Leadership and Management Courses Directory
The Benefits of Management Training
- Do your organization’s leaders know how to engage a team?
- Do they have a vision others embrace?
- Are they able to help their direct reports define and achieve their professional goals?
- Do they get their work done without appearing frazzled, aggressive, or overwhelmed?
Yes? no? maybe? Skilled supervisors and managers can do all of those things. They lead and manage in such a way that those they supervise are fully engaged at work and drive the business forward.
While some people in charge are born with a natural ability to inspire and drive others to perform, the vast majority of successful managers have had some help along the way in the form of management training and leadership development.
About Our Management Training Programs
Whether you have a group of new supervisors or an experienced team that needs some skills sharpening, our management training courses, workshops, seminars, and multi-session programs can provide your people with opportunities to learn and practice a range of skills: defining boundaries, setting goals, holding people accountable, coaching, counseling, speaking in public, thinking critically and creatively, managing time, building a team, hiring, and planning for the future.
Our Workshop Facilitators
Our course facilitators have had decades of experience supervising and managing others. Many are published authors who have written extensively on various management and leadership topics.
Our Interactive Approach to Training
Our approach to training is practical and highly interactive. We believe in learning by doing, and for that reason, we will never send you an inexperienced instructor or a facilitator armed only with a canned PowerPoint presentation or video.
The chart below lists our existing leadership and management courses and the length of each. Following the table, you will find short descriptions of the programs and links to the workshop outlines.
Our classes can be delivered as described in the seminar overviews or tailored to address issues that are of particular importance to your group. Depending on the existing skill level of your group, we may suggest one program over another once we have an understanding of your goals and objectives.
Don’t have time to sort through all of the options? Please get in touch, and we can help you choose. If our existing library won’t meet your needs, we can talk about tailoring or full customization. We look forward to learning more about your team and your goals for them.
- H – Half-Day Onsite Training Course
- F – Full-Day Onsite Training Course
- M – Multi-Day Onsite Training Course
This essential management skills course comprises four half-day workshops. The program covers four topic areas: making the transition from independent contributor to management; encouraging ownership, delegating, and holding people accountable; leveraging communicating, coaching, and developing people; and addressing performance problems and managing during times of change or uncertainty. While designed as a series, each half day also works as a stand-alone workshop, and completion of one session is not a prerequisite for participation in another. This program is ideal for organizations that wish to offer a basic management development program on an ongoing basis that people can join at any point during the course.
This dynamic six-month leadership development program is designed for intact cohorts. The course addresses issues of central importance to leaders: what strong leaders do, how to articulate purpose, establish targets, and hold people accountable for their work, coaching skills and employee development, strategic planning and innovation, and communication skills.
Give your supervisors the jumpstart they need with this onsite management training course. Topics covered include the supervisor’s role, a skills assessment, self-sabotaging behaviors, accountability, delegation, questioning skills, reflective listening, employee motivation, feedback, difficult behavior, and conflict management. This workshop can be taught in both full-day and multi-day formats. The difference between these options is the depth in which we explore topics and the number of experiential activities included in the program.
Focused on helping people become better managers, this survey course covers such topics as communication skills, communication styles, goal setting, giving effective performance feedback, and coaching. During this interactive workshop, participants will have ample opportunity to practice the skills featured in this training course and work on a plan to address any real-time concerns they have regarding their direct reports.
If accountability doesn’t exist, engagement and buy-in usually suffer. This half-day workshop takes a deep dive into issues around employee accountability and actions successful managers take to get the best from their direct reports. During this program, participants will learn what to delegate and how, why good performance does or doesn’t happen, how to address shortcomings, and essential coaching skills for building trust and encouraging ownership.
Few people can get everything done by themselves. For that reason, knowing how to delegate is an essential workplace skill. This course explores the ins and outs of effective delegation and tactics for assigning the right tasks to the right people. Through a range of exercises and activities, during this interactive workshop participants will explore such topics as letting go, generating buy-in, communicating authority, monitoring tasks, using questions to coach, and monitoring delegated tasks.
Feedback is about guiding people to do their best work. This course explores the ins and outs of employee feedback and best practices for establishing a productive dialogue between managers and employees. During this workshop, participants will learn how to leverage both formal and informal feedback to increase employee engagement. Those participating in the program will also find out how to fit feedback into their daily routines, how to set expectations early in the process, how to manage negative reactions to feedback, and what to do when feedback about inappropriate behavior does not result in change.
This management skills series is specifically designed for people who manage in manufacturing and production environments. The four-session program addresses communication and engagement; planning and time management; coaching, counseling, and mentoring; and conflict resolution and team building.
One of the fastest and most cost-effective ways to develop a workforce is through a well-run mentoring program. This workshop shares best practices for putting a strong structure in place. It also addresses the benefits of mentoring, the roles and responsibilities of mentors and protégés, and guidelines for holding mentoring meetings. During this course, mentors will complete a template in preparation for their first mentoring meeting and familiarize themselves with a framework for holding subsequent meetings. Additionally, this program explores troubleshooting strategies and ideas for handling surprises in the mentoring process.
This two-day leadership development program covers several leadership fundamentals. The course looks at multiple models and theories and is designed to familiarize participants with the foundational skills needed to successfully lead a team. The workshop explores a range of essential topics: the difference between leading and managing, what it means to be a learning organization, the importance of personal mastery, mental models, how leaders inspire a shared vision, situational leadership, leadership styles, trust, and change management. Among others, the course looks at the work of Peter Senge, Jim Kouzes and Barry Posner, and William Bridge. In addition to exploring academics, this seminar pays special attention to translating theory into executable actions.
