the employees have lost morale due to the tension-filled working environment. However, recommending the operational approach could best enhance staffing, controlling, and leading the employees even though the approach might fail due to lack of cooperation. It is like the employees are not happy with the current leadership, which will affect their ability to perform as expected. Employing the case approach management recommendation will dearly help address the problems that the former leaders experienced. There is no proper determination of the appropriate depth of the problem in the case management approach. Therefore, the current situation negatively affects the company's performance, which requires adequate management approaches with limited shortcoming. It will only be possible to address the issues after understanding what affects the employees and the necessary changes, thus enabling them to be comfortab ...
http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/retrieve.do?tabID=T002&resultListType=RESULT_LIST&searchResultsType=SingleTab&searchType=AdvancedSearchForm¤tPosition=7&docId=GALE%7CA55412182&docType=Column&sort=Relevance&contentSegment=&prodId=AONE&contentSet=GALE%7CA55412182&searchId=R6&userGroupName=oran95108&inPS=true
Building leadership skills
Max Messmer
Strategic Finance. 81.1 (July 1999): p10+.
Copyright: COPYRIGHT 1999 Institute of Management Accountants
http://www.imanet.org
Listen
Abstract:
The latest survey by Robert Half International Inc on 150 executives from the largest US firms indicates that they consider leadership skills the most valuable asset in managers. Reality suggests that leadership is both a natural and acquired skill. Actively nurturing leadership skills in promising employees and providing them with opportunities to further their career will benefit all firms. Five practical steps are suggested that will enable firms to help develop leadership skills among their employees.
Full Text:
An assistant controller for a textile manufacturer in the south was asked recently to assume some of the training and development functions for his department. It was a challenging role for two reasons: The firm was in the midst of significant expansion, including opening additional plants and offices in two nearby states, and turnover has been an issue in recent years. Its rapid growth combined with a higher-than-average employee turnover rate elicited concerns that the company wasn't doing enough to actively develop future leaders.
In a recent Robert Half International survey of 150 executives from the nation's largest companies, leadership skills were identified as the most valued asset in managers. Some believe that leaders are born, not made, while others think that leadership is a quantifiable set of skills and ways of thinking that can be taught. Reality lies somewhere in between. While certain people do appear to have innate management capabilities, there are others who possess an identifiable potential that can be nurtured successfully. Actively cultivating leadership skills among promising staff members ensures that employees groomed to lead and manage have an in-depth knowledge of a firm's processes and long-term goals as well as a feel for its corporate culture.
Once leaders are developed, you don't want them to leave. By fostering an environment in which employees are given the means to enhance their management abilities and to continually expand their responsibilities, companies leave room for career growth, a key motivator and retention tool. Let's investigate five practical steps you can take to help develop leadership skills in your department.
1 Provide formal training. No effective leader can function without an in-depth comprehension of how the organization works. Through orientations and training seminars, you can help each employee understand the significance of his or her function in the ...
How do you build a learning academy in Nigeria?
What is a learning academy?
Why do you I need a learning academy?
These are burning questions in the minds of most HR leaders and learning and development experts who wish to create lasting impact across their organisation.
As organisations strive to better themselves and their employees, continuous improvement programmes continue to sprout up across board. Unfortunately, the failures of these programmes far outnumber the successes and improvement rates remain significantly low which brings us back to the initial question of why you need a learning academy in Nigeria.
Most business leaders fail to understand that there’s a need to learn, unlearn and relearn for their businesses to succeed. Thus, continuous improvement requires a commitment to learning.
With this understanding, organisations are now turning towards scalable learning methods that will arm employees with skills for long-term career advancement. These learning interventions are less impactful if they are one-off and unstructured. Therefore, learning and development professionals need to brainstorm and create a holistic learning plan that speaks to the technical and soft skills needed by employees across all levels of the organisation thereby leading to the creation of Learning Academies.
Building a learning academy is the modern way to manage your employees' learning function and run a successful and motivated organisation.
The critical question to ask is; how can your organisation build a world-class learning academy to improve its learning culture and drive its learning and development goals?
In this deck, you’ll learn how your organisation can successfully institute a learning academy to help build and enhance employee skills. You’ll also learn;
• What you stand to gain by having a learning academy
• The most effective steps to create a world-class learning academy
• How you can ensure your learning academy meets its purpose
7 Steps to Create a Competency-Based Training Program | Webinar 02.10.16BizLibrary
In this webinar, you will learn a straightforward seven step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
Nick krest - skills for a successful management careerNickkrest
Effective leaders must master all forms of communication including written, verbal and listening skills. As a team manager you're the line of communication between frontline staff and senior management.
