The client, an international industrial group with various locations across Germany and Europe, wished for selected junior managers to be prepared for their management tasks and for them to develop a personal understanding of their role as managers.
The starting point is a development center for an ad hoc analysis of personal strengths and development fields. A subsequent training program – lasting 18 months and consisting of four modules – conveyed to participants the basics of management. A day of practical implementation between each of the modules allowed them to transfer this know-how.
The four modules
The content structure of the four modules – “Motivating and mentoring”, “Organizing and decision-making”, “Controlling and coordinating” and “Conflict management and change management” – is geared towards different management roles from which specific requirements and tasks are derived.
Module 1: Motivating and mentoring:
Motivation models, bases of active communication, interaction techniques (active listening, open-ended questions, feedback, non-directive discussions), management style and approach, reflection on personal understanding of management. Deriving a personal management agenda with objectives for the new management position.
Module 2: Organizing and decision-making:
Time management, target system and target agreement, target formulation (SMART formula), personal decision-making abilities, recognizing and dealing with employee expectations. Practical exercises with challenging targets for individual employee types.
Module 3: Controlling and coordinating:
Basic elements of delegation, “the employee appraisal”, constructive criticism, management through securing results and modulating targets, monitoring targets, disciplinary measures. Case examples: Managing productive team meetings, conducting employee appraisals.
Module 4: Conflict management and change management
Causes of conflicts in organizations, viewing conflict as an opportunity, the Harvard concept, mediation, dealing with resistance, 4-room model, stages of a change process, the learning organization. Collecting information on real-life conflict situations in advance with a view to preparing case examples.