Leadership Management Academy 201-202- 2017

16 Leadership Management Academy 201-202 Rising Through the Management Ranks


Why Should You Attend?
By attending, you will take advantage of a great opportunity to advance as a manager to the next level!
Too often, we focus on getting things done and results and miss working on our self-development. Let’s face it: this is how we get paid yet this is also how we keep falling behind when it comes to our careers. It’s time to get ahead! Don’t miss an opportunity to advance as a manager again!
We’ll take you through peer discussions addressing leading and managing, integrating finance and quality, managing your time effectively, managing performance and managing up.
Join us as we help you report back to your manager that “I’m ready to take the next step in advancing my management career!”
Why should you attend :
By attending, you will understand how to even more effectively:
• Lead and manage
• Integrate finance and quality in your organization
• Manage your time, including prioritizing
• Manage performance
• Understand behavioral styles, so you can manage more effectively
• Handle performance conversations, especially difficult conversations
• Coach with purpose and focus
• Manage to Action Plans, both by your team members and yourself
• Build teams
• Integrate performance improvement and quality improvement
• Manage your manager, manage up
Are you concerned about getting ahead, taking the next step in your management career, yet you never seem to have the time?
Would you like to get a better handle on those difficult “performance conversations” you have to have?
Would it make a difference if you could coach more effectively with purpose and focus?
Would you like to improve your management skills to the point where everyone on your team is taking action to achieve results every day?
If you answered “yes” to any of these questions, then come laugh, listen and learn as Chris DeVany leads us all through these important topics, key questions and answers we all need to be able to address effectively to improve our team members’ and team’s performance, all of which helps us manage even more affectively and rise up the corporate ladder!
Areas Covered in the Session:
Leading and Managing
o Coping with new roles as leaders
o The differences between leading and managing
o Leading effectively – best practices
o Managing effectively – best practices
Integrating Finance and Quality in Our Organization
o Quality Management
 How are we managing quality in our organization?
 Best practices
 Improving quality and quality management
o Quality and Cost – Drive down labor and supply costs while improving the quality of products and service provided
o Management Integration – Find the right structure, align incentives, and engage managers in business and process improvements.
o Revenue Cycle – Implement the cultural, process, technology, and talent strategies that will get better results with limited resources.
o Budgeting — Planning, Implementing and Evaluating
Managing Time Effectively / Prioritizing
o How we can be more efficient and effective
o Determining priorities and focusing on the important (time management/delegation)
o LEM goals
o Managing increasingly multiple priorities and working relationships
Managing Performance
o Understanding Behavior, Managing Performance Within a Behavioral Context
 Behavioral styles – how can we quantify behavior interactions with customers and with co-workers
 Evaluating behavior
 Understanding behavioral tendencies (DiSC – Dominant, Influencing, Steady and Cautious) and addressing when reviewing performance
o Performance Conversations, Difficult Conversations
o How to have those conversations with employees (crucial performance conversations)
o Coaching and mentoring – especially with those who are under-performing
 Why might people not be performing well – understanding and addressing
 Integrating coaching with performance conversations.
o Action Planning
o Follow-up to those conversations
 Monitoring the Action Plan
 Modeling the behavior we expect
 Monitoring and reviewing of Action Plans
o Performance Reviews
 Working with HR for conducting performance reviews objectively
 Managing and implementing Professional Development Plans (PDPs)
 The importance of documenting performance
 Letting someone go legally and professionally while protecting yourself at the same time
o Integrating Performance Improvement and Quality Improvement
 Taking this to the next level – follow-through – continuing that improvement
o Team-Building
 Keeping the environment positive while effectively managing performance
 Supporting employee morale and job satisfaction – tips and techniques we can use
 Building/sustaining a cohesive team – accountability
• Managing Up
o Managing your manager
o Dealing with senior management
o Managing new and evolving working relationships – how do you push back without pushing back
o Persuasion

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