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The Best Education For Managers

Crisis in management education Today there is no consistency in the way we educate managers. Larger organizations tend to have more comprehensive programs. If you look at the business results over the past year, you will see that these programs have not been very successful. More than 99 in the US.

9% of organizations have fewer than 500 employees. Many of these organizations have little or no management training. Now there is a great opportunity to improve. Most large companies use the traditional approach.

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Managers receive a combination of classroom tuition, role play and external experts with their theories. In many cases there is little monitoring and measurement of educational outcomes. What does the BEST management training look like? The BEST management education consists of a combination of classroom discussions and practical practice. While some background theory is important, it is better to have discussions about management practices and different approaches.

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The problem with traditional management education is that it is standardized and designed to be suitable for all employees at the same time. For example, a new manager has attendance issues with an employee. The traditional advice is to warn the employee that their behavior will result in punishment if not corrected. Managers are then given in-class exercises to test their ability to deliver strong messages that persuade employees.

Managers learn the right way and the wrong way and the training is comprehensive. Unfortunately, correcting human behavior is more complex. Management is both an art and a science. Socrates was right when he said that asking questions is the best strategy to get them where you want them to be. Management education should focus on discussing many possible solutions and strategies that may be different for each situation.

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Most HR policies tend to use the same rules for all people, but people are different and have many different problems, and managers must learn to approach each person in a unique way. I once had an employee who was always late. My partner manager suggested that this person is being lazy and I should punish him. I took a different approach. I sat down with this person and showed empathy.

After asking many questions, I found out that this person was taking care of his sick parents at home and that his life was just overwhelming. We have devised a new schedule that allows this person to get to work a little later in the morning. This gave her time to look after her parents until a nurse arrived. As a result, his productivity skyrocketed and he was never absent again.

Under strict guidelines, this person would never have been given a second chance. Invest the time to convey the mission, values ​​AND behaviors. Have you ever noticed families with children who were well behaved and always seemed to know what to do? Were they very independent and seemed almost too mature for their age?