Team Leadership

Management and Team Leadership

Management Development

Management over the last quarter century has taken on new and complex dimensions, and this trend is likely to continue.

Advancing technology has created new and exciting possibilities in every organization. Progress brings challenge and the challenge facing management today is to develop an organization that can meet tomorrow's goals while continuing to meet today's daily needs.

To balance these organizational demands, managers need development to
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help them take a systematic approach to their jobs. Management development is significantly different from management training. In training, knowledge is transferred from one person (in person or through some media form) to another. Management development occurs only when knowledge is internalized and a behavioral change is created that ultimately produces improved personal and organizational results.

Management development involves understanding the "why" of a situation as well as the "what" and "how" of training. The result is managers who are working because they want to. They understand why and how they are essential to the achievement of their organization's goals. These managers realize that goals can be achieved, obstacles can be overcome and problems can be solved. They also recognize the wisdom of the notion, "Knowledge is not power; applied knowledge is power."

The Paradigm Associates Management Development program is designed to develop:

  • Positive attitudes as the essential foundation of success.
  • Human relations skills as the indispensable tools of success.
  • Goal setting techniques as the irreplaceable key to success.

The Paradigm Associates Management Development Approach

The core of Paradigm Associates Management Development process is outlined below. In order to best meet your needs while you are continuing to "run the business" on a day-to-day basis, this process is designed to be extremely flexible. This means the decisions about the frequency and duration of the implementation sessions are reached jointly.

The components employed to help both the individual executive and the organization accomplish the desired results include:

  • Written materials that ensure that everyone has the opportunity to start out with the same level of knowledge.
  • Audio materials that are effective to help the subject matter become "internalized" through reinforcement and spaced repetition.
  • A Workbook that both challenges and helps distill thought processes.
  • A high degree of interaction among participants, in order to develop both consensus and commitment.
  • A facilitator who will act as an "equal opportunity harasser" in order to maximize the beneficial outcome of the implementation.

Management Development Content Overview


management overview...

The Ever-Changing Managerial Role

  • Today's organizational manager must possess and exercise managerial talent to develop the others' ability to adapt to ever-changing conditions.

The Manager As A Leader

  • The concept of leadership and its impact on people is evolving. Managing effectively (by knowing when to lead and when to follow) means positively influencing the actions and behavior of others toward the attainment of organizational goals.

Goal Setting for Success

  • An important component of leadership behavior is goal achievement. Understanding the various types of goals, their best applications, and their elements can lead to more results more often.

Turning Solutions into Actions

  • Without a plan, goals are little more than daydreams. Understand the dynamic between action steps and courage to better manage through frustrating situations.

Organizational Goal Setting

  • Goals help an organization anticipate, compensate for and reduce the impact that outside forces have upon its operations. Using goal setting to track progress and improve results.

Managing Your Time

  • Get more out of the time you have: identify and eliminate time wasting habits, manage paperwork effectively, put together time plans that work.

Project Management

  • Because so much of our progress comes through successfully managing projects and process change, a fresh approach was developed that allows you to avoid the common traps.

Motivation and Confidence

  • Understand the various types and levels of motivation, their impact on yourself and others, and those confidence inhibitors that get in our collective way.

Decision Making

  • "Decision is a sharp knife that cuts clean and straight; indecision, a dull one that hacks and tears and leaves ragged edges behind." Understand how to make prompt but not rash decisions, how to gather important information without procrastinating, and how to take ethics and integrity into account.

Transactional Analysis (T/A) for Managers

  • When people "change before your very eyes" you need to know both how to control yourself as well as how best to deal with them. Understand how to recognize ego states and life positions, so you can say what you need to say to communicate clearly.

Communications

  • Communications is a two way process that involves multiple layers of emotion and frames of reference being understood and successfully managed to get the desired outcomes.

Dealing with Negative Behavior

  • No constant interaction among people will be without problems. An effective manager is one who creates conditions where problems can be aired and dealt with openly and objectively. Understand how to properly handle subordinate problems and complaints, give negative feedback and create a problem-solving environment.

