- A management training program provided by Laurel and Associates, Ltd. provides the interpersonal communication and management skills that new and seasoned managers can use immediately.
- It is based on an assessment of the current skill level of the managers.
- It identifies the skill gaps and builds the program to bridge those gaps.
- It is highly interactive and participative.
- It emphasizes practical application, not theory.
- It provides ample time for the participants to practice their new skills.
- It requires the participants to create personal action plans to implement what they have learned.
- It includes methods to reinforce learning after the program.
- Many managers are promoted without prior supervisory training or experience.
- Management skills are different than the skills required as an individual contributor.
- Employees don’t leave companies, they leave managers.
- If they are unhappy and don’t leave, their morale and productivity plummet.
- 75% of employees leave voluntarily because of a poor manager.
- It is the manager’s responsibility to set employees up for success.
- Laurel and Associates, Ltd. trains managers in key management skills, such as communication, delegation, motivation, performance management, and teambuilding.
- Otherwise, without management training, 60% of new managers fail within the first two years.
According to Laurel and Associates, Ltd., management development:
- Addresses the interpersonal communication and management performance gaps of current or potential managers.
- Provides interpersonal communication and management skills training to fill those gaps.
- Develops managers who know how to establish and clearly communicate goals and performance expectations to employees.
- Teaches managers how to effectively delegate, manage performance, coach, motivate, and provide constructive feedback.
- Ensures that managers know how to establish and maintain a positive work environment, so employee morale and performance are high, and turnover is low.
- Laurel and Associates, Ltd. provides management training programs.
- It is a certified woman-owned business.
- Its principal, Deborah Laurel, has 45 years of management training and consulting experience in a wide variety of industries.
- She was an adjunct professor in the Executive Management Institute and the Small Business Development Center in the School of Business at the University of Wisconsin-Madison for 30 years.
- Laurel and Associates, Ltd. offers a wide range of skill-building workshops that build practical interpersonal communication and management skills.
- All of their workshops are highly interactive and participatory, with ample time to practice new skills.
- Time is provided for participants to create action plans to apply what they’ve learned.
- The focus of skill-building management training is on developing practical interpersonal communication and management skills, rather than on providing theory.
- Laurel and Associates, Ltd.’s skill-building management training programs include supervisory and leadership skills.
- Relevant management skills include delegation, interpersonal communication, motivation, change management, front line leadership, performance management, team building, selection interviews, coaching, performance evaluation, meeting management, and generational differences.
Laurel and Associates, Ltd. makes sure the program will:
- Give them relevant skills.
- Ask them to identify and discuss what they want from the workshop that will make it useful for them
- Ask what are called common ground questions, to have them raise their hands if the question pertains to them. This primes them to participate.
- Get their buy-in by having them publicly identify which learning objectives are most important to them.
- Disconnect them from any negative prior experiences by having them identify the benefits of learning the content.
- Have seasoned and unseasoned learners form groups to ask and answer content-related questions- and then seat the group members together, where they can continue the dialogue.
- Use learning activities that require them to participate by joining in discussions or exercises.
- Give prizes for completed activities.
- Treat them with respect as adults with their own knowledge and experience.
There are several ways that Laurel and Associates, Ltd. holds learners accountable for using their new skills:
- creating an action plan that they share with their managers;
- setting up weekly check-ins with a peer buddy;
- conducting follow-up sessions with learners;
- having learners report progress on their action plans to peers and to their managers; and
- incorporating their action plan into their performance management plan.
Laurel and Associates, Ltd.’s management development programs include supervisory and leadership skills. For example:
- •delegation,
- interpersonal communication
- motivation,
- change management,
- front line leadership,
- performance management,
- team building,
- selection interviews,
- coaching,
- performance evaluation,
- meeting management, and
- generational differences.
Laurel and Associates, Ltd.’s employee development learning programs include personal development and interpersonal communication skills. For example:
- active listening,
- emotional intelligence,
- anger management,
- conflict management,
- assertive communication,
- diversity and inclusion,
- stress management,
- customer service,
- time management,
- negotiation,
- presentation,
- interviewing skills,
- problem solving; and
- decision making.
Training by Laurel and Associates, Ltd. accomplishes the desired results because:
- the learning goals are established in collaboration with upper management;
- the learning objectives to achieve the goals are specific, observable, and, measurable;
- the learners are given sufficient practice during the training, so they have some confidence in their competence;
- the learners have and share an action plan with their managers;
- their managers follow up immediately after the training and build the action plan into a performance management plan; and
- their managers reinforce and coach implementation of the action plan.
