Management training for leaders. Management training for senior managers Professional training for executives

Topics of training for managers

Duration: 2 days

Results:

Skills in understanding and applying organizational change management technologies.
Understanding by managers of their role in the process of personnel management, implementation of changes to improve the efficiency of personnel.
Acquisition of skills to effectively organize and conduct meetings to analyze problems and make decisions.
Development of a plan to improve the efficiency of the organization in the short, medium and long term.
Development of communicative competence among managers, communication building skills and communication management during changes.
Understanding the principles of implementing changes and the ability to constructively manage possible resistance.
Technology Mastery feedback.

Duration: 2 days

Results:

Formation of a system of key concepts in the field of mentoring.
The ability to individually approach the development of each individual employee.
Familiarity with employee development methods in the workplace at different stages life cycle employee in position.
Training in the skills of providing developmental feedback to employees.
Mastering the technique of conducting a developmental conversation with young professionals.
Development of algorithms for working with "difficult" employees, overcoming resistance.
Improving the efficiency of business interaction in working with employees on a trial period.

Duration: 2 days

Results:

Principles of personal effectiveness of the leader.
Mastering the 2 Essential Personal Effectiveness Habits: "Be Proactive" and "Start with the End in Mind".
Mastering the skill of prioritization, time management.
Mastering the skill of delegation of authority
Management of polarities - insoluble contradictions, extremes that exist in the work of a manager.
Formation of an individual development plan in 4 directions (psycho-physiological, professional, social, value).

Duration: 2 days

Results:

knowledge and practical methods of effective preparation, organization and holding of meetings, optimization of the process of group interaction during management meetings in order to obtain a high-quality result at the end.

Duration: 2 days

Results:

Setting goals and delegating tasks to employees, taking into account individual differences, usage various methods control
The planning system that best suits their individual characteristics.
Prioritization and time management. Decision making techniques.
How to work in different leadership styles in relation to different types of employees

Duration: 2 days

Results:

interesting, bright and more effective to carry out their programs (working groups, rallies, trainings);
professionally facilitate group corporate events (brainstorming, conferences, working meetings);
to conduct presentations at a high level with very simple technical means;
improve communication and motivation in your groups;
to develop more freedom and creativity in preparing and conducting meetings;
get more out of group discussions, meetings.

Duration: 2 days

Results:

Understanding the place of personnel management in the system of organizational strategies.
Acquaintance with systematic approach to personnel management, the role of the manager and the role of HR (personnel policies and strategies).
Acquaintance with the technology of determining the requirements for a position for hiring, evaluating, training, developing and motivating staff.
Mastering the technology of selection and motivation of candidates for employment.
Mastering the techniques of adaptation of young professionals, the stages of mentoring, methods of developing employees in the workplace, career planning.
Ability to set goals, determine control points and performance indicators.
The ability to select the appropriate leadership style depending on the maturity of the subordinate.
Ability to motivate staff using non-material incentives.
Familiarization with the personnel monitoring policy.

Duration: 2 days

Results:

The ability to set conscious goals and form a plan for individual development.
Ability to establish boundaries of responsibility.
Learn how to develop emotional intelligence in yourself and others.
The ability to conduct a conversation by asking questions, listening.
Ability to separate facts from opinions.
The ability to increase the level of awareness of the interlocutor for safety and personal efficiency, a new quality of life.
Transformation of negative dominants.
The ability to restore mental balance, balance in behavior.
Ability to accompany others in the process of change.
Ability to identify stress levels.
The ability to desensitize a stressful state, bring another to a working state.
The ability to form resource states in others to achieve goals.
The ability to restore internal balance for sustainable development.

An effective leader has a set of competencies, such as result orientation, strategic thinking, the ability to motivate his subordinates, initiative, managerial skills, and personal effectiveness skills. Executive training is one of the fastest and most effective ways to develop these abilities. Business training is an active learning method, which means that you do not just get theoretical knowledge. The purpose of the training is to develop practical skills, which is why it is considered the most effective form of training all over the world.

