What Graduates Are Saying
(The following comments are taken from actual graduate evaluations)
Management malpractice occurs when organizations hire, retain, and support supervisors and managers who do not have the interpersonal and people management skills required to improve organizational performance through their people.
So how do we overcome management malpractice and install competent, professional management? The answer lies in our hiring practice and in the implementation of quality people management skills training and education that is practical, experiential, where skills are practiced and transferable, and which deals with the realities of the organization.
First, Leaders need to be technically sound. Those who lack technical competence run the risk of loosing credibility and respect. Selecting managers who are not technically knowledgeable is simply unwise, as it sets them up for failure even before they begin. Secondly, managers must be selected for their people skills. They must understand that people will work best when they are encouraged to provide input and suggestions for improvement, are recognized for their contribution, are given the tools and resources to get the job done, and treated with respect and professionalism. Treating others the way we want to be treated is very much alive here.
Managers need to demonstrate the ability to develop strong and positive relationships with their direct reports and their peers. I may be a little biased here, but from my extensive management training experience, I can assert with certainty that developing interpersonal competence is considerably more challenging than acquiring technical know-how.
When an organization allows management malpractice to take root and grow, the results are widespread, affecting all areas and aspects of the organization. The first impact is felt by the entire corporate population. When management malpractice makes up part of the culture, or the way the organization functions, employees are sent resounding messages, and not necessarily spoken;
Since 1994, The Management Development Group has partnered with organizations committed to the development of their Managers and Supervisors into Quality Leaders. The way to achieve this is to upskill/reskill leadership teams to bring about the successful deployment and execution of Best Practices in the day-to-day management and supervision of their most valuable asset; their employees.
There are no shortcuts or quick fixes when it comes to training & development in People Management Skills. To achieve Best Practices, an organization truly needs to commit to a long-term development strategy, and that is precisely what The Management Development Group offers – long-term partnerships to achieve positive and lasting change, ensuring a significant return on your training investment.
The company is owned and operated by Robert Côtes, who brings over 30 years of training and program design experience. His facilitation style and group leadership skills are widely acclaimed by corporate clients and graduates alike. Robert’s passion is consistently felt through his delivery combined with his undying commitment to ensure our client’s success.
Our clients reach their development objectives for 3 reasons. First, our learning system is relevant, dealing with today’s management issues, and contains both educational (theory) and training (application) sessions and combined, form a powerful experiential, “learn by doing” system. The second reason for our client’s success is the facilitator’s ability to engage participants and create a supportive, fun yet candid learning environment. The third and last reason is our client’s commitment to a long term development effort, for change is not an overnight process. It takes time.