Seminar:
Formation and development of management teams
If your company does not have a well-formed and effective management team, this will most likely lead to a number of complex problems. For example, there may be difficulties in coordinating activities - hence low levels of productivity and ineffectiveness in the distribution of tasks.
Also, problems with management can affect staff motivation and lead to disunity among employees. This, in turn, will cause a lack of integrity in the development of the strategic plan and implementation of projects.
As a result, it is more difficult for a company to achieve its goals, the business is not growing as quickly as we would like, there are barriers to innovative solutions, and difficulties arise in adapting to rapidly changing market conditions.
If you encounter one of the problems:
- There is no consistency and clarity in the management of the company.
- Managers or even entire departments often conflict with each other; there is no common understanding of business goals.
- Business performance indicators are unsatisfactory or unstable, the results obtained do not coincide with the original plans.
- Weak response of the company to changes in the external environment, loss of competitiveness due to ineffective management.
- Departments do not coordinate their actions with each other, which causes poor coordination and lack of business integrity.
- Internal communications are disrupted, the exchange of information and knowledge in the company is not established.
- Managers do not know how to distribute responsibilities among employees, and the task management system is ineffective.
- Employees are not satisfied with the situation in the company, they distrust management, and do not receive the necessary support.
What you will receive as a result of participation in the program:
WHO WE ARE LOOKING FOR AT THE PROGRAM
Line managers
Middle managers
Top managers
PROGRAM CONTENT
1
What is the nature of the changes. Studying management styles
- What are the causes of conflicts in the company and emerging problems? Talking about the nature of change
- For what reasons does change cause employee resistance? The nature of changes in modern reality.
- What is the root of the problems associated with a lack of mutual understanding between leaders and their ability to communicate? Mission, roles and functionality of management.
- In what ways are management roles conflicting (incompatible) with each other?
- For what reasons does a business need different managers? Let's talk about individual management styles
- Does the ideal manager exist? Who can become a manager and who cannot? Why does each management function require a different management style?
- Is it true that all management styles are equally good? Let's talk about the main management styles. Correct and incorrect management.
- Personality conflicts! Are they really personal? How to communicate with managers with different management styles.
- How to ensure leadership development? We study tactics for improving individual style.
2
We are talking about the development of companies. What is life cycle
- Childhood, adolescence, and then youth? What laws of company development are common to all?
- Why is a person’s life finite, but a company can live for centuries? What are company life cycles?
- Why does a person act this way and not otherwise? The basis of organizational behavior and its patterns.
- Doctor, is this serious? We talk about which problems for each stage of the life cycle are normal, anomaly or pathological.
- How to cope with age-related crises in an organization? We choose the normal and most optimal method.
- Preservation of youth. Let's talk about organizational therapy
- Young in body but old in soul? Why do organizations age prematurely and what are the signs of this process?
- We bring back youth. Therapy for an organization at every stage of its life cycle.
- Why is parenting so difficult? Let's talk about leader styles at all stages of an organization's life cycle.
- Placement of players on the field. A functional approach to building an organizational structure throughout the life of a company.
- Let's take the first step. Recognizing the need
- What diseases are normal for us? Express test of the company's position at the current stage of its life cycle.
3
We talk about conflicts in the company. What will help you come to an agreement?
- Why is the main problem in an organization the inability to act together?
- What does it take to make good, effective management decisions? Let's talk about the principles of creating complementary teams.
- Are conflicts in a company good or bad? The nature of conflicts in the management environment.
- Why does the manager not only not solve the problem, but also create it himself? Let's talk about disagreements in a cross-functional team and constructive approaches to eliminating them.
- What is necessary for people to carry out their decisions? What are the sources of energy for managers. What is CAPI?
- We come to a general agreement in the team. About effective technology of search and decision making
- Why don't team building activities give the desired results? Cross-functional collaboration in problem solving.
- We increase staff loyalty and engagement rates. How to distribute roles between team members and eliminate the combination of conflicting roles.
- We set high quality tasks for our employees. Four requirements for the task so that the employee understands it correctly.
- What to do to get sparkling-eyed employees? We study how to conduct a discussion correctly so that everyone feels involved in the decision making.
- We develop a good solution in a team with completely different participants. Step-by-step decision-making algorithm in a group format.
4
What is organizational culture and structure
- Why do we need organizational culture? Discussing leadership and integration issues
- What makes an organization successful? Formula for success.
- Minimizing internal marketing: personnel, purpose, structure, processes.
- Ways to create a healthy organization. A mutually complementary system that includes the company’s mission, its structure and employee reward system
- Developing a clear and understandable structure of the organization's priorities. How to involve the management team in defining the company's mission and values?
- How to create an optimal structure in an organization? For a specific mission, we have our own structure to help achieve our goals.
- What can be done to ensure that people take their responsibilities responsibly? Three steps: distribute responsibilities, empower, create a reward system.
- Do all employees have the ability to perform their duties? Let's talk about the power structure.
- Staff motivation. Remuneration structure. Main types of motivation, their advantages and limitations.
AUTHORS AND LEADING PROGRAMS
Alexander Pankov
Chairman of the Board of A.mase.S
Expert on Strategic Management
- 200+ projects for the development and implementation of strategy in companies in the CIS countries and Europe (staff from 20 to 50,000)
- 500+ strategic sessions for various businesses
- 25+ years of consulting experience
- Co-author of the book “Labyrinths of Strategy. 8K", publishing house "MYTH"
- Author of strategy and business models’ developing methods and tools
Irina Sotnikova
Co-Founder of A.maze.S
Expert on Organizational Development
- 300+ projects in business systematization (in companies with up to 20,000 employees)
- 10+ successful projects in organizational transformation (project duration more than a year) using the Adizes methodology
- 8+ years, on average, companies repeatedly come back to services after the first joint project
- Over 25 years of consulting experience
- Certified consultant of the international consulting company “Adizes Institute” (California, USA)
TAKE PART IN THE PROGRAM
After this, a consultant will contact you to answer any remaining questions. Dates and location are agreed upon upon request.
Seminar