At our trainings for managers, they receive practical tools that they can immediately apply in their work. We conduct trainings for managers of different levels and work with your specific tasks. Each training is tailored to your individual needs and business needs. Below is a list of training topics for managers, also pay attention to other sections, and others. If a suitable topic is not listed, please contact us.

executive coaching- this individual work with the manager to achieve his specific goals. The most important advantage of coaching is the ability to fully work out the client's request and solve the tasks. To apply for coaching, please contact us.

If you did not find the program you are interested in in the list, please contact us. We will prepare a training and provide a trainer for your unique request.

You can always get detailed training programs by calling or writing to us.

In case of your interest, we will be happy to meet with you and tell you about us, our capabilities, experience and how we can be useful to you, tell you about the experience of events held, show customer reviews.

You can contact us in any way convenient for you:

Leaders who quickly learn new competencies and ways of working in a dynamic business environment bring unique value to their companies. competitive advantage. That is why soft skills training for managers today is a key aspect in the personnel training system of enterprises.

The personal effectiveness of a leader is his ability, thanks to his personal characteristics lead the company, manage it and be responsible for the result and its consequences.

PwC is one of the leaders in terms of training and improving the personal effectiveness of managers. Our experience shows that an effective leader must have operational management skills, be a leader and have a strategic vision in solving the problems facing the company.

The Leadership Effectiveness training program at the PwC Academy consists of three thematic blocks:

Management and Leadership

These are trainings for managers of different levels: from taking the first steps in the field of management to CEOs. Programs will help to better plan and organize work, motivate employees, give feedback, control and delegate, and successfully respond to changes.

Effective Communication

These are universal soft skills trainings aimed at developing skills: communications, negotiation, presentations, conflict management, etc.

Team management

Team management training will help you learn how to form and manage teams, bring them to the maximum level of professional efficiency.

The PwC Academy employs trainers accredited to conduct SDI ® assessments.

SDI® (Strength Deployment Inventory) is a learning and assessment method that uses a set of unique tools to learn how to effectively and accurately understand the motivations and values behind people's behavior.

This technique is built into programs for effective communication

Why PwC Academy

The PwC Academy provides training exclusively in practical business skills and tools that can be applied the very next day after the seminar.

PwC Academy trainers are practitioners with experience managerial work more than 10 years in large international companies, constantly improving their level of coaching skills.

SDI assessment and training

The first step to effective learning is understanding yourself, your strengths and areas of development.

Strength Deployment Inventory (SDI)– an assessment technique based on the Theory of Relations. SDI allows you to define strengths personalities and motivational values that help build effective communication.

The SDI technique helps you evaluate your personal leadership style, as well as learn about the styles of other people. Depending on the situation, task and level of subordinates, a manager can learn to apply different leadership styles, responding flexibly to a changing business environment.

Step-by-step control algorithm for confident achievement of results without rush and overload.

A very common situation: we put forward a good specialist to a leadership position. That's right, he deserved it, he's a good motivation, he's a great example for his colleagues.

But ... former colleagues do not perceive him as a boss, the department does not fulfill plans. In general, it did not work out ... (for a person, by the way, this is a lot of stress - he is used to being successful, used to a certain role alignment in the team, but then everything changed).

So, what is next? And then - in most cases, a sad story: we did not acquire a good leader, but a good specialist was lost. Because he will not return to us as a specialist. And if he decides to "grow into the bosses", then, too, most likely it is no longer with us.

So what if a good specialist is not promoted? There is a term "good secretary syndrome". When a person is not promoted precisely because he is very good in his place, and it is easier to find a boss than a replacement for a “good secretary”. If a person is ambitious and wants to grow, then this is also not an option.

So, raise! But at the same time, not to be thrown like a puppy from a boat: if he wants to live, he will swim out; How to manage people, how to set tasks so that they are fulfilled, how to achieve results not with your own hands, but with the hands of your subordinates, how to constantly improve the efficiency of your own and your unit. One of the well-established methods is the management training “7 Steps of an Effective Leader”.