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
3. Creative thinking, self-
efficacy, agile management
and emotional intelligence
are key skills, but are they
enough? Read on to find out
more about the 20 must-have
soft skills for managers.
Times have changed and companies
have changed with them. Digital
technology has revolutionized the
workplace, while staff behavior
and expectations have completely
transformed. In modern workplaces,
responsiveness and agility are as
important as staff well-being and
work-life balance.
Besides the mastering of technical
skills, how can you create ideal
working conditions and strike the
perfect balance between employee
satisfaction and company success?
Simply by training your managers.
This way, they will learn how to
cultivate each staff member’s unique
character to foster well-being in the
workplace and drive performance.
Managers who develop critical soft
skills are more decisive, responsive
and flexible, adapting easily to
the needs and expectations of
modern businesses. The benefits?
More engaged staff who feel free
to express their creativity and
inventiveness, and teams that
truly work as one unit. Employee
satisfaction is the best way to drive
individual efficiency and company
performance.
4. PART 1:
Personal Development
and Self-Surpassing
Foster the creative potential
of teams
Communicate with impact and
effectiveness
Promote intrapreneurship
Use the design thinking method
Manage time effectively
Make efficiency a daily practice
5. Foster the
creative
potential of
teams
Communicate
with impact and
effectiveness
Encourage
and foster free
thought
Find creative
solutions
Reward more
intuitive and
less rational
intelligence
Understand
the key
principles of
communication
Maximize the
impact of
messages
Captivate an
audience
Engage in
effective remote
communication
Demonstrate
empathy
Resolve
conflicts
Imagine
new ideas
To inspire their teams, managers have to be able to cultivate their
creative potential. By allowing each employee to express their
innovative ideas and creativity, managers will build motivated,
dedicated, and productive teams. Companies will become more
dynamic and competitive in their markets and be more appealing
to present and future new talent.
Anticipating communication problems while creating a pleasant and
effective work environment within a team is a tall order. The key to
individual and collective performance within a company is being able
to develop interpersonal skills, communicate better internally, and relay
information clearly. This will enable the management of all types of
situations—even the trickiest of problems. In today’s connected world, the
way a company communicates with its customers, providers, and most of
all its employees is extremely important. If done badly, it can be the source
of many conflicts.
PERSONAL
DEVELOPMENT
PERSONAL
DEVELOPMENT
Key skills for success Key skills for success
6. Promote
intrapreneurship
Use the
design thinking
method
Position oneself as
an intrapreneur
Implement the
stages leading to
innovation
Build and sell a
project in-house and
mobilize resources
What if intrapreneurship could meet the challenges of tomorrow?
Giving employees the possibility to run projects independently not only
boosts innovation, but also builds employee recognition and increases
motivation within the entire company. The company’s brand image will
also gain recognition: a startup mindset guaranteed!
Initially used by designers, design thinking provides agility and has
proven its worth in major CAC 40 companies. This method speeds
up problem-solving and promotes collaboration and agility within
teams by breaking down siloed processes. It opens the door for
companies to be more innovative and willing to find original and
creative solutions to complex questions.
PERSONAL
DEVELOPMENT
PERSONAL
DEVELOPMENT
Understand the
major phases of
design thinking
Implement
effective
solutions
Consider
collective needs
Resolve
complex
problems
Key skills for success Key skills for success
7. Manage time
effectively
Make
efficiency
a daily practice
That goes without saying, and yet... As a foundation for company
efficiency and productivity, time management is essential for
managers and their teams. Against a flexible, mobile backdrop,
the idea is to learn how to prioritize tasks, differentiate between
urgent and important, and maintain a good work-life balance.
The company’s aim is to reduce stress among its workforce so
employees become more efficient and committed to their tasks.
Digital technology has turned working methods upside down: time
management and organization must also be revamped. Managers
set and measure team organization, the distribution of tasks, and
employee efficiency. As such, they play an essential role in improving
employee commitment and boosting energy and productivity.
PERSONAL
DEVELOPMENT
PERSONAL
DEVELOPMENT
Define
priorities
Manage
employee
stress
Prioritize and
plan activities
Manage and plan
team tasks
Optimize time
management
Effective time
management
Respond
effectively to
external requests
Maximize energy
levels
Maintain
personal
balance
Effectively
communicate
by email
Successful
public speaking
Key skills for success Key skills for success
8. PART 2:
Coaching, Teamwork,
and Management 3.0
Learn how to coach teams and
individuals
Apply Management 3.0
Boost team performance
Learn how to conduct
an employee appraisal
Effective management
of remote teams
Be a good manager
9. Learn how to
coach teams and
individuals
Apply
Management 3.0
In a changing work environment, managers must be able to keep
their teams motivated. To do this, they must build more human
relationships: say goodbye to the department head and hello to the
sports coach! Acting as a real coach, the managers of tomorrow will
promote teamwork and encourage their employees to progress,
increasing their productivity, day after day.
