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Make management training your priority for 2007

Doing so will motivate your Managers. This in turn should motivate their staff which should have a positive effect on their morale, work satisfaction, effectiveness and personal performance.
This should then feed through to the financial performance of your Organisation.
However there are other factors to consider before launching into a new management training programme which are as follows:-

• Executives & Senior Managers should modelthe required behaviours from the top.
• You should consider the content and focus of any management training – what is the need that you are aiming to address?
• Is it to be a themed team programme including all of your Managers together? – or is it more of a modular programme that your managers can buy into where they have an identified need.
• It may be that an individual 1 to 1 coaching approach would be more appropriate for some of your managers.
• The timing of this management training is key. If you try and rush it or push it into a Managers schedule at a particularly busy time of year then it is likely tobe resisted at best or rejected at worst.
You need to ensure that any management training is followed through by your managers manager’s and that you evaluate the benefits and value of any training interventions.

So if you are keen to plan for an active year in developing your Managers in 2007 and you would like some advice about where best to start then please contact us at Developing People Ltd.
Make management training your priority for 2007.


Doing so will motivate your Managers. This in turn should motivate their staff which should have a positive effect on their morale, work satisfaction, effectiveness and personal performance.
This in turn should feed through to the financial performance of your Organisation.
However there are other factors to consider before launching into a new management training programme which are as follows:-

• Executives & Senior Managers modelling the required behaviours from the top.
• Considering the content and focus of any management training – what is the need that you are aiming to address?
• Is it a themed team programme including all of your Managers together? – or is it more of a modular programme that your managers can buy into where they have an identified need.
• It may be that an individual 1 to 1 coaching approach would be more appropriate for some of your managers.
• The timing of this management training is key. If you try and rush it or push it into a Managers schedule at a particularly busy time of year then it is likely tobe resisted at best or rejected at worst.
You need to ensure that any management training is followed through by your managers manager’s and that you evaluate the benefits and value of any training interventions.

So if you are keen to plan for an active year in developing your Managers in 2007 and you would like some advice about where best to start then please contact us at Developing People Ltd.
Make management training your priority for 2007.


Doing so will motivate your Managers. This in turn should motivate their staff which should have a positive effect on their morale, work satisfaction, effectiveness and personal performance.
This in turn should feed through to the financial performance of your Organisation.
However there are other factors to consider before launching into a new management training programme which are as follows:-

• Executives & Senior Managers modelling the required behaviours from the top.
• Considering the content and focus of any management training – what is the need that you are aiming to address?
• Is it a themed team programme including all of your Managers together? – or is it more of a modular programme that your managers can buy into where they have an identified need.
• It may be that an individual 1 to 1 coaching approach would be more appropriate for some of your managers.
• The timing of this management training is key. If you try and rush it or push it into a Managers schedule at a particularly busy time of year then it is likely tobe resisted at best or rejected at worst.
You need to ensure that any management training is followed through by your managers manager’s and that you evaluate the benefits and value of any training interventions.

So if you are keen to plan for an active year in developing your Managers in 2007 and you would like some advice about where best to start then please contact us at Developing People Ltd.