Who is this training for?

For heads of groups, divisions, departments, directions, projects. And also for personnel reserve employees.

Will the training be useful for you?

Yes, if at least one of the statements below resonates with you:

Not all my orders are carried out by subordinates the way I want.
My subordinates constantly delay the deadlines for the completion of work and each time they find convincing reasons for such delays.
I am constantly overloaded with work, and my subordinates are on social networks, drinking coffee and gossiping.
I am responsible for the results (and lack thereof) of the entire division, but I have the feeling that these results are almost independent of me.
I have irreplaceable employees whom I am afraid of losing, and they use it shamelessly.
The work of the head leaves less and less time for personal life.
They demand more and more results from me, but it is difficult for me to demand the same from my subordinates, because. I can't raise their wages.
Sometimes I feel like I'm between a rock and a hard place.
I do not understand the specifics of the functionality of my subordinates. How can I control them?

Will this training be useful for your subordinates, who, in turn, manage the company's divisions?

Yes, if at least one of the statements below is said as if about them:

They do not want to think and take responsibility, they do not offer solutions to problems.
They strive not to solve problems, but to explain why it cannot be solved, or to find those to blame for the fact that it could not be solved.
Easily suggestible in terms of failure to complete the task: if their subordinates tell them that the task cannot be completed, they tend to believe them.
They are not ready to violate their own comfort and the comfort of their subordinates in order to achieve goals.
They believe that in order for an employee to do more, he needs to be paid more, even if he is not currently busy.
Violate the deadlines themselves and do not ask from subordinates.
When a weak employee leaves, they take the position “Let's pay, just let them stay”.
They do not always know what subordinates are doing.
They do not know how to analyze, plan, delegate. control, predict
They don't know how to distribute tasks.
They do not know how to convince, “ignite”, explain.
“Not friends” with numbers: inaccurate promises, incorrect forecasts.
A lot of spontaneity and nervousness at work
They do not always cope with conflicting employees.
Afraid of change because "it's always been that way"

What will you get as a result of the training?

A systematic understanding of the functions of a leader, understanding the essence of managerial work, the concentration of attention of managers on management functions.
Simple and affordable operational management technologies.
Ability to properly assess managerial situation and make the best management decisions.
Additional tools to enhance staff motivation
Improving communication skills through joint work at the training
Development of a corporate-wide "managerial language".
Exchange of best practices in people management between the heads of various departments of the company
Emotional uplift through a creative setting
And other positive side effects

What is the focus of the training?

Reliance on management practice
Change in attitude to management: a clear, understandable technology instead of daily exploits, unpredictability or mysticism.
The most practical principles, techniques, techniques and management tools
Working out working situations and cases
Solving specific work tasks of participants

Why is it beneficial to order management training: 7 steps of an effective leader?

Because the transition from spontaneous to conscious interaction with employees leads to an increase in the effectiveness of managers.
Because increasing the competence of managers increases the efficiency of the company's departments.
Because the possession of non-material motivation techniques entails savings in the wage fund.
Because strengthening the skill of competently setting tasks and building a control system leads to more precise observance of deadlines and quality of work.
Because increasing the managerial competence of a manager leads to an increase in his authority as a leader in the eyes of his employees and their loyalty.

What is in the management training program: 7 steps of an effective leader?

Step 0. Before you go: The essence of management. The position of the leader.

Specialist, manager, manager, leader - what's the difference?
Areas and limits of responsibility of the head and the ordinary employee.
Management cycle and the main functions of a manager.
Attitudes and stereotypes towards subordinates.
What is the power of the leader based on?
Management of the balance of managerial and executive activities. The exclusive tasks of the leader. Syndrome "Manager-Player".

Step 1. Analysis of the situation

Situation Analysis Algorithm for Acceptance management decision. SCORE Model
Selecting information for analysis. Facts, opinions, interpretations. What's more important?
View from different points of view. Multipositional model of situation description

Step 2. Making a management decision

Types of management decisions
Perfect result
Consequence analysis
Goal setting.
10 Rules for Self-Guided Goal Setting
The main mistakes in choosing and formulating goals
How to clarify for yourself the goal that management sets.

