We equip them with the skills and tools necessary to lead highly effective teams and unlock greater levels of individual performance. Read some of our success stories to see how.
It was great being in your class this week. You are a very skilled teacher and facilitator. I learned a lot that I put to use first thing Friday morning when I returned to the office.
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How to jumpstart your managers…
This federal client found itself in a culture dilemma. Employee engagement was at a low and all signs pointed to a need for a new management approach. This agency had a long-standing norm of traditional, directive management practices and needed a culture that hinged on collaborative, engaging manager-employee partnerships. The first step in achieving this was clear: its managers needed to become people experts, not just technical experts.
We worked in close partnership with this client to customize an in-person version of our QuickStart for Managers program. We zeroed in on critical management skills and the mindset necessary to be an effective people manager. The result was a four-month program with eight in-person training modules, real-world application exercises between sessions, and on-call individual coaching.
The QuickStart program quickly gained credibility and is now consistently this client’s highest rated internal training program. The program is still up and running today; it is considered a true “must” for all managers. As of early 2015, the program boasted over 100 graduates and they are an impressive group of people experts applying top management skills and practical tools to engage their employees and achieve new results.
This program has built my confidence in my ability to manage; I now have a host of tools to help me be effective.
program quality
agreed this program increased effectiveness
agreed they frequently apply what they learned on the job and feel better prepared and more confident to do their job as a manager
Managers in different time zones with crazy travel schedules? Not a problem.
This global client in a highly competitive industry had a real dilemma. It knew from employee engagement survey results that it had a significant deficit in manager skills. This deficit was most pronounced in managers’ ability to set meaningful goals, provide feedback, and develop employees. To complicate matters further, traditional training approaches weren’t working. Its managers faced significant time pressure and were dispersed around the globe.
We designed a series of bite-sized, virtual, instructor-led learning sessions targeting critical management skills. These sessions emphasized interactions between participants to facilitate learning and sharing, even across time zones. Participants from places like Russia, China, Australia, and Columbia (to name a few) joined in and contributed to a dynamic learning experience.
This program boasts over 300 graduates from every continent (except Antarctica). Through the program we have supported managers around the globe in building new skills and expertise. The results they achieve are impressive. Sign up today.
The facilitators were excellent. They shared relevant stories, listened to my concerns and helped me see how the tools apply.
facilitator effectiveness
of participants have improved their management effectiveness through their participation
of participants report applying program models and tools
Are your managers located everywhere except together?
This global organization had managers across multiple countries. While its manager core was a highly skilled group, it lacked a common foundation. The client wanted a new, consistent approach to management in all its offices (whether England or Argentina). The client’s global office in Europe got a manager training program started, but to refine it and deploy it across all operations… well, that was quite a task and it was time to get going.
We brought our best management expertise to the table to refine, rethink, and retool the rollout of the manager program. Specifically, we adapted the training for the Americas market (North, South, and Central), piloted the first go, and then jumped on board to facilitate ongoing sessions everywhere else. An added edge to our work: we used our proprietary team 360, (TI 360™) to spark additional manager insight.
We’ve seen over 100 managers graduate with new skills and a common approach to developing people and delivering results. The work is ongoing, fun, and keeps us on our toes (and in airports).
There are so many tools I believe I can put into practice every day. I’m excited to apply what I’ve learned.
of participants applying new skills and approaches
of participants increased their management impact
program graduates
How to help your managers excel
This organization faced a rapidly changing workforce, declining employee engagement, and a need for greater staff accountability and contribution. At the same time, however, it also faced an influx of new managers who, though highly competent in their technical expertise, needed support with the people-side of business. This organization knew it needed to give its managers support to unlock peak performance and increase results and engagement organization-wide.
We partnered with this client to develop a concrete plan for manager development. Our joint plan honed in on two essential aspects of performance management: conversations and partnerships. We custom designed a two-course training series using Conversations@ the Core and Partnering for Success to support these managers in gaining the skills they needed to unlock the results of their employees and teams. By offering both employee and manager versions of the courses, we engaged staff across the organization in creating a new performance culture where employees asked managers for the feedback and resources they needed to succeed.
The success of this two-course program surprised us all. The courses quickly gained momentum and their popularity led to long waitlists and an additional year of course offerings. Many participants completed the courses and the organization’s managers are now using the skills they learned to have conversation that matter and build relationships that harness each employee’s best to achieve and succeed.
I can actually recognize when I am in a conversation that is of low value and I am using the tools I learned to have better conversations.
facilitator effectiveness
quality of program
"I am better equipped with skills for my role as manager"
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