Your Personal Development

  • Evaluate your mental, social, financial and physical self-development, your family life, your ethics and beliefs.

Your Professional Development

  • Evaluate your organizational strengths and weaknesses, your personal productivity, your people management, your time management.

Team Leadership

In today's business, the supervisor or Team Leader is the "main link" between the organization's goals and
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the people who must accomplish those goals. Good supervisors are the key to the success of any organization. Many of the supervisor's daily decisions affect profits, productivity, attitudes and morale. The development of more effective supervisors has a direct correlation to an increase in the productivity and potential profitability of an organization.

With a role and function of this magnitude, it would seem logical that the process of becoming a supervisor would require years and years of training. However, most supervisors have had little or no training in supervisory skills. Almost universally, today's supervisory force is made up of men and women who have been promoted from being a "super-worker" to being a supervisor.

In all too many cases, senior executives with whom we have talked express frustration with a group of people who don't always make the key personal transition from seeing themselves as "do-ers" to seeing themselves as managers of tasks and leaders of people. This leads to the under-utilization of the organization's assets in every sense.

The Paradigm Associates Team Leadership Approach

The core of Paradigm Associates Team Leadership process is outlined below. In order to best meet your needs while you are continuing to "run the business" on a day-to-day basis, this process is designed to be extremely flexible. This means the decisions about the frequency and duration of the implementation sessions are reached jointly.

The components employed to help both the individual executive and the organization accomplish the desired results include:

  • Written materials that ensure that everyone has the opportunity to start out with the same level of knowledge.
  • Audio materials that are effective to help the subject matter become "internalized" through reinforcement and spaced repetition.
  • A Workbook that both challenges and helps distill thought processes.
  • A high degree of interaction among participants, in order to develop both consensus and commitment.
  • A facilitator who will act as an "equal opportunity harasser" in order to maximize the beneficial outcome of the implementation.

Team Leadership Content Overview


team leadership overview...

Successful Team Leadership

  • examines the team leader role in planning, organizing, staffing, motivating or directing, and evaluation of a team

Preparation for Team Leadership

  • examines the secret of success and happiness, authority and power, and types of leadership

Understanding and Affirming Your "Self"

  • develop self-understanding, focusing on the positive, and use of affirmations

Goal Setting for Success

  • defines six components of the goal setting process, four types of goals, criteria of effective goal setting, and the importance of goals

Turning Solutions into Actions

  • examines the importance of action steps, procrastination, dealing with frustration, and courage

Organizational Goal Setting

  • develop organizational goals using criteria, and power for plans of action with consideration of obstacles to be encountered

Managing Your Time

  • understand the common enemies of time, planning with purpose, and making the most of your time by designing a system that works

Motivation and Confidence

  • examines different types of motivation, attitude, confidence, and confidence inhibitors

Building a Successful Team

  • developing team's competency, trust, delegation, and reporting to higher-ups

Creating and Managing Performance

  • develop a performance environment, training techniques, elements sustaining performance, feedback, and principles of reinforcement

Employee Evaluation

  • planning the evaluation, measuring standards, the development cycle, solutions, discipline and interview

Decision Making and Problem Solving

  • examines elements of decision making, making quality decisions, taking action, and evaluating decisions

Information on Executive & Individual Coaching and Assessment Services

As a direct result of a client request back in 1987, we began working with individuals on a one-to-one basis. Coaching is a direct, highly interactive way for individuals at all levels to take advantage of assistance in developing their own abilities to their fullest potential. It puts action behind the belief that people are the most valuable asset of a business.

After many years of searching, we have found three assessments that are congruent with our people development processes. We were looking for something that without question was quantifiable, valid, reproducible, and objective. They are state-of-the-art versions of the Attribute Index, DISC Index and Values Index.

Paradigm Associates offers the combination of personal assessments along with individual coaching. This can help any individual identify and play to their strengths, identify what land-mines they should avoid, and achieve personal and organizational goals more often.