This seminar helps those newly promoted to supervisor roles successfully make the transition. It covers how to communicate effectively in the new role, build trust with subordinates, develop personal management skills, motivate employees, and handle difficult situations like discipline, hiring, and firing. The training provides strategies for managing existing coworkers who now report to you, managing teams, focusing on breadth over depth of knowledge, and managing increased workload and responsibility in the new role.
Mortgage Originator Jimmy Vercellino, specializing in VA loans, helps veterans use their VA loan benefit to their greatest advantage. For more details call us at 480-351-5904 or visit our site http://www.valoansforvets.com/
The views expressed here are those of the individual author and do not necessarily represent those of First Choice Bank (NMLS #: 177877) and First Choice Loan Services Inc. (NMLS #: 210764), 7600 E. Doubletree Ranch Road, Scottsdale AZ 85258. Equal Housing Lender. www.fcloans.com/disclaimer/
www.fcbhomeloans.com/privacy
7600 E. Doubletree Ranch Road #200
Scottsdale, AZ 85258
Phone: (480) 351-5904
Email: jimmyv@fcbmtg.com
http://www.valoansforvets.com
http://google.com/+valoansforvets
http://facebook.com/valoansforvets
Cover Letter that tells employers a bit more about who I am and what I am about. It illustrates my professionalism and allows potential employers to gain more insight into the type person they would be hiring.
Mortgage Originator Jimmy Vercellino, specializing in VA loans, helps veterans use their VA loan benefit to their greatest advantage. For more details call us at 480-351-5904 or visit our site http://www.valoansforvets.com/
The views expressed here are those of the individual author and do not necessarily represent those of First Choice Bank (NMLS #: 177877) and First Choice Loan Services Inc. (NMLS #: 210764), 7600 E. Doubletree Ranch Road, Scottsdale AZ 85258. Equal Housing Lender. www.fcloans.com/disclaimer/
www.fcbhomeloans.com/privacy
7600 E. Doubletree Ranch Road #200
Scottsdale, AZ 85258
Phone: (480) 351-5904
Email: jimmyv@fcbmtg.com
http://www.valoansforvets.com
http://google.com/+valoansforvets
http://facebook.com/valoansforvets
Cover Letter that tells employers a bit more about who I am and what I am about. It illustrates my professionalism and allows potential employers to gain more insight into the type person they would be hiring.
Presentation given at the Minnesota PRSA Student Leadership Retreat on September 26, 2009. Content focuses on the key skills PRSSA leaders need to effectively run student agencies with special emphasis on managing peers.
The day after you retire, who are you? No status, no
job title, no easy answer to the question “What do you
do?” It’s a sudden seismic shift and brings new risks
and vulnerabilities to your life.
This is as true for those looking forward to the next stage, as much as for those who dread it. And for most of us, both are true; we all know friends who have retired well, but others who have not.
But retirement shouldn’t be an ending or even a cliff edge. It should be an open door – one you can walk through with confidence and pride.
Our retirement programme runs over a period of 12 – 18 months providing a positive platform to discuss and manage retirement. The programme will enable both you and your business to flourish rather than flounder through the retirement process.
Mitarbeiter sollten im Mittelpunkt stehen und als Life Cycle betrachtet werden, vom Employer Branding, Recruiting bis zum Zeitpunkt an dem der Mitarbeiter das Unternehmen verlässt und darüber hinaus. Im Gegensatz dazu wird heute leider der Mitarbeiter in seiner Funktion und nur in der Interaktion mit unterschiedlichen Funktionen des Unternehmens gesehen.
“MBA is more than just an educational course; it is a career-enhancing 360 degree program which, if pursued diligently, can be a life-changing event. The learnings of the program have a huge impact of one’s life and career.” says Prof. Dr Uday Salunkhe, Group Director, Welingkar Institute of Management Development and Research.
Congratulations on your new mentoring relationship! Mentoring rewards can be enormous but it does take effort and of course, preparation. There’s plenty of advice out there how to be a good mentor and much of it is solid. However, we’re excited about providing you with tips you can start putting into action today.
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.
Who is Human Capital Management Institute and Sonya SullinsSonya Sullins
Whether you are an organization seeking to motivate and retain your top talent and create fiercely loyal, devoted customers...
Or you are a professional seeking the motivation and inspiration to further develop your Leadership, Communication and Interpersonal skills...
We will help you achieve your goals!
Presentation given at the Minnesota PRSA Student Leadership Retreat on September 26, 2009. Content focuses on the key skills PRSSA leaders need to effectively run student agencies with special emphasis on managing peers.
The day after you retire, who are you? No status, no
job title, no easy answer to the question “What do you
do?” It’s a sudden seismic shift and brings new risks
and vulnerabilities to your life.
This is as true for those looking forward to the next stage, as much as for those who dread it. And for most of us, both are true; we all know friends who have retired well, but others who have not.