Coaching is one of the most powerful skills managers can develop. Good coaching can increase engagement, encourage development, and generate organizational buy-in and ownership. This program focuses exclusively on coaching as a development tool. During this interactive workshop, participants will define coaching, explore a range of popular models, identify roadblocks that may prevent them from coaching and tactics for overcoming those obstacles, practice communication skills, and hold several coaching conversations. In addition, at the end of the course, group members will develop a coaching plan they can use back on the job.
You don’t have to be a manager or supervisor to be a leader within an organization, nor do you have to be in charge to successfully lead others through a large-scale project. This interactive workshop focuses on leadership skills for individual contributors. The course addresses the traits strong leaders share and actions anyone can take to enhance their leadership skills. During this program, we will explore such topics as power – where it comes from and how to leverage it, skills leaders use to leverage language, behaviors effective leaders use to influence and how to develop them, and the importance of gratitude, appreciation, and adopting a positive outlook.
Public-sector employees are tasked with solving some of the most challenging problems, and they’re asked to do so in a world of increasing complexity, shrinking budgets, and greater demands on public services. To make matters worse, many public workforces are aging, and in some cases, finding top-notch replacements is a daunting task. Why? The perception is government employees have cushy jobs. The reality is the work is hard and often thankless. Morale problems can plague governments at all levels. This workshop provides tools to help managers dramatically increase engagement and nurture and sustain the kind of relationships that inspire people to bring their “A game” to work each and every day.
Do your managers or supervisors need a refresher course or crash course in essential skills for managing people? This half-day survey course covers such topics as the manager’s role, communicating expectations, delegation, accountability, coaching, and balancing a personal workload with management tasks. By the end of this workshop, participants should have a basic understanding of the essential skills managers should demonstrate in order to supervise others effectively.
Healthy teams have one thing in common, trust. Without it there is little chance that group members are fully engaged in their work. This dynamic leadership program examines trust and the importance of giving it and earning it in the workplace. Participants will learn the steps they need to take to allow themselves to believe in their people’s abilities to accomplish a task. They will also discover what being trustworthy means and the behaviors and attitudes they must display each and every day in order for others to feel confident about them and their ability to lead.
This storytelling course for leaders explores the value of using stories in business. The program shares examples of successful workplace narratives, offers a method for isolating a plot and building robust characters, provides guidance for fleshing out details, and gives participants several opportunities to practice their skills throughout the day. In addition to building their own stories, those who attend this workshop will learn the art of story spawning and the value of listening to the stories others tell.
Effective leaders know how to use influence to develop and empower others. They understand the importance of creating a “want to” environment instead of merely treading water in a “have-to” workplace. This communication skills workshop for managers tackles the skills managers must develop to inspire others to take actions. This program covers a host of topics: understanding influence, taking inventory of the landscape and setting communication goals, leveraging proven processes, recognizing differences in communication styles, using stories and analogies to drive people to action, and more.
A good performance management system that has the full support of management and an organization’s employees can mean the difference between ho-hum performance or whistling a happy tune. This workshop examines the elements that comprise an effective performance management system and provides a basic roadmap for building a process that correlates employees’ work with the organization’s strategic and tactical goals. The program also lays out a procedure for developing an enterprise-wide competency model, identifying essential roles and competencies needed in those roles, managing organizational changes, identifying essential formal and informal management activities, and considering interviewing and succession planning as part of performance management.
In a fast-paced and fluid environment, adaptability and flexibility are essential skills for teams to master. This workshop focuses on the building skills for managing nimble teams. During the program, we’ll discuss actions managers can take to enable and encourage adaptability, prepare their teams for change, sell a new direction, assign roles to team members based on their individual strengths, and address problems that pop up in organizations where targets and expectations frequently shift.
Many organizations have performance management systems, yet according to a Gallup survey, only 46% of employees surveyed felt that their performance management system was effective. Furthermore, rather than being motivated to perform well, many people felt exactly the opposite. So what went wrong? In some cases it was the process, but most systems failed because of the actions managers did or did not take. This course aims to correct that. The program covers the skills managers must master to do their part in performance management. During the workshop, participants will learn to empower employees, recognize and reward achievements and behaviors congruent with the organization’s goals, strategy, and values. They will also learn how to manage overperformers, underperformers, and the people int the middle.
Learn the basics of employee motivation during this half-day training session. This program discusses employee engagement and the processes, frameworks, and actions that should be in place to encourage people to take ownership of their work. This course is fully customizable and can be adapted as required to address a client’s needs.
Onsite Training Course Reminders
Our instructor-led training courses are available to private groups. These workshops are not offered in a public seminar format. Please contact us to speak with a facilitator about your needs and bringing training to your organization.
We offer training in the District of Columbia and the following US states: Alabama, Alaska, Arizona, Arkansas, California, Colorado, Connecticut, Delaware, Florida, Georgia, Hawaii, Idaho, Illinois, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, Nevada, New Hampshire, New Jersey, New Mexico, New York, North Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Virginia, Washington, West Virginia, Wisconsin, and Wyoming.
We also travel to Africa, Australia and New Zealand, Asia, Canada, Central America, Continental Europe, the Middle East, and the United Kingdom.
Please contact us about your location.