2012 Training Program Schedule Posted

We are proud to launch all the dates for MTD’s Management Training in 2012.

We have lots of programs on offer that would benefit you and your team.

For 2012, we have added two new open courses; Sales Management Skills and E-Selling Skills – you can find out more about our sales courses by visiting the MTD Sales Training website.

These are in addition to our highly-popular open courses on Essential Management Skills and Advanced Management Skills. For more information about our range of MTD Open Courses on our website.

We look forward to you visiting our site and maybe seeing you on one of our courses soon.

Thanks again

Sean

 

Sean McPheat

Managing Director

http://www.mtdtraining.com

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Are Your Employees Depressed?

Despite what television commercials would have you believe, depression is relatively common. The difference is that the majority of the population experiences some sort of situational depression (due to a relationship, illness, death, job issue, etc) and then works past it. Some need professional help and others do not. Others have hormonal imbalances that cause them to become depressed and, in many cases, seek regular medical attention. Learn More

Do You Really Want to be a Manager?

Management, to be honest, isn’t easy. Sure, there are pros and cons to becoming a manager but the reality of the situation is that you need to jump on the management path not only because someone thinks you’d be good at it, or because you think you’ll make more money, but because you really want to be a leader.

Any other reason is unacceptable and, in the end, if you’re not willing to be a leader you’re going to find yourself very frustrated with your career path. Let’s take a look at some of the negative and positive aspects of a career in management.

First, we’ll list some of the drawbacks:

  • You won’t be able to develop as many close friendships with your team members because doing so will cloud your ability to make objective supervisory decisions. You may begin to feel lonely.
  • You’ll receive very little immediate feedback about how you’re doing with your work. Most of your goals will be long-term. As such, you may feel unsure of yourself.
  • Managers often have to sign legal documents, including employment contracts or contracts with customers and vendors. This means you can, on some level, be held legally liable if there is a problem.
  • Management positions are competitive. There are more team members than there are managers -always. And there are always more people looking to move up than there are spots available. You may feel some tension as others vie for your job – or for those similar to yours.

There are, of course, plenty of positive aspects to management:

  • Your status as a manager may earn you some sort of prestige – especially if people believe your title sounds powerful.
  • Managers sometimes feel as though they have some sort of power. They do, on some levels, but it is important to remember that even managers have work delegated to them before they can delegate it to others.
  • Managers, in most cases, receive better pay than those beneath them. There are instances in which this is not true. For example, some companies pay based on the value of your contributions. Who do you think gets paid more – a nuclear chemist or the guy who “manages” the plan in which he works. My guess is that the nuclear chemist is actually making a more valuable or important contribution to the overall goals of the organisation.

It’s up to you to weigh the pros and cons of management. If moving up the corporate ladder is something you’ve always dreamed of, then go for it. If not, do you really want to add that type of stress to your life?

Thanks again,

Sean

Sean McPheat

Managing Director

http://www.mtdtraining.com

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The Tone of Your Voice

nerdThe other day I was reading a sales-related article but the point really translates back to any aspect of business – especially if you are a manager. The article talked about your voice and, more specifically, the tone of your voice. Learn More

The 4 Fundamental Principles of Knowledge Management

In the past we’ve had several conversations about knowledge and how to manage the knowledge you have within your ogranization. We’ve talked about auditing information, storing information, and even making sure it gets back out to those who need it.

Today I want to talk about what I consider the four fundamental priniciples of knowledge management. They include capturing knowledge, validating knowledge, accessing knowledge, and then scaling that knowledge down. What do I mean?

The idea of capturing knowledge is pretty simple – in theory, anyway. Capturing knowledge is the process by which you determine what knowledge is available and then bring it together into some form of documentation. Knowledge that isn’t documented can’t be shared or used.

After you capture knowledge you have to validate it. Validating knowledge is about ensuring that the information you have is accurate and relevant. It won’t do you any good to have incorrect facts in your database and it’s just as bad to have completely outdated information as well.

After you capture and validate the knowledge within your organisation you have to create a way that makes it easy for everyone to access the pieces they need at any given time. They shouldn’t have to sort through an entire database. It needst to be indexed so that it can be easily found and used.

