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A Gallup poll of more than 1 million employed U.S. workers concluded that the No. 1 reason people quit their jobs is a bad boss or immediate supervisor. This CPD accredited People Management Course discusses the real issues facing managers today like how to have tough conversations on performance and managing the friend/colleague/report lines.

This is a People Management Skills Training Course of 1+1+1 classroom days, 4 months apart, with support in between training days designed to make the learning stick. You will experience our unique training method Sticky Learning ®, the course will be delivered by a world class tutor that has worked in the UK Grocery Industry, and our ROI guarantee is included.

Specifically designed to meet the specific and challenging demands of suppliers to the big four UK supermarkets. This training course will change the way Managers approach management, giving them the tools, techniques, and confidence to more better deal with situations, leading to significant improvements in team performance.

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Learning Objectives

By the end of this People Management Course the Learner will be able to:

Give and receive feedback that is ‘clear on issues and kind on people’.
Set clear and meaningful performance expectations.
Conduct a challenging performance conversation.
Deliver a piece of motivational praise effectively.
Demonstrate the skills and process of an effective coaching conversation.
Identify current delegation opportunities and receive coaching on the approach to turn them into actions.

Training Topics Covered

These 2 days, 6 months apart, will provide the Learner with a safe environment to discuss their challenges as a Line Manager.

The Learner may have learnt from the worst, seen the best, or never really had the opportunity to consider what type of Manager they wish to be. On these two days, the Learner can learn best practice, recognise that they are not alone, (many other people are struggling to get the most from their people too), and leave with the know-how to become the Line Manager they want to be.

Refresh on ‘Learning To Learn’
The Flexible Manager: Adapting your management style Sit-Lead / Hay Model
Setting clear and meaningful performance expectations
The skills of effective feedback – BOOOST, ART and/or SBI
Conduct a challenging conversation
The skills and process of Coaching
What motivates my team? Motivation survey
The Pygmalion Effect – the power of encouraging feedback
The what’s and how’s of delegation
Co-coaching: exploring delegation opportunities

For top tips read our People Management Blog, e.g. ‘People Management Skills – The Ultimate Guide to Managing People‘.

Ideal Learners

For everyone that manages people, from one person to many people. It is ideal for brand new managers and for existing managers with little formal training around people management.

This training course serves as a good refresher for those who want to brush up on their management skills in the company of other managers who might be facing similar challenges. This training course is also a great opportunity for anyone who recognise the need to strengthen their people management skills in a project management role.

Testimonials

“I walked in thinking I was ok at people management. I walked out knowing that I wasn’t and knowing that I wanted to be and how I could become the people manager I wanted to be”.

For more testimonials visit written testimonials or video testimonials.

Making the Learning Stick

Hopefully the term ‘Sticky Learning ®’ has intrigued you, whilst you probably guessed a sense of what it is about.

In short Sticky Learning ® is our own unique method that we have developed to help Learners Realise more of what they have learnt, be able to Recall more of what they have learnt, and Retain more of what they have learnt. In 2016 we further upgraded this unique training method to include habits formation as a big part of helping Learners to use more of what they have learnt.

This is good for our clients because it means that the money they spend with us is better invested than with other training providers because the learning is used for longer.

Training Course Duration

At MBM we no longer offer 1 day courses due to their limited effect.

Our Sticky Learning ® unique training method enables Learners to learn more, learn more quickly, and learn more easily. Sticky Learning ® is a key part of the 4 month training course consisting of pre-work, Learning To Learn 1/2 day training course, a Foundation day training course, an embedding day, and an Advanced 1 day training course (6 months after the Foundation training course).

The Learner is also given:

Access to our skill specific and learning objective specific ‘Knowledge Vault’.
Email and telephone support throughout the 6 month training course.
An option to bolt on ‘Individual Coaching’ to support the Learner further.
An option to bolt on a 1/2 day ‘Annual Refresh’ to further enhance the learning in the future.

Learners Per Course

10 Learners because this drives enough discussion between the learners to explore the skill well, whilst not too many that any one Learner gets ‘lost’ in the debate. If you do not have up to 10 people please checkout our 121 Executive Coaching, which can help just you to learn this skill.

Costs

For 10 Learners the cost is £225 per Learner per day.
The total cost for up to 10 Learners for the training course of 3 days, including Sticky Pieces, and the 5 level evaluation ‘Chain of Evidence’, is £6,750, plus vat.
Either held on-site at the client’s premises, or at an off-site venue can be booked and charged back to the client.

Measuring Return on Investment

There are many evaluation methods for training, each trying to find the holy grail of return on investment. We use Donald Kirkpatrick’s four level training evaluation model as a base because it has stood the test of time, since 1953.

Level 1: Reaction: How did the Learners react to the training?

Level 2: Learning: How much learning did the Learners get?

Level 3: Behaviour: How much have the Learners used the learning?

Level 4: Results: How much effect did the Learner’s learning have on performance?

Few training providers measure the return on investment beyond the level 1 reaction. We have added one further level:

Level 5: Sponsor: How much did we achieve the sponsor’s objectives?

Read more about our 5 level evaluation tool and see an example report – ‘Chain of Evidence’.