Step 3: Planning for the implementation of the solution

Algorithmization of activities to achieve the goal. Model TOTE
Decomposition of tasks - approaches and techniques.
Priority scale. How to distribute tasks in order to achieve their timely completion?
Identification of performers, curators and stakeholders, planning communications. Estimation of necessary resources.
Planning Toolkit: Goal Tree
Planning Toolkit: Mind Maps

Step 4. Distribution of tasks and delegation

General problem setting algorithm
Determining the level of readiness of a subordinate when setting tasks.
Matrix of situational leadership in setting goals. 4 management styles: each employee has his own style
Adaptation of the task setting algorithm for 4 management styles
Delegation: "For" and "Against". effects and obstacles.
What can be delegated and what can't be delegated
To whom to delegate?
delegation technique. Delegation Rules
Major Delegation Mistakes

Step 5 Non-material motivation personnel

The basic principle of forming the desired behavior of a subordinate
The direction of motivation (which is more useful a stick or a carrot?)
Motivation by values
demotivating factors. Symptoms and signs of demotivation: what to do about it?
The strength of motivation, the adequacy of the motivating impact.
Regular (routine) work, and new "challenges" - what motivation tools should be used in each case.
Leader self-motivation

Step 6. Control

What is control for? Control functions. The motivating role of control.
Principles of effective control.
Control system: selection of control points, creation of agreements, criteria for evaluating performance
Types of control: final, preliminary, intermediate, selective, periodic.
Advantages and risks of each type of control, application situations.
Correlation of types of control with the matrix of situational guidance.
Common control mistakes and how to avoid them

Step 7. Coordination (correction)

Types of feedback, their effectiveness
Principles of Effective Feedback
How to praise, so as not to "praise"?
How to scold, so as not to "scold", i.e. not demotivate?
Algorithm for a personal corrective conversation
Common Feedback Mistakes

How is the management training program organized: 7 steps for an effective leader?

In terms of format, this is the most practical training:

70% - practice: participants practice skills in exercises, working in pairs, triplets, small groups.
30% - theory: interactive mini-lectures, demonstration of skills, discussion of results, answers to questions.

Training duration:

Standard program: 16 hours (two days from 10:00 to 18:00 with an hour break for lunch and two coffee breaks of 15 minutes each).

The optimal number of participants is from 8 to 16 people. In the case of a larger group size, practical work is also possible, but, alas, it is unlikely that all participants will have the opportunity to demonstrate and develop their skills and abilities.

With the number of participants over 25 people, the effectiveness of skill setting is noticeably reduced. And since this training has an exclusively practical, skillful orientation, I limit the number of participants to 25 people.
Thanks for understanding!

What guarantees?

I am 100% confident in my work and therefore ready to give an extreme guarantee. This means that if, after the training, the participants rate it on average lower than “good”, I will waive the fee. Agree, this is a weighty guarantee and a serious responsibility.

The concept of "middle manager" is rather vague (it depends very much on the size of the company and its branching). internal structure). Therefore, the range of trainings for this category of managers is very wide: from communication skills with subordinates to the development of strategic thinking.

In our opinion, middle managers are a key category of the company's employees, performing a connecting role between top management and employees who "make" the company's results.

Middle manager:

is responsible for the direct work of his unit - sets tasks and controls their implementation, resolves complex and unforeseen situations in the current work;
on a daily basis, implements communication between the company's management and ordinary performers;
participates in the formation of the personnel of his unit;
timely takes measures of influence or stimulation to increase the motivation of the team.

The middle manager is a "buffer" between the immediate supervisor and the executive staff of the company.

And this "buffer" requires constant swapping and upgrading.

When is training for middle managers needed?

Leadership development is the key to improving business performance. Therefore, the answer to the above question is “constantly and purposefully”. But it is worth doing it carefully.

