Currently, I facilitate nine management development training classes, five groups meet every week for 30 to 45 minutes while the other four meet every other week. Four of the training classes are at TKO Graphix. Why does TKO Graphix do this? Because as good as TKO Graphix current management team is they want to be better. They want to go from good to great, as well as develop future leaders. What plan does your organization have to develop and improve your leadership team? What’s your management development plan?

Does your organization have a management development plan, or do you throw new managers into the deep end hoping they keep their head above water? If that’s your system – how’s it working so far?

Time after time I hear stories about organizations scrambling to find the next manager because the current leader gave two days’ notice … an hour ago. I hear stories about poor management micro-managers, bullies who use intimidation as a motivator, do as I say not as I do bosses, and more. I hear about the difficulty in keeping remote management teams all on the same page. When I hear this, I share that I have an answer. It’s not easy, and it’s not perfect, but it’s a darn good start. It’s a management development program that anyone can do.

You and your team can improve consistent management, recognize and prepare your next managers, and teach best practices to your management staff.

How is this Accomplished?

So, how is this accomplished? With a management development plan, a system, that can be used with new, current, future, and remote managers. The system uses a workbook that covers the following and more:

  • Hiring practices
  • Training
  • Conducting meetings
  • Conflict management
  • Behavioral modification
  • Motivation
  • Team building
  • Communication
  • Time management
  • Silo busting
  • Goal setting
  • Employee reviews

Why Have a Managements Development Plan? 

There are many reasons to offer management and leadership training.

  • Establishes consistent management practices throughout the organization
  • Shows interest in employees, which leads to improved job satisfaction and increased performance
  • Develops camaraderie among teammates from different departments, therefore, busting silos
  • Provides a management forum to share information and ideas
  • Trains the best practices to achieve the highest results directly impacting the bottom line

How Can a Management Development Plan be Implemented?

  • Current Managers – Meet monthly (or as often as needed) for 30 to 45-minute training sessions.
  • Remote Managers – Options include centrally located group meetings, participation online such as Skype, or prerecorded sessions
  • Future Managers – Have direct managers recognize and nominate candidates. Use the management candidate survey in the Workbook to determine if the individual fits the management profile. Conduct monthly (or as often as needed) leadership training sessions (30-45 minutes) with all management candidates.

Are You Ready to Get Started with a management Development Plan?

Ready, set, go—what are you waiting for? Are you waiting for the next time you’re stuck with no manager, or when you find out your west coast district manager hasn’t conducted reviews, or when you see a manager critiquing an employee in front of the team? Yes, you could wait until you’re desperate, or you could start now. The Workbook, which is currently ranked number 47 on Amazons top 100 office management books, is available on Amazon, click this link to view it — The New Manager’s Workbook a Crash Course in Effective Management  

For more advanced training try this, The Manager’s Guide to Becoming a Leader

Reviews of the Workbook

“Thank You, Randy!”

“I consider myself a scholar in Leadership theory and practice and have enjoyed the academic journey. I have also read countless leadership books written by greats like Collins, Sinek, Maxwell, and others. When I was asked to lead a training and development team for a large company, with a primary mission of developing new manager training for the 24 to 32-year old age group, I knew I had a big project ahead of me. The company wanted “the basics,” in a crash-course type format (due to a high operational workload) that didn’t need to be instructor-led or seminar based. So, I tried to compose a syllabus that could be translated into a workbook and made available to newly appointed managers—but I could not get ahead of the urgency. Then, almost by accident, I came across Randy Clark’s “New Manager’s Workbook.”

When I opened and viewed the contents, I realized that my outline (brainstorming) had 9 chapters devoted to deficiencies I recognized. Then, when I read the material, I realized how brilliantly put together his book was! Randy saved me many months of work, and he did a fantastic job on the material. I have made this tool available for the company’s new managers with great reviews. This is very much a “crash course” that is perfect for that person who gets thrown into a management role and wants to find early success. For what it is, the New Manager’s Workbook is perfect. It reduces the high-level and complex theories associated with leadership, theories of motivation, and understanding human behavior, to a manageable, easy-to-follow, ready-available, progressive resource to effectively manage people. Thank you, Randy!”

“I often refer to his literature as my playbook” 

“I’m a new Installation Manager for a general contractor that hired Randy to come in and give us weekly classes. Since I started attending these classes, he has answered a lot of the questions I had on how to approach certain scenarios I encounter. His exuberant method of instruction makes the class even better and keeps everyone on the edge of their seats. He has a great way of explaining things to where anyone can understand it, and I often refer to his literature as my “playbook” that I can reference to when I’m uncertain on how to confront a tough situation.”

“I am a better manager because of it”

“Our business bought copies for every manager and we’re using it in leadership training classes. I was one of the first in our organization to embrace his leadership methods and it changed how I managed people. I had never looked at managing as helping people, but it works, and I am a better manager because of it. Managing people doesn’t have to be confrontational. It’s a common-sense approach to leadership that can be used in the office and at home.”

“…path to becoming a more effective manager” 

“I have been in management for twenty plus years, but never truly had a grasp on being a manager. It is not just being in charge! This book has given me a path to becoming a more effective manager and what it means to manage people and the activities to make them more successful! This book is a must read for anyone that is involved in management.”

Is it Time to Get Started?

If this is the training you’re looking for. If it’s what’s missing from your organization, Contact Me. I love talking about leadership training and hopefully I can offer some constructive advice.

So, what is your management development plan?

Photo by rawpixel on Unsplash