Management 3.0 makes agile methods more accessible and favors full
employee mobilization. This new practice stimulates the overall role of
management in companies through listening skills and collaboration.
The hierarchical relationship evolves to leave room for teamwork and
the development of each employee’s skillset. The benefits are soon
visible: modern managers let creativity flow and optimize collaboration
within their teams, resulting in automatically increased productivity.
COACHING &
TEAMWORK
COACHING &
TEAMWORK
Understand the
challenges of
coaching
Implement the
principles of
Management 3.0
Know how to
observe and
listen
Learn how to get
employees and
partners involved
Improve behaviors
with constructive
feedback
Improve team
collaboration
Encourage
teams to
progress
Give
constructive
feedback
Help teams to
make changes
Encourage teams
to learn from their
successes and
setbacks
Key skills for success Key skills for success
10. Boost team
performance
Learn how
to conduct
an employee
appraisal
“If you want to go fast, go alone. If you want to go far, go together.”
Effective teamwork enhances performance, creativity and efficiency.
As a result, teams are more constructive in the way they exchange
ideas. This creates a work environment that encourages performance
and collective efficiency. Strive for collective intelligence.
To turn this essential meeting between managers and employees into
constructive dialogue, you need to know how to effectively conduct
an employee appraisal. Best practices (like good listening skills and
empathy) and specific methods will ensure effective, constructive and
operational appraisals. For companies, these opportunities for dialogue
are an important time for measuring employee commitment against
the company’s overall objectives. They are also a way to prepare for the
future.
Key skills for success Key skills for success
COACHING &
TEAMWORK
COACHING &
TEAMWORK
Understand
the challenges
of a yearly
performance
Conduct an
appraisal
properly
Define the right
objectives
Know how
to listen and
rephrase
React in
the face of
conflict
Self-evaluate
Identify the main
characteristics of a
successful team
Adapt
management
style based on
each team’s
profile
Drive teams
towards
performance
Identify the
different stages in
the life of a team
11. Effective
management
of remote teams
Be a good
manager
Managing a team remotely allows you to concentrate each
individual’s efforts on a shared project. With this type of management,
it is important to know how to unite a geographically dispersed team,
and effectively integrate the employees into a remote structure. This
challenge is even more relevant today as companies are working in
increasingly globalized and multicultural settings.
A good manager drives teams towards progress and is responsible
for their performance and well-being. Effective tools and methods for
training managers will enable them to find their place in the company
and become a guarantor of their teams’ productivity.
COACHING &
TEAMWORK
COACHING &
TEAMWORK
Select profiles
suitable for
remote work
Build a
remote team
Communicate and
maintain effective
contact remotely
Lead a remote
team
Provide the
necessary motivation
and support to
remote teams
Practice basic
managerial skills
Adapt to new roles
and responsibilities
as quickly as
possible
Lay the foundations
of performance for
new teams
Key skills for success Key skills for success
12. Be customer-
oriented
Modern companies must be able to adapt to new expectations:
immediacy, transparency, and proximity. The priority? Giving
everyone a suitable and personalized response. Regardless of the
type of request or question, companies must have an answer. Being
customer-oriented also means customers are guaranteed to have
quality service and a unique experience. This committed stance
creates true customer and brand loyalty.
COACHING &
TEAMWORK
Anticipate and
surpass customer
expectations
Create and train a
customer service
team
Successfully
manage customer
dissatisfaction
Provide a
consistent quality
experience
Key skills for success
13. PART 3:
Talent Management
and Team Involvement
Optimize talent management
Increase team motivation and
participation
Attract and hold on to talent
Develop a team of learners
14. Optimize talent
management
Increase team
motivation and
participation
Knowing how to manage talent inside a company allows for the
creation of a virtuous model guaranteeing long-term employee
satisfaction. Adept managers should be able to leverage the
potential of their teams, boosting profitability and prioritizing the
company’s shared objectives.
To maintain a high level of productivity within the company, managers
must leverage tools and best practices to keep team motivation high
and encourage participation. By bringing together all the conditions for
a stimulating work environment, good managers know how to instill a
dynamic atmosphere within their teams. As a result, your teams will be
more motivated and involved—and more productive!