The planning of trainings for middle managers is carried out according to several principles:

according to the results of the assessment of managers by competencies, groups and training programs are formed for the targeted development of declining skills;
by precedents - a general understanding that the effectiveness and motivation of managers have decreased;
as a purposeful formation of the necessary skills, translation and maintenance of corporate culture.

We will not describe the first point in detail - this is a separate conversation about personnel assessment. Let's focus on the last two.

How to diagnose that training is needed?

An observant HR specialist or top-level manager notices negative changes taking place in departments. These are the signs:

deterioration in performance, increased costs, the number of defects (if we are talking about production);
regular detection of the same type of errors in the work;
an increase in the number of destructive conflicts;
decrease in discipline, frequent "diseases" of employees;
increase in staff turnover in individual departments.

All these and many other signals tell us that the head of such a unit may need a shake-up in the form of training.

Training for managers - to lay straws?

Yes, the organization and its environment are constantly changing. Therefore, training allows middle managers to develop, “pump” their skills, to be saturated with new concepts that can be applied in their work. It is also important to maintain a unified corporate culture. Especially in companies represented by divisions in different regions.

Do not forget that the best prevention of problems during organizational change is employee training. Also, any training is an event that helps the exchange of experience and the formation of informal connections between employees.

Therefore, in anticipation organizational change trainings for middle managers will reduce tension in teams and prepare the ground for change.

Executive Training Program: Putting the Puzzle Together

Any training can be thought of as assembling a puzzle with many elements. We “build” a training program for managers from:

mini-lectures - they provide a basis for understanding the material, form a conceptual core on the basis of which skills should be formed;
cases (descriptions of problematic situations) - allow you to gain experience in analyzing information and developing an optimal solution, are the basis for group discussions;
role-playing games - provide an opportunity to work out the communication skills necessary in different situations: with subordinates, partners and clients;
discussions - in them, leaders can exchange views and their own experiences, and also form a common value field;
questionnaires and tests - diagnostics of their personal characteristics and knowledge.

Sometimes the purpose of training for middle managers is to enable them to see their limitations and find ways to improve.

How best to plan training for leaders

Please note that optimal choice among various training programs can be done only after assessing the current state of affairs, the level vocational training middle managers, general and particular tasks of the business project.

Usually we start to prepare the training in 3 weeks. During this time, you can meet with several managers, get acquainted with the specifics of the work, and diagnose the main difficulties. In order to then draw up an optimal program, select a theoretical base and form information materials.

What after training?

Traditionally, we end the training project with a report to the customer, which contains a description of the work carried out, the trainer's comments on the group: general dynamics, the most prominent participants, topics that aroused interest. And of course, recommendations for the further development of middle managers of the company.

Management training programs

"Laboratory Business Games» implements management training programs covering the following topics:

planning and organization of the current activities of the entrusted unit;
situational guidance, methods and ways of motivating staff;
selection of personnel and formation of a team to solve permanent or one-time tasks;
assessment of business and personal qualities of subordinates;
proper distribution of authority among subordinates;
skills in conducting production meetings, working groups, etc.;
developing mentoring or coaching skills in the workplace;
improvement and development of presentation and oratorical qualities of the leader, etc.

Training for middle managers is a theoretical training that can be immediately put into practice.

We offer both standard and individual (specially adapted) training programs for middle managers. For example, "Corporate culture", "Leadership in management", "Personnel motivation", "Communications of the head", etc.

Let's present some of them.

Training "Leadership in Management"

The key task of the program - this is an assessment and improvement of the manager's influence and leadership skills, which allow influencing subordinates in the most effective way.

Target audience - heads of departments and business project managers who should be involved in common work each member of your team.

The main directions of the program:

familiarization with basic and new concepts of leadership;
formation of positive attitudes in the head for implementation in current activities;
development of communication skills with colleagues and subordinate employees;
the ability to choose the best forms of influence on subordinates with a combination of authoritative and informal methods of team management.

Training "Staff Motivation"

One of the most requested programs is . It is intended for middle managers associated with direct operational management.

