Managing a team: adopting the right management tools
Managing day-to-day operations requires a strong ability to understand group dynamics, to look back on past situations in order to implement concrete corrective actions, and to respond effectively in difficult situations. In this series of practical and engaging workshops, participants will discover the best agile management methods to achieve their goals and help their team members grow. Target audience: This training course is intended for Managers, Directors, Team Leaders, as well as anyone responsible for supporting employees—even without a hierarchical role (e.g., project manager, coordinator, coach)—who wants to develop a high-performing team.
Who it is for
No prerequisites are required to enroll in the training.
Objectives
- Communicate clear objectives to your team
- Know how to adapt your management style according to the situation
- Know how to delegate and receive a delegated task clearly
- Motivate your team members
- Build a high-performing and committed team
- Listen effectively and respond to harmful listening
- Know how to say no and make yourself heard when facing a peer
- Increase the quantity and quality of your information sources
- Express your thoughts constructively during a disagreement
- Provide feedback and define a corrective action plan
- Manage a difficult situation by limiting conflict-related friction
Program
Session01
Adopting the right management style
Setting a SMART objective
- Discovering the 5 elements that make up a clear objective: specific, measurable, achievable, realistic, time-bound
- Participants work on the objectives to set for themselves and their teams
- Work on accuracy and participants' ability to measure the achievement of an objective
Managing according to the situation
- Discovery of the time-skill axis
- Mastery of directive, participative, persuasive, and delegative styles
- Using the learning curve to support an employee's skill development
- Applying a management style according to each situation
Delegating well
- Creating their Delegation Poker game
- Mastery of the 7 levels of delegation
- Understanding responsibility and balance in decision-making during delegation
- Analyzing the advantages and disadvantages of each delegation style
- Building their Delegation Poker board, choosing the right level for each task to delegate, and defining an action plan to help employees grow through delegation
Session02
Motivating and engaging your teams
Understanding and sharing your motivational drivers
- Activating the 10 intrinsic motivational drivers
- Identifying one's own individual motivations and those of an employee
- Defining an action plan to motivate an employee
Building a high-performing team
- Discovering the 5 stages in a group's life cycle according to Tuckman
- Identifying the current stages
- Implementing an action plan to move the group into a high-performance state
- Deploying actions to unite employees in order to generate long-term collective performance
Session03
Gathering feedback from your employees and knowing how to respond
Knowing how to listen
- Role-play scenario
- Work on identifying harmful listening behaviors
- Discovering the room for maneuver available in response to harmful listening behaviors
- Implementing concrete actions to improve communication in the face of harmful listening
- Working on active listening to inspire trust
Striking the right balance between assertiveness and empathy
- Discussion of participants' everyday situations regarding their ability to assert themselves and to stand up to others
- As a group, defining the stakes and the binary yes/no consequences when making a decision and communicating it
- Building the yes <> no axis on the assertiveness <-> empathy axis
- Discovering and working on the 3rd dimension, assertiveness, which makes it possible to move beyond a binary relationship to build value together
- Implementing concrete actions to listen to, persuade, and engage one's interlocutors
Diversifying your sources of information
- Building the Johari window
- Identifying sources of information that enable constructive feedback
- Working on the Johari window to broaden the quality of one's sources of information
- Working on the Johari window to diversify one's sources of information
Session04
Encouraging constructive exchanges
Leading an exchange effectively
- Scenario practice through the NASA game or the deserted island game
- Discovering the attitudes according to Elias Porter
- Practicing the different attitudes
- Observing the results
- Practicing an effective meeting scenario
Reaching rational exchanges even during conflicts
- Conflict management simulation
- Discovering the 6-step methodology: from emotional to rational
- Rephrasing exercise
- Putting immediate feedback into practice in a difficult situation
Before the course
Theoretical content, text excerpts, and examples of communication messages will be shared with participants to ensure they have a minimum knowledge base. Discussions may also take place with the trainers in order to assess each participant’s context and level.
Assessment
Your learning outcomes are assessed through a practical case, a simulation or a questionnaire. You receive a certificate of completion at the end of the course.
Practical information
For terms and deadlines, contact us at least 15 days before the date you have in mind.
Accessible to people with disabilities: a designated disability coordinator follows up on any adaptation request, to be reported before the course.
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A course for your team?
Describe your context and what you want to change. We will point you to the right person.