TALENT MANAGEMENT &
TEAM INVOLVEMENT
TALENT MANAGEMENT &
TEAM INVOLVEMENT
Motivate
employees in
the short and
long term
Understand the
mechanisms of
motivation
Organize tasks
with enhanced
performance in
mind
Create a
stimulating work
environment
Develop in-
house talent or
successfully
recruit talent
Pinpoint actions to
(re)motivate teams
Encourage leadership
opportunities for all
employees
Create and
motivate leaders
Create a virtuous
circle within the
company
Know how to
motivate remotely
Key skills for success Key skills for success
15. Attract and hold
on to talent
Develop a team
of learners
To maintain a company’s level of productivity and performance, you
need to invest in human resources. To build a talent pool, companies
need to identify the right profiles, attract new talent, and, above all,
hold on to it by offering ideal working conditions. Managers who
know how to be a cheerleader for the company and win employee
loyalty will be in an excellent position to create productive, happy,
and motivated teams.
To deal with complex, constantly progressing environments, companies
must encourage continuous learning and development of new skills.
An environment of ongoing learning is a competitive advantage to a
company that wants to remain innovative and agile. Learning is also a
way for employees to engage in personal growth: managers can set up
a collaborative learning system in which each employee shares and is
appreciated for their knowledge. There’s no better way to get teams on
board.
Become an
advocate
for ongoing
learning
Offer a nurturing
environment
Make learning
sustainable
Pinpoint the
skills to be
developed
Use digital resources
to facilitate learning
Understand and
improve employee
potential
Recruit the right
people
Know how
to retain and
motivate talent,
and gain loyalty
Identify talent
suited to the
company
Key skills for success Key skills for success
TALENT MANAGEMENT &
TEAM INVOLVEMENT
TALENT MANAGEMENT &
TEAM INVOLVEMENT
17. Use
emotions
Foster
well-being in
the workplace
To strengthen interactions, companies today must make room for
empathy. When employees feel supported and know how to manage
their emotions, they are capable of building more solid relationships with
their co-workers. One benefit is that they will be able to resolve conflicts
more effectively. Managers will also lead stronger teams, which will have
a positive impact on the company’s productivity.
Creating favorable conditions and a positive atmosphere at work should
be a priority for modern companies. Employees who have a sense of
fulfillment will feel more confident to give their best at work. Managers
must be able to recognize and analyze the signs of a healthy team,
and prevent employee unhappiness. This climate of confidence will
reduce burnout and sick days, and companies will benefit from stable,
motivated teams working to their full potential.
EMPATHY, EMOTIONS,
AND WELL-BEING
EMPATHY, EMOTIONS,
AND WELL-BEING
Understand
the notions of
happiness and
well-being at
work and their
challenges
Learn how to
create a favorable
atmosphere
Know how to react
when faced with
unhappiness
Prevent risk of
burnout
Encourage positive
collaboration and
exchange
Identify needs and
emotions to stimulate
productivity
Ensure everyone
feels comfortable
contributing to group
decisions
Use self-empathy
to make better
decisions
Improve
communication
skills using empathy
Know how to
give constructive
feedback
Empower teams
by defining their
DNA
Key skills for success Key skills for success
18. Stimulate
teamwork
To improve its collective performance and keep its competitive edge,
a modern company must encourage employees to communicate and
collaborate through teamwork. All employees need to feel that they can
express their ideas, showcase their skills and demonstrate their specific
know-how to the benefit of the company. By encouraging teamwork,
companies will boost collaboration, thereby improving performance
and profitability.
EMPATHY, EMOTIONS,
AND WELL-BEING
Promote a
shared vision
Manage
conflicts
Develop remote
collaboration
networks
Encourage
intergenerational
collaboration
Key skills for success
19. CONCLUSION:
Start out on the path to
performance with the right
training program, and give
your managers the key
skills they need now and
in the future.
Discover how to
respond to these needs
Adapt or fade away.
As a CPD professional and business partner, you dedicate each work day to
preparing your staff for the changes happening in your company.
Staff behaviors and expectations have evolved. So too have the training
methods used to meet growing demands: digital technology has opened up
training to everyone, whenever they want it.
At CrossKnowledge, we focus on helping professionals develop
management and leadership skills. We know that these are the skills that
help companies stand out and adapt more quickly to changing markets. A
pioneer in the eLearning sector, we leverage over 20 years of unparalleled
experience combined with extensive learner feedback to create the most
effective programs for happier staff and better-performing companies.
