The Management Blog

Tips & advice to help you improve your performance


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How can we define ethics in management?

The Four Principles of Ethical Management

Ethics , Business Team Ethics , Business Ethics Integrity Honest As a manager you’re going to find yourself in a position where you are required to regularly make decisions.

While you may, at times, feel as though you are guided by your own morals and beliefs, it is very important for you to remember to put your personal beliefs aside so that you can look at each situation objectively and make the most ethical decisions possible.

So how can you achieve this? 

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TEAM building

Things You SHOULDN’T Do When Team Building

TEAM buildingT – Together

E – Everyone

A – Achieves

M – More

No one can doubt the importance of a good team, not in sports, not in marriage and certainly not in the office.

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Micromanaging word breaking

Is It Ever OK To Be A Micromanager?

Micromanaging word breakingMicromanagers have a bad rep in today’s corporate culture.

Employees complain when their boss looks over their shoulders all the time, or don’t trust them to make their own decisions. Learn More

Person typing an email

How NOT To Get Buried In Emails

Person typing an emailOne of the biggest complaints from supervisors across all industries is the hours each day it takes to go through emails.

Unfortunately, managers get sent the most emails out of anyone else in the company. Learn More

Cartoon calendar

2012 Training Program Schedule Posted

Cartoon calendarWe 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.

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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 McPheat

Managing Director

MTD Training   | Image courtesy of Big Stock Photo

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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 McPheat

Managing Director

MTD Training   | Image courtesy of Big Stock Photo

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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 McPheat

Managing Director

MTD Training   | Image courtesy of Big Stock Photo

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