Scaling information is the process of making the information you have into something usable regardless of the geographic location of your business. If you are part of an international business, for example, your employees in New York City and Tokyo may need to access the same database. An employee in NYC can’t use one method of capturing, validating, and accessing if an employee in Tokyo is doing something different. If that happens, you’ll end up with a database of jumbled information.

How do your knowledge databases look right now. Could they use some improvement?

Thanks again,

Sean

Sean McPheat

Managing Director

http://www.mtdtraining.com

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Tips for Retaining Employees – Part 2

The other day we started to discuss a few of the things you can do, as a manager, to retain your good employees. Today I’d like to add 5 more tips to the list. Combine them all, using your own personal management style, and before you know it you’ll see your employee relationships improving.

  • Listen to your employees. Your team members, if you listen to them, have valuable ideas and most of them want to contribute to the process. Listen to what they have to say and make sure they know the lines of communication are always open.
  • Help them find opportunities for growth. No one wants to feel as though he or she is stuck in a dead end job for a lifetime and you, as a manager, can’t expect them to be happy in the same position forever. Help your employees identify opportunities for growth, both short-term and long. Employees working towards goals are always happier.
  • Encourage flexibility. I’m not saying you have to adjust their schedules every other day and make ridiculous concessions but you can find ways to encourage them to find balance between their work and persona lives without decreasing productivity. This means not being rude when they’re really sick or when they need to take care of their children.
  • Encourage personal wellness. Healthy employees are happy employees and stress is certainly not healthy. Surprise them with special breaks, give them gift certificates to their favorite restaurants or spas as an acknowledgment of their loyalty, or have a yoga instructor come in for a morning class. They’ll appreciate the break from the regular routine.
  • Finally, please remember to say THANK YOU to the people who work for you. Whether they’re permanent employees or independent contractors, everyone appreciates knowing you recognize, acknowledge, and appreciate the things they do. Nothing else you do will matter if you never utter those two simple words.

Thanks again,

Sean

Sean McPheat

Managing Director

http://www.mtdtraining.com

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What Does Coaching Offer Employees?

learnnYou may be ready and willing to start a coaching program with each of your employees. The trick to building a successful coaching relationship relies on three things: you ability to know what you need to encourage your employees to learn, your ability to recognize what new behaviours your employees should be picking up, and your ability to understand exactly what benefits coaching has.
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How Clear are Your Voicemail Messages?

telephoneIt doesn’t matter if you work in customer service, as a salesperson, or as a manager for either team. Leaving an effective voicemail is essential to your success in the workplace. So what exactly is a successful voicemail? Learn More

How To Deal With Depression In The Workplace

At some point in your career either you or one of your employees is going to feel depressed at work. The trick here is to deal with the situation before it gets out of control and begins to affect work performance – but how?

The first and most important thing to remember is that depression shouldn’t always be viewed as an illness that must absolutely be treated with medications. In many cases, a person who is depressed is responding physically to something in his environment. So the real key is to find out what is causing your (or your employee’s) depression and find out exactly what those triggers are trying to tell you. Learn More

An Exercise in Ethics

Some of you may have heard these questions before but I think they’re a fun way to bring the true consequences of unethical thinking into light. Consider each of the following questions and be honest – you’re the only one who will know your answers.

  1. A pregnant woman already has eight children. Three are deaf, two blind, and one mentally retarded. The pregnant woman herself has syphilis. Should she have an abortion?
  2. The world is going to elect one leader and you have the deciding vote. Each candidate has his own qualities: Candidate A associates with astrologers and questionable politicians, has had affairs, smokes, and drinks heavily. Candidate B was kicked out of office two times, sleeps late into the day, drinks heavily, and used opium in college. Candidate C is a decorated war hero, non-smoker, vegetarian, occasional drinker, and has been faithful in all of his relationships. Who would you choose?

Do you have your answers?

First, if you answered YES to recommending an abortion you would have killed Beethoven.

As for the politicians. The first is Franklin D. Roosevelt, the second Winston Churchill, and the third Adolph Hitler.

The point here is that there is always more to a decision than meets the eye. It’s important to ask questions and make educated decisions rather than jumping to conclusions based on the initial set of facts given to us. Sometimes those gathering the facts are biased or they’re just plain misleading. It’s up to you to sort fact from fiction and make the most ethical decisions possible.

Thanks again,

Sean

Sean McPheat

Managing Director

http://www.mtdtraining.com

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