Join in on the Learn to Manage - Mini-Course

Introducing a Free - Mini-Series - Learn to Manage

Topic Focus: Management Training, Learning to Manager, Management Coaching

Here is the truth related to managing and management training: these days it's pretty challenging and even more so, when you've not had any training at it.

Unless a comprehensive management training is offered at a company (and that is usually in the case of larger companies with more financial resources), it is all over the board. It's somewhat accessible, inconsistent and has little if any continuity. And, in some cases it's dated information; not relevant to the unique demands of the 21st century workplace.

I am bound and determined to change that.  For those who want help, I want to give it to them.

Over the course of the next few months, I'll be putting together a management training & coaching program. It will be meaningful, help create results, have some unique features/qualities, have continuity and be relevant....AND....it will be affordable.

Also, it's for anyone.  No matter how long you've been a manager - anyone can benefit from it.  If you know of someone who needs or wants this - please pass it on.

If you have any questions regarding your experience with this free mini-series, don't hesitate to contact me or post to this site: joann@joanncorley.com.

How To Participate
1. Subscribe to this blog
2. Follow on Twitter with this Hash Tag - #mmc (management mini-course)

To your success!

Link to first lesson: 

http://www.the1percentedge.com/2011/03/management-mini-course-lesson1-what.html#links

Fundamentals of Effective Management

Delivered in Chicago several years ago...it's a candid and informational look at a few essentials to effective management.

For information on additional topics for keynotes and training seminars, go to: http://www.joanncorley.com/Topics.html

The Cruelty of Manangement Training via Public Seminars - Huh?

I’m sure in reading this title, some of you may be thinking…wow, that’s a bit harsh! Well, so be it if it communicates a critical point that will help others.

I was conducting a management training seminar in the Carolinas a while back that dealt with unacceptable employee behavior. I had the opportunity to have a sidebar chat with one of the attendees regarding her unique challenges.

As she shared her story, such a sadness came over me as I realized that it would be very challenging for her to successfully implement what she was learning that day; in fact what her company had paid for her to learn.

Why?…upper level management and the company culture was not in place (at least from what she had observed) to support and encourage the change. In fact it was quite the opposite.

In her view, there was NO support for addressing the challenges and you could see the discouragement on her face. Part of her question to me was what could she do about the piece. You could see her desire to make a difference …to constructively address the problem. Yet I could see how tough it was going to be.

My question…why do companies send employees to trainings such as public seminars, when there is not the management support back at the office to implement what’s being learned. To me…that is cruel!…and very sad.

Even sadder?… many decision makers are not aware of the disconnect and the waste of money to them in not having the atmosphere in place to successfully leverage what they are paying for their employees to learn AND how hurtful, frustrating, and discouraging it is to the employee.

Back to the attendee…I encouraged her to have courage, to entertain the possibility she might have to set the example with her new found knowledge and be the leader in this context…leading by example and hopefully results. Positive outcomes…results speaks volumes!

Here’s a plea from someone who conducts public seminars, management trainings and teaches updated management concepts: for those of you who are responsible for training budgets and/or sending your staff to trainings (public seminars and workshops), please ask yourself this question, “What’s in place back at the office to help support the implementation of what my team members will be learning, so that the cost of the seminar will not go to waste…..AND they will not be discouraged from learning, growing and leading?”

And…question #2 – what are the intended messages that are being communicated to an employee when the support is not in place?

Management Tips - #1 - Develop the Leadership Edge

One of the things I love about blogging is valuable information can be delivered in a short format like my Management-in-Minutes portable learning resource for busy professionals. The lessons are in small bites....(I call it "lazer, high-impact learning"). The duration is usually 2-4 minutes. Short can be high-impact and deliver significant value. To check this out, you can go this link to sample first hand: Sample Lessons

With that in mind, I will posting what I call Management Power Tips and Professional Power tips (e.g. time management, productivity..etc.) in a variety of series.  All of the tips posted are pieces of the coaching and management training seminars I conduct, as well as from my professional seminars. If the content of any of the tips appeals to you and you're in a position to bring someone into your organization or refer, you may want to consider one of my training seminars.  To find out more about that, you can do directly to my website: www.joanncorley.com.

One final note, many of the tips will conclude with the Action Prompt - this is the coaching component.  Keep in mind...it's not so much what you know, but what you do with what you know that really counts.

THE LEADERSHIP EDGE – BE INSPIRING
Here’s a quality greatly overlooked and yet sorely needed in the workplace! This quality is sure to give you the leadership edge.

Be Inspiring! I love this word. Inspiring someone or a group of people is special in that inspiration touches many parts of a person and like our previous power tip… you don’t need an official leadership title to be this way. 

Consider this:
When someone is inspired their vision or how they see things is impacted, changing the way someone sees something removes blocks that might have impeded them from taking action up until that point.

Inspiration typically involves an expression of energy and that’s contagious! Don’t you feel more energized when you’re around an energized person?

Finally, and I think of significant importance, inspiration touches the spirit!  The human spirit, I believe, is at the heart of a person’s motivation.  Infuse a person’s spirit with inspiration and every part of them is engaged to move toward the outcome.

You as a team member or manager can get so much mileage out of the quality of being inspiring.  It’s magnetic, memorable and a quality worth cultivating!

Action: Take some time to think about this and consider how to practically add inspiration into how you interact with others as well as how to infuse it into your team culture.
Posted by: JoAnn Corley, Management Coach & Advisor