But retirement shouldn’t be an ending or even a cliff edge. It should be an open door – one you can walk through with confidence and pride.
Our retirement programme runs over a period of 12 – 18 months providing a positive platform to discuss and manage retirement. The programme will enable both you and your business to flourish rather than flounder through the retirement process.
Mitarbeiter sollten im Mittelpunkt stehen und als Life Cycle betrachtet werden, vom Employer Branding, Recruiting bis zum Zeitpunkt an dem der Mitarbeiter das Unternehmen verlässt und darüber hinaus. Im Gegensatz dazu wird heute leider der Mitarbeiter in seiner Funktion und nur in der Interaktion mit unterschiedlichen Funktionen des Unternehmens gesehen.
“MBA is more than just an educational course; it is a career-enhancing 360 degree program which, if pursued diligently, can be a life-changing event. The learnings of the program have a huge impact of one’s life and career.” says Prof. Dr Uday Salunkhe, Group Director, Welingkar Institute of Management Development and Research.
Congratulations on your new mentoring relationship! Mentoring rewards can be enormous but it does take effort and of course, preparation. There’s plenty of advice out there how to be a good mentor and much of it is solid. However, we’re excited about providing you with tips you can start putting into action today.
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.
Who is Human Capital Management Institute and Sonya SullinsSonya Sullins
Whether you are an organization seeking to motivate and retain your top talent and create fiercely loyal, devoted customers...
Or you are a professional seeking the motivation and inspiration to further develop your Leadership, Communication and Interpersonal skills...
We will help you achieve your goals!
Who is Human Capital Management Institute and Sonya Sullins?eSonya Sullins
Whether you are an organization seeking to motivate and retain your top talent and create fiercely loyal, devoted customers...
Or you are a professional seeking the motivation and inspiration to further develop your Leadership, Communication and Interpersonal skills...
We will help you achieve your goals!
I am sharing a PowerPoint I developed 20 years ago to coach and train all levels of Management. Through the years I have made changes to offer Managers a better understanding of what employees in the workforce look for from their Leadership. I hope you enjoy it.
10 Tips to Overcome the Training Usage Dip | Webinar 01.08.15BizLibrary
How do you boost your learning program participation? In this webinar we’ll share ten marketing techniques to communicate the benefit of your training program and increase usage and adoption.
www.bizlibrary.com
Leadership StylesJust as leaders can be found in many places.docxsmile790243
Leadership Styles
Just as leaders can be found in many places in a business, there are many ways to
be a leader— different styles and approaches. The six leadership styles discussed
below are one way to look at leadership styles. Each of these styles sends a clear
message to the team about how the leader and the team interact. Some leaders
adopt one of these styles and use it every time they lead. But more effective
leaders master most or all of these styles, evaluate the team and goals at hand, and
choose the most appropriate style for the given situation.
A pacesetting leader says to the team, “Do as I do, now.”
The pacesetting leader is a high performer himself, and expects his team to
perform with excellence and speed. The leader models the desired behaviors and
expects the team to mirror it. This style works well with a highly skilled and
motivated team. It can create problems when a team gets overwhelmed, or when
more creativity is appropriate.
A visionary leader says to the team, “Come with me.”
The visionary leader sets out a common vision and goal for the team, and invites
each individual team member to find his or her way to achieve the necessary tasks.
This style works well when a new vision is appropriate and when there is latitude
in how a goal may be attained. It can be counter-productive when the group knows
more than the leader.
An affiliative leader says to the team, “People come first.”
Focuses first on the team and its emotional needs and the emotional health of the
team as a whole. This is an appropriate style in times of stress, when a team needs
some extra TLC. This style may not be appropriate when there are many pressing
deadlines for a project.
A coaching leader says to the team, “Try this.”
The coaching leader is focused on the team’s professional development and offers
team members opportunities to work on developing new skills or improving
weaknesses. This style works well when a leader is proficient at many things and
can truly help team members improve in various ways. When people are unwilling
to learn, this style may not be a good use of time and resources.
A coercive leader says to the team, “Do what I tell you.”
The coercive leader gives rigid instructions and requires total compliance. This can
be appropriate when there is an emergency, an extremely short time frame, or some
other unusual circumstances. This style should be used sparingly because it tends
to make people feel less valuable or important and often causes tension.
A democratic leader says to the team, “What do you think?”
A democratic leader encourages the participation of every team member and uses
consensus-based decision-making to make sure every person is on board. This is a
great method when the leader has a strong team and their buy-in is important to the
great method when the leader has a strong team and their buy-in is important to the
goal. It won’t work as well when there is an emergency or the team doesn’t have
enough ...
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
Vital Ingredients in Employee RecruitmentHL Lesbrown
There are pivotal tips to follow when putting together a team for excellent results. Not everyone can be part of an award winning team.
