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Personal Effectiveness for ManagersPersonal Effectiveness for Managers

Face to face / Virtual public schedule & onsite training. Restaurant lunch included at STL venues.

From £470 List price £650

Taking on the role of manager, whether recruited or promoted can be a daunting challenge. It calls upon not only existing experience but also requires development of new skills. With recent polls (Gallup) indicating only 30 percent of employees as 'engaged' with their company, having effective management in place can really make the difference. This course is run as a workshop mixing learning and development with practice sessions. It can be tailored to run over 1 or more days or as part of an ongoing organisational development programme.

Training manual sample

Below are some extracts from our Personal Effectiveness for Managers manual.

What is Team Performance Management? 

Team performance management is the process of: 

  • Identifying team behaviours and goals that will lead to organisational success 

  • Changing the behaviours of the team to reach these goals 

  • Ensuring the team work together effectively and efficiently 

  • Aligning the goals of the team with overall strategic aims 

Benefits of Performance Management 

An effective team is important in helping an organisation achieve incredible results, and an underperforming team can cause disruption, missed deadlines and failed delivery.  

However, team performance management doesn’t just provide benefit to the overall organisation, but also to you as a manager and to each individual team member. 

Below are some examples of the benefits of team performance management: 

The Qualities of Effective Teams 

Effective teams have recognisable and measurable qualities, some of which are outlined below.  

Consider: 

  • Where are the strengths of your team? 

  • Which areas are weaker within the team? 

  • Where should your focus be going forward? 

Barriers to Performance Management 

It is not easy managing a group of diverse individuals, especially when the team is undergoing changes in priorities, personnel or leadership. Leaders shouldplan to overcome barriers which can impede effective team performance. 

Below are some examples of the barriers you may experience: 

The Five Dysfunctions of a Team 

Patrick Lencioni, 2002 

These barriers affect each team in different ways and to varying extents. However, research has found there are five natural problemsthat lie at the core of every team.Luckilythese causes of dysfunction are identifiable and curable, so to improve the performance and effectiveness of your team, focus on the five factors below: 

 

It is important to consider how we can we turn these dysfunctions into positives and achieve success. 

For example: 

Trust can be developed through collaboration, a sharing of clear goals and a team vision and through strong leadership. Conflict can be managed by communicating clearly, considering the needs of the task, the team and the individual. Commitment can be gained by solving problems, strong decision making and ensuring roles within the team are clearly defined. Accountability is achieved through the team’s willingness to change, by understanding each team member’s personality and interests and by developing the right management tools. And finally, by paying attention to results we can celebrate and reward the team, give and receive appropriate feedback and create effective team rules.      

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