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Developing
Successful Managers

Effective, and high-quality management is key to organizational success.

After completion of this course, the candidate will be able to cover the following..

For Course Benefits, please watch this Video or Read below….


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  • Enhanced Leadership Skills:

The online course on Developing Successful Managers enhances learners’ leadership abilities. They gain skills to effectively guide and motivate teams, make strategic decisions, and inspire high performance, leading to effective leadership and team success.

  •  Improved Communication Skills:

The course focuses on improving communication skills in managers. Learners acquire techniques to articulate ideas clearly, actively listen, and foster open and effective communication within their teams and with stakeholders, enhancing collaboration and productivity.

  • Increased Employee Engagement:

Developing Successful Managers training fosters employee engagement. Learners gain skills to recognize and meet the needs of their team members, provide constructive feedback, and create a positive work environment, resulting in increased job satisfaction and motivation.

  •  Enhanced Problem-Solving Abilities:

The course emphasizes developing strong problem-solving skills in managers. Learners acquire techniques to analyze complex situations, identify root causes, and implement effective solutions, enabling them to address challenges efficiently and drive continuous improvement.

  •  Improved Decision-Making:

Developing Successful Managers training focuses on improving decision-making skills. Learners gain the ability to gather and evaluate information, consider different perspectives, and make well-informed decisions, leading to better outcomes and organizational success.

  • Enhanced Time Management:

The course provides techniques for effective time management. Learners develop skills to prioritize tasks, delegate responsibilities, and optimize their time, leading to increased productivity and efficient use of resources.

  • Increased Emotional Intelligence:

Developing Successful Managers training cultivates emotional intelligence in managers. Learners gain self-awareness, empathy, and the ability to manage emotions, fostering better relationships with their team members and promoting a positive work environment.

  • Improved Conflict Resolution:

The course emphasizes effective conflict resolution skills in managers. Learners acquire techniques to manage and resolve conflicts constructively, foster open dialogue, and facilitate positive resolutions, leading to improved teamwork and collaboration.

  • Enhanced Coaching and Mentoring Abilities:

Developing Successful Managers training enhances learners’ coaching and mentoring skills. They gain techniques to develop their team members, provide guidance and support, and foster their professional growth, leading to higher employee performance and retention.

  • Increased Strategic Thinking:

The course focuses on developing strategic thinking abilities in managers. Learners gain skills to analyze market trends, identify opportunities, and develop long-term strategies, enabling them to contribute to the organization’s success and growth.

  •  Improved Performance Management:

Developing Successful Managers training emphasizes effective performance management. Learners acquire techniques to set clear goals, provide feedback, and conduct performance evaluations, resulting in improved individual and team performance.

  •  Enhanced Change Management Skills:

The course provides techniques for effective change management. Learners develop skills to navigate and lead organizational changes, manage resistance, and ensure smooth transitions, fostering adaptability and resilience within their teams.

  • Increased Cross-functional Collaboration:

Developing Successful Managers training promotes cross-functional collaboration. Learners gain skills to collaborate effectively with other departments, break down silos, and foster a culture of teamwork, leading to improved organizational cohesion and innovation.

  • Improved Talent Acquisition and Retention:

The course emphasizes talent acquisition and retention strategies. Learners gain skills to attract top talent, create a positive employer brand, and implement effective retention initiatives, enhancing the organization’s ability to attract and retain high-performing employees.

  •  Enhanced Financial Management:

Developing Successful Managers training enhances learners’ financial management skills. They gain the ability to understand and analyze financial statements, make informed budgeting decisions, and optimize resource allocation, contributing to better financial performance.

  • Increased Ethical Leadership:

The course focuses on ethical leadership development. Learners acquire skills to make principled decisions, uphold ethical standards, and foster a culture of integrity within their teams, enhancing trust and ethical practices within the organization.

  • Improved Cross-cultural Communication:

Developing Successful Managers training addresses cross-cultural communication. Learners gain skills to navigate cultural differences, adapt their communication styles, and foster inclusivity, enabling effective collaboration with diverse teams and stakeholders.

  • Enhanced Problem Prevention:

The course emphasizes proactive problem prevention. Learners develop skills to identify potential issues, implement risk mitigation strategies, and anticipate challenges, preventing problems before they occur and ensuring smoother operations.

  •  Increased Professional Development Opportunities:

Proficiency in developing successful managers opens doors to professional development. Learners who demonstrate excellence in managerial skills become valuable assets to organizations and can pursue roles such as senior managers, department heads, or executive leaders, enhancing their career prospects.

  • Organizational Growth and Success:

Developing Successful Managers training contributes to organizational growth and success. Learners gain the skills and competencies to effectively lead teams, drive innovation, and achieve strategic objectives, leading to improved performance, competitiveness, and sustainable success.