Reproduced here with permission from Gb Adolph Obasogie.
Sink or Swim? Supporting the Transition to New Manager | Webinar BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around? This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies. Topics we'll discuss:
Change Management
Leadership
Communication
Coaching
Collaboration
Supervision
Similar to 28 making the transition_1405995956f (20)
Sink or Swim? Supporting the Transition to New Manager | Webinar
28 making the transition_1405995956f
1. Making the Transition from Staff to Supervisor
Date : Sep 10, 2014 - 09:00 AM - 04:00 PM
Event URL : http://www.bostoneventslist.com/events/making_the_transition_1405995956
Link to Website : http://www.findaseminar.com/event1.asp?
eventID=8037&venueID=967757&Category=0&gobutton.x=49&gobutton.y=10
Organizer : CareerTrack Seminars
Venue :
Location : HOLIDAY INN & CONFERENCE CTR 700 MYLES STANDISH BLVD.
TAUNTON MA US
Ticket Price: $199
Making the Transition from Staff to Supervisor - Supervisor / Management Seminar
Have you recently been promoted to a new position as a manager or supervisor?
Moving into a position of authority means meeting new challenges, taking on new responsibilities, and mastering
new skills. It also puts you in line for greater rewards at work — including positive recognition from peers and higher-
ups, increased job satisfaction, and better benefits. That’s all well and good, but as a new supervisor, you may feel
overwhelmed by all your new responsibilities, anxious about the transition, and stressed out about moving from
"coworker" to "boss."
You may worry about the way others will react to your new supervisor status ... have concerns about keeping up
with a tougher workload ... and wonder how to handle the new tasks you will be faced with: hiring, disciplinary action,
even firing.
Training to ease the transition ...
This supervisory training was specifically designed to address the needs of anyone who is new to managing others.
What you learn here will arm you with a powerful new set of skills, strategies, and techniques for dealing with the
issues you will encounter as you take on your new position and move forward in your career.
You will find out how to relate well to former peers who are now your subordinates, and you’ll learn the
communication skills that will help you handle these changing relationships in a way that’s comfortable for everyone.
You’ll discover secrets for motivating and encouraging people to do their "personal best" for you, and find out how to
discipline firmly and fairly, without creating resentment. This supervisory training will not only show you how to
positively influence the behavior of your employees, but also reveal ways to handle negative forces such as gossip,
rumors, and poor attitudes.
www.bostoneventslist.com
2. ... and put you on course for success!
You'll learn ...
How to communicate more effectively as a new supervisor
When to be flexible, and when to stand firm
5 steps for building trust and gaining respect
How to develop your own personal management style
Strategies for motivating others to achieve results
The truth about discipline — how to handle uncomfortable situations
What every new supervisor and manager should know about hiring and firing
Time management skills that really work
And much, much more!
Making the Transition from Staff to Supervisor — Seminar Overview
Managing your new employees ...
Ways to transition from coworker to authority figure without seeming domineering or "bossy"
How to deal with the person who wanted the job you just got
Strategies for managing people who have more experience than you do
How to thrive when your success is based on the accomplishments of your team, not your individual work
Why you must honestly assess your own behavioral and communication styles — and modify them if
necessary
The key differences between communicating up and down the corporate ladder
Critical listening skills every successful supervisor must master
5 steps for building trust and gaining respect — even among less-than-cooperative employees
Tips and tools for managing the people you inherited
Essential skills for building your own "dream team"
Delegation: why it’s not your chance to give others the jobs you don’t like
How to set positive examples without seeming saintly
The secret of success: achieving results through others
What your employees want from you — and what you can give them
The art of appreciation — when, where, and how to praise
How to recognize and motivate underachievers
The right way to discipline
From buddy to boss — can we still be friends?
Managing yourself ...
What do you do now? (The skills that got you here won’t necessarily keep you here)
How to identify and eliminate your own personal roadblocks to success
4 of the most common pitfalls in the transition to management
The language of supervision — performing a SWOT analysis
Ways to change your focus from "depth of knowledge" to "breadth of understanding"
How to manage others successfully when you’re in the dual role of worker and supervisor
www.bostoneventslist.com
3. Hiring and firing: what every new supervisor must know about these hot-button topics
More work, responsibility, and pressure — how to stay on top of everything without losing your cool
Tips that keep meetings on time, on track, and on target (it isn’t hard if you follow our guidelines!)
How to develop your own personal plan for professional growth — and stick to it for the long term
Seminar Time:
Seminar Check-In 8:30 AM Seminar Class Time: 9:00 AM - 4:00 PM
Credits:
This course qualifies for 6 Intermediate Communication CPE credits. Certificates will be available 10 days after your
event has ended.
Seminar Summary:
Successfully adjust to the changing expectations of your boss, peers, and subordinates (see full course description)
Event Categories : Conference/Training,
www.bostoneventslist.com