The challenge facing management today is developing an organization that can meet tomorrow's goals while continuing to meet the daily challenges of today.
 

Performance improvement begins when employees believe in themselves and their decisions. However, one thing continues to handcuff many organizations: managers are not good at getting results through people and they wonder why.

To balance current and future organizational demands, managers need a systematic approach to their jobs. They need Management Development to avoid the consequences to the organization and the people around them from Management Malpractice (Gilley and Broughton, 1996).

"I personally found the Executive....and Management Development (process) to be particularly useful." Ed Doucette, Vice President and General Manager, Laboratory of Pathology

Management Development involves the what and how of training and understanding the why of a situation. The result is managers who are working because they want to and because they understand why and how they are essential to the organization's goals. These managers know that goals can be achieved, obstacles can be overcome and problems can be solved.

This program makes Management Development not only possible, but eminently profitable. Individually, each manager reflects the behavior and attitude of a goal-directed manager. Collectively they form a powerful force that literally assures the achievement of organizational goals.

 
Key Areas:
 
The Manager as a Leader - Concept, Authority, and Management Types

Motivation: The Problem and the Solution

Goal Setting for Success - SMART (Specific, Measurable, Achievable, Realistic, Timetable), Tangible/Intangible

Your Action Plan
Confidence Inhibitors, Overcoming Fear
Work Environment and Motivation - Needs and Attitudes
Decision Making
Management Communications and Human Relations
Managing Your Time - Time Thieves, Planning, Action, Solutions
Developing Subordinates Through Goal Setting & Participation
Dealing with Negative Behavior
Managing Through Organizational Goal Setting
 
Also see Project Management for more details.
 
Attitudes that change through the above process that are common to managers guilty of managerial malpractice include:
 
Indifference towards employees

A sense of superiority
Favoritism

The attitude that employees are easy/inexpensive to replace
 
The outcomes from the Performance Management Development process are the elimination of common mistakes of managers including:
 
Failing to provide training for employees.

Failing to develop their employees.
Failing to provide channels of communication.

Failing to conduct performance appraisals.
Failing to provide performance standards.
Failing to delegate work assignments.
Lacking patience with employees.
Criticizing employees rather than their performance.
Changing work requirements and expectations.
Creating paranoid working environments.
 
Performance Management means that when completed and applied, our management development process will support the following seven performance coaching behaviors important for managers, which include:
 
Creating positive relationships with their employees.

Training and developing their employes.
Providing career coaching for employees.

Identifying and addressing employee performance when it falls below fixed established standards.
Mentoring employees.
Enhancing employees self-esteem.
Rewarding and recognizing employees' performance.
 
     © 2004 Alliance Professional Group, LLC. All rights reserved.

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