Developing Successful Managers Modules

In this course, you will get 12 Modules which are describing all aspects greatly

  •  Module One: Getting Started
  1. Workshop Objectives
  • Module Two: Managers Are Made, Not Born
  1. Managers Must Be Developed
  2. Management Skills Can Be Learned
  3. Managers Learn by Being Managed Well
  4. Create a Management Track
  5. Case Study
  • Module Three: Create A Management Track
  1. Clearly Define Roles and Competencies
  2. Provide Tools
  3. Identify Candidates Early
  4. Clearly Define the Management Track
  5. Case Study
  • Module Four: Define And Build Competencies
  1. Clearly Define Competencies Needed
  2. Identify Strengths
  3. Identify Development Needs
  4. Provide Development Opportunities
  5. Case Study
  • Module Five: Managers Learn By Being Managed Well
  1. Pair New Managers with Mentors
  2. Reward Effective Managers
  3. Emulate Effective Managers
  4. Create and Document Best Practices
  5. Case Study
  • Module Six: Provide Tools
  1. Provide Manuals and Policy Documents
  2. Empower New Managers
  3. Provide Support
  4. Provide Training and Development Opportunities
  5. Case Study
  • Module Seven: Provide Support
  1. Encourage Peer Networking
  2. Establish Resource People
  3. Encourage Mentor Relationships
  4. Establish Regular Check-Ins
  5. Case Study
  • Module Eight: Identify Strong Candidates Early
  1. Development Begins Early
  2. Identify Candidates Early
  3. Identify Candidates through Reviews
  4. Develop Those with Management Goals
  5. Case Study
  • Module Nine: Clearly Define The Management Track
  1. Make the Path to Management Clear
  2. A Clear Track Is a Guidepost
  3. A Clear Track Ensures Quality Training and Support
  4. Succession Planning and Change Management
  5. Case Study
  • Module Ten: Empower New Managers
  1. Making Decisions
  2. Asking for Help
  3. Support, Don’t Micromanage
  4. Continuous Growth and Development
  5. Case Study
  • Module Eleven: Provide Growth Opportunities
  1. Provide Continuous Growth Opportunities
  2. Create a Development Plan
  3. Provide Regular Feedback
  4. Encourage Mentoring
  5. Case Study
  • Module Twelve: Wrapping Up

Be Creative with Quizes

Each Module is finishing with its quiz & hence you will get to review your Modules in the form of 100 questions.

  • Module Two Review Questions
  1. All but which of the following are true of management skills?
  2. Which is true of managers?
  3. How do most managers say they learned to manage well?
  4. Which is true of developing new managers?
  5. Why do many new managers struggle?
  6. How does developing new managers benefit the organization as a whole?
  7. Which of the following should you include when creating a management track?
  8. How should you communicate with employees about the management track?
  9. What best describes Serena?
  10. What did consulting with her supervisor help increase?
  • Module Three Review Questions
  1. What should you clearly define for new managers?
  2. Where can you look for information on managerial roles and competencies?
  3. Which of the following is a tool that is useful for developing new managers?
  4. Which of the following is true?
  5. What does a clearly defined management track do?
  6. When should potential management candidates be identified?
  7. Which of the following is a way to identify potential candidates for management?
  8. Once a management track is created, what should you do?
  9. What did Oren and Khadijdha do to get information?
  10. What did Oren and Khadidjha find?
  • Module Four Review Questions
  1. Which should be the first step in creating a management track?
  2. What do identifying the competencies do?
  3. What should you identify first when working with an employee?
  4. Where can you get information about strengths?
  5. What should you do when identifying development needs?
  6. Development needs should be linked to which of the following?
  7. The development process should be _____________.
  8. Which of the following is a way to address development needs?
  9. Who advised Mario?
  10. What did Chen go over with Mario?
  • Module Five Review Questions
  1. How do most managers learn to manage well?
  2. How does being paired with a mentor develop a new manager?
  3. What should you reward?
  4. Which is true of rewarding effective managers?
  5. What should be encouraged?
  6. What does emulating good managers do?
  7. What should be created and documented?
  8. What does documenting best practices do?
  9. How did Carmen view Mia?
  10. What did Lewis teach Mia?
  • Module Six Review Questions
  1. What should you provide for new managers?
  2. What do manuals do?
  3. New managers should be ______________.
  4. What can help empower a new manager?
  5. What should you do when you disagree with a new manager?
  6. How do many new managers feel when entering a new role?
  7. Which is NOT true of training and development?
  8. Which of the following is a potential training and development opportunity for a new manager?
  9. What did Caesar not know his company had?
  10. What was Caesar uncomfortable doing?
  • Module Seven Review Questions
  1. What type of environment should you cultivate?
  2. How do peer networks help develop new managers?
  3. Having a group of resource people does which of the following?
  4. You resource people should be which of the following?
  5. All but which of the following is true of pairing new managers with mentors?
  6. You should encourage new managers to do which of the following?
  7. How often should you check in?
  8. What should you do during regular check in time?
  9. How did Rhona feel when she started her new position?
  10. What did Marisol request?
  • Module Eight Review Questions
  1. When should development of new managers begin?
  2. How can you develop new managers early?
  3. When should we identify potential candidates for management?
  4. Which of the following can help us identify management candidates?
  5. How can the annual review help us identify management candidates?
  6. What should you ask the employee about in the annual review?
  7. What should you do with employees that express management goals?
  8. What should you discuss with an employee who has management goals?
  9. What was Randolph’s organization lacking?
  10. Who suggested Randolph discuss his employee’s goals with them?
  • Module Nine Review Questions
  1. How can a clear management track help with employee retention?
  2. The management track should be what?
  3. A clear management track serves as what?
  4. The management track can be used to create which of the following?
  5. A clear management track ensures which of the following?
  6. A clear management track helps in planning which of the following?
  7. Having a clear management track can make which of the following easier?
  8. What can mentors do when there is a clear management track?
  9. What did Reginald dislike?
  10. Who helped Reginald?
  • Module Ten Review Questions
  1. What should we do for new managers?
  2. What does empowering the new managers do?
  3. We should empower new managers to do which of the following?
  4. Which is not a way to empower a new manager to ask for help?
  5. All but which of the following is micromanaging rather than supporting?
  6. Which of the following is a way to support a new manager
  7. Growth and development should be which of the following?
  8. When does the new manager development end?
  9. How did Xander picture himself?
  10. What did Carlos encourage Xander to do?
  • Module Eleven Review Questions
  1. What type of opportunities should you provide new managers?
  2. Which of the following is a good growth opportunity for a new manager?
  3. What should you create with the employee?
  4. What should you focus on when creating a development plan?
  5. Which of the following is true of feedback?
  6. What type of feedback should you give?
  7. What should you encourage in terms of mentoring?
  8. Which is true of mentoring?
  9. What did Carrie believe about her mentor?
  10. What did Julianne recommend for Carrie?

