Learn How to Get More Productivity Out of Your Employees

Leading can be extremely stressful, that is why there are fewer leaders and more followers.  In your position as a manager, your first responsibility is to lead the team you oversee.  Their mistakes become your mistakes, and then hear it from your boss.  Many times as a manager, you feel more like a babysitter than you do a professional.  The stress you accumulate at work goes home with you, and eventually consumes your life.  It does not have to be that way.  An effective management leadership training program can help you learn the techniques you need to effectively lead your team, minimize the mistakes they make, and provide less stress in your life.  

One of the biggest challenges you face as a manager is keeping frontline employees on task.  When they waste time, it cuts into their productivity, and as you well know, your job is based on the productivity of your employees.  Our training program will teach you how to manage your team so that they become more productive; more task oriented, and stay on point more often.  In fact, in a recent survey of our clients we found that our program was able to help eliminate 1.4 hours of wasted time by employees every day.  We teach you the skills you need to have to make sure that you get the most out of your employees every day.

If you would like to take advantage of our unique and effective management leadership training, visit us at LeadershipIQ.com for more information.
Management training is very important for your business if you want to have success and get those scores on the rise, for it is the key factor that brings your business on those high peaks of revenue. But having a good discipline and ways that will help your staff members achieve this is something you first must carve out for them and then set out a set of rules and a type of behavior that you will be using within their group. Let us understand this better.

1.    Have you seen how dogs are trained and how they are rewarded when they do something right? That’s the exact thing you should be doing. Reward your employees when they do something right but don’t stress them out when they don’t. Many managers do the mistake of pointing out their employees’ mistakes every time, and that really causes a bad morale for them.

2.     Always bring your reward on those actions that meet your personal vision and make sure that your employees fall strictly under it. Let’s say that you focus on marketing research, then you should reward anyone who does a great marketing research and not offer compensations for sales for example.
3.    Punishing is a bad idea and even though many people have gotten used to using it because of its mass usage in many areas, it is just not a good idea. If your employees haven’t gotten their best involved in a project, don’t shout at them. Instead, you can have a calm discussion about it regarding what and how things can be improved.

As a manager it’s very important to treat your employers with a certain amount of respect and to always be connected to them, emotionally and also professionally. Understanding the way they think and how they react to certain factors can give you a great insight on how you can get better productivity and that’s what management training is all about.
What takes place in a leadership development program?  The act of facilitation is taught.  This is where a trainee takes an active role in acquiring the skills in making a learning process easier for everyone who reports to them.  It gives the participant ownership of their own progress and training.  In addition to this is overall fairness of the leader.  It really matters to people how they are treated.  Is there a standard equality within the office, or is it clearly like being in high school where there are cliques and if you don’t fit in, you won’t get involved.

The art of being faithful to the company’s beliefs and goals are essential to the success of your team.  If you practice this, it is sure to be noticed and promoted.  How can you be faithful?  Well, opportunities for us to cheat are present all the time.  If you have a chance to lie on your time card, if you bad mouth upper management because you don’t trust their decisions…all of this comes into play.

Have a passion for the job you are doing.  If you can not be exited and motivating about your job, then the fire you have today, could be smoked out tomorrow if you don’t hold on to why you were so exited about it in the first place.  Many employees lose that spark when they get passed up time and time again for a promotion or fail to take their team performance to a new level.  You should enjoy what you do, if you do not, maybe its time for a change. 

By taking a leadership development program, you can pinpoint what you need to work on.
  Management development plays a large role in organizational development.  It envelops a process of examining a company’s infrastructure and putting a positive spin of change within.  A series of techniques can be used to achieve this.  One favorite is personality testing.  The idea behind this is to answer approximately 45 questions, gather up the numbers that correspond to the letter of the question answered and you would fit in to a “type” of manager.  From this point it will describe what your management style is, what are your weaknesses, strengths, opportunities for improvement and the opposite personality type that will best compliment your traits.

Another common misconception is the use of the Golden rule.  You know the one you were probably taught from your toddler years “treat others as you wish to be treated”.  What if that was incorrect in the corporate atmosphere?  Well, it can be incorrect in all areas of life.  For instance, what if you prefer in a tough situation for someone to give you constructive feedback in a soft and encouraging way and you now had an employee to give constructive feedback to?  You approach the employee displaying the encouraging demeanor you would prefer.  However, they want the information quick and to the point so that they can work on change.  What was the outcome?  They think that you were patronizing them and babying them.  BUT- if you took the platinum rule approach things may turn out differently.  The platinum rule states “treat others as they wish to be treated”.  By personality testing or personality identification, you would have shared the specifics with the employee and sent them on their way.  Now they maintain their dignity and trust.  Management development can be difficult but essential.

In management training, the manager learns that he/she has the definitive role of delegating projects, planning goals in accordance to the company’s policies and the overall responsibility of the team.  Performance appraisals are a necessary evil of all management responsibilities and take a large amount of strength and honesty to complete.  After the performance appraisals are complete, it is much more enjoyable to develop your employee’s performance via one-on-one training, challenging assignments and regular constructive feedback.  Keep in mind that as a natural human instinct, as managers, we often choose employees that are “of their own image”.  It takes a manager a bit of training and skill to get over that hurdle!  Can you imagine a company full of employees just like you?  It may sound harmonious to most, but the company would not move forward because everything would remain the same.  Make sense?  Managers who become aware of what types of people work for them, are better equipped to manage their department.  In essence, they can build their team with a variety of personalities that would allow for better problem solving, managing conflict and increased productivity.  All management training styles are effective in reality because of the ever present variety of personalities.