Key objectives of the training:

clarification modern approaches to staff motivation;
development of practical skills and ways of non-material incentives for employees;
study and practical implementation of the mechanisms of personal interaction with staff to improve performance;
assessment of the most common models of behavior of the leader, the choice of optimal forms of motivation.

This program provides for maximum interactivity - each participant is involved in situational role-playing games, discussions, and practical exercises.

During the training, the most problematic issues are worked out - feedback mechanisms for the resistance of an employee or team, methods of influencing corporate culture, identifying and eliminating signs of staff demotivation.

Leadership Skills Training

For managers structural divisions and representatives of the personnel reserve of the enterprise, we recommend training .

The program focuses on the following areas:

general and particular rules for formulating goals, determining the priority of tasks, effective planning workload and time management principles;
increasing efficiency in organizing the current activities of the unit - delegation and assignment of tasks, their distribution among subordinates, control over the correctness and timeliness of the execution of powers;
the basic principles of team motivation are the assessment of motivational potential, methods and mechanisms for increasing the motivation and interest of ordinary employees, the rules of behavior for a manager in case of team resistance.

This program is a classic combination of practical and theoretical classes. Training participants are offered role-playing games with topical issues, practical exercises in multitasking mode, etc.

Trainings for middle managers

You can find trainings for middle managers below.

Basic business training for managers is aimed at teaching the basic skills and abilities of the main management functions. To solve more complex tasks, more differentiated training in managerial skills is needed. A separate training session can be devoted to each management function, or the training program "Effective leader" can include a number of questions from different management areas.

Skill Development Training for Managers planning may include: drawing up long-term, medium-term and short-term plans, strategic management, mission and values of the company, planning by goals, forecasting, risk management, time management, change planning, setting goals and objectives.

Training for managers to develop the skills of the organization may include: organization of communication networks and communication processes (holding meetings, drawing up orders and orders, communication with subordinates and other employees), organization production process, project management, organization of training and mentoring systems, methods of developing subordinates, conflict management, organization and management of dynamic processes in a group (decision-making methods, team building, delegation of authority, maintaining a healthy social and psychological climate of the team, team building, leadership and power, management style employees).

Training for managers to develop motivation skills employees may include: motivation system, types of motivation, professional motivation, hygienic and motivating factors, demotivation factors, work with sabotaging employees, types of human needs, taking into account the needs of employees, methods for increasing employee motivation.

Training for managers to develop employee control skills and analyze the entire management cycle may include: types of control, feedback forms, assessment of the effectiveness of achieving goals and objectives, the implementation of KPIs; adjustment, types of analysis, analysis tools.

A special type of business training for managers are trainings on the most important competencies related to psychology of the leader's personality affecting its self-organization. The training may include such sections as self-regulation, self-motivation, self-control, self-development of the leader, etc.
A separate type of trainings are trainings from the cycle "Assessment Center" aimed at assessing the managerial qualities of employees included in the personnel reserve or considered as candidates for the position of manager. Executive Training Program
The training program for managers is selected depending on the objectives of the training. You can choose one of the programs presented on the site or we can create an individual program for you. Before drawing up the program, an audit of the level of preparedness of the participants in the training for managers is carried out. Corporate training for managers involves, in the process of training, the trainer working out from the participants only the skills they need, focusing on the competence of the group.

Expected results
Managers who have attended business trainings for managers, thanks to the new experience gained, will be able to cope with the tasks set faster and better, which will increase both the profitability and the competitiveness of the company as a whole.
Trainings for managers in the city of Moscow can be held on the territory of your company. This will allow employees to stay within their organization and resolve work issues.

The cost of training for managers varies depending on the number of participants and the training program.

Before training, we conduct a preliminary audit of the training participants. You can leave a request on our website and our manager will contact you.

Cost calculation example:
Group: up to 15 people
Cost: 65 thousand rubles. per group
Duration: 8 ac. hours
Venue: business class conference rooms and field trainings.
Post-training support: from 1 month.

To order a training, fill out an application on the website.