  • What is the requirement for this course?

The course is open to anyone who is interested in learning more about the subject matter, and there are no specific entry requirements to enroll.

  • What much Time I need to Spend for completion of this course?

The course is divided into different modules, with an average study time ranging from 20 to 90 minutes per module as per your convenience. While you have the flexibility to allocate your preferred amount of time to each module, after buying you will have lifetime access to the course so you can log in and out of the course as per your schedule.

  • When and Where I can Study this Course?

You can study this course at any time and anywhere of your choice, you have the convenience of logging in and out of the web-based course as often as you need. The course is compatible with all devices, including computers, tablets, and smartphones, allowing you to study even while on the go.

  • How I can Pay for this Couse?

To make a payment for this course, you have the option to use several payment methods including Visa, MasterCard, and PayPal account. The website employs the latest SSL encryption technology to ensure that your payment details are kept safe and secure. All payments are processed securely by PayPal, providing an added layer of protection for your peace of mind.

  • How soon I can have access to the course material?

You will have access to the course immediately after you make the payment. You will receive email confirmation of payment at the same time with full access to the course material.

  • Can I earn a Certificate at the end of the course?

That’s Right! At the completion of the course, we will earn a Professional Certificate that can be a valuable addition to your career and personal achievements. This certificate will serve as evidence of the knowledge and skills you have gained through the course, and can help you demonstrate your expertise to current or potential employers.

  • What is the validity of the Certificate?

Certificate is your achievement, which will remain with you forever. It doesn’t have any expiry or need any renewal. Enjoy the Course and Good Luck.

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Learning Outcomes

Participant after enrolling into the course, will be able to

Explore strategies for developing new managers & understand the importance of defining a clear management path

Determine core roles and competencies for managers & understand the importance of continuous growth for managers

Apply the principles of manager development to your own company and explore ways to empower new managers

About

Effective, and high-quality management is key to organizational success. No matter what your business is, your company needs to have talented managers. But there is nowhere where managers have the skills to succeed. Managers need to be created.

Importance

When your company has the opportunity to do a combination of external hiring and internal promotion, taking the time to create new managers from within the company is a worthwhile investment. Many strategies that can help you create new managers, which guarantees not only the success of individual employees but also the overall organization.

Featured Modules

Managers Are Made, Not Born

While management skills may seem natural to some people, in fact management is a set of skills that one can learn.

Create A Management Track

Creating a clear management path is an important tool for developing new managers.

Define And Build Competencies

Know the key skills needed for management & then creating opportunities to develop & practice those skills is a valuable investment

Managers Learn By Being Managed Well

If you ask a good manager how he or she learned how to manage, the answer may be from a manager who is important to their own life.

Provide Tools

An important part of developing new managers is to give them the tools they need to be successful.

Provide Support

New managers need support as they support their skills and transition to new roles.

Management Track

When employees see the path to management, including expectations and skills, they can plan their career growth accordingly.

Empower New Managers

Find ways to empower new managers from the start and balance support with authority.

Managers Are Made, Not Born

The most important part of Developing new Managers is giving them the opportunity to develop key management skills, empower them to take responsibility for their professional development, and use what they have learned.

Managers Must Be Developed

Having a process to create new managers and support them as they transition to their new roles ensures the success of individual managers and your organization as a whole.

Management Skills
Can Be Learned

Successful management requires a complex, interconnected set of skills – time management, people management, interpersonal skills, and any professional skills.

Managers Learn By Being Managed Well

When you create managers in your organization, you are not just creating personal employees, you are investing in people who will help you develop the next generation of managers.

So Far, We Are Indulging With 75 Plus Participants Who Are Passionate To Learn How To Develop Successful Managers

Featured Courses

Developing Successful Managers