Gestaldt Management Development Programme

More than a quarter of managers have never had any formal training on how to manage people, a poll has found. Another survey conducted found that 26% of those who manage or supervise people at work have never had management training. A further two in five (39%) said they received management training when they first took on managerial responsibilities, and just a third (35%) said they received regular management training.

​Are your managers competent to lead and manage teams in the "new normal"?

Gestaldt Management Development Programme (GMDP) help organisations build more confident and effective managers. Once you understand the core principles of management development, you can implement a customised plan that works best for your specific company needs. In this article, we discuss the purpose and importance of management development, its key principles and what our management development programme usually include.

What is a Gestaldt Management Development Programme?

Our management development programme is a process we use to create effective managers. A manager is anyone who works between the executive and entry-level employees within an organisation and who works to help those employees perform labour to ensure the company reaches its goals. It helps managers build on their existing skills to improve their ability to resolve conflict, communicate with others and recognise behaviours and accomplishments.
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Our management development may take the shape of internal or external programme. A company might implement an internal management development programme by providing individual mentorship, recommendations from Gestaldt HR Consultants or certain management assignments for new or experienced managers to complete on-site. External management development include conferences, seminars, visiting subject matter experts or even university graduate programme.

Importance of our Management Development Programme

Our management development programme is important because it can help those who are new to management positions understand what the job entails and gain the soft skills and interpersonal knowledge that they may not have needed in their earlier position. It can also be important for more experienced managers because it can present new ideas in workplace management and remind managers of techniques they may have forgotten. Here are some benefits of our management development programme:

More effective communication: Our management development can help new and existing managers learn better ways to connect with their coworkers and report to their superiors.

Motivated employees: Our management development can make managers more effective at empathising with those they supervise and providing the motivation and incentive their employees need to succeed.

Cost-efficient leadership: When managers rise from within the company, it saves the company the cost of hiring and training new managers.

Wide knowledge of company policies: Since company policies may change more frequently than managerial staff, providing our management development for existing managers can keep everyone updated with company expectations and culture as well as new employee policies.

Long-term management availability: A company with our robust management development programme can ensure that it has knowledgeable and effective managers long into the future.

Principles of our Management Development Programme

Developing managers' knowledge, skills and abilities

Gestaldt Management Development Programme is based on the idea that there are three aspects to an employee's value: their abilities, skills and knowledge. Abilities are innate, based on the individual and vary widely. The individual is the only one who can improve their own abilities. Our development programme focus on building skills and knowledge.

Management development as a personal process

Management development depends on individuals being willing to develop their management skills. For our management development programme to be effective, the participants have to have urgency within the process and be accountable for their own progress. Our management development programme is effective because it recognises and adapts to each participant's individual skills and abilities.

Management development as a time investment

Gestaldt management development programme is a success because it works to improve skills and knowledge over the long term rather than being a short programme. Some programmes may implement this principle with regular class education sessions over a longer period of time, while other programmes may involve less or no classwork but have longer projects or check-ins with mentors. Our programme, with a longer timeline, allows participants to implement the ideas that they learn and remember the concepts better.

Management development as an organised process

An important component to our management development programme, particularly in larger companies, is an organised approach. Gestaldt management development programme provides specific objectives, paths and accomplishments for each participant rather than encouraging managers to learn individually by trial and error.

What we have included in our new Management Development Programme

The components of our new management development programme fall into two main categories: knowledge and skills. The knowledge and skills that managers need to perform well in their positions may depend on the company, so our management development programme accommodates the organisation's specific structure, industry and staff. Here are some topics that  our programme cover:

Knowledge

Knowledge training in our management development aims to give managers the information they need to make decisions that are right for the employees and the company. This can range from large-scale information like what influences the company's market and customers to more specialised knowledge about how the employees and company relate, like policies and labour laws. Our management development programme trains participants about things like:
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• Company business model: It's important for a manager to understand how a company creates value so that they can contribute their own labour efficiently and make choices that reduce waste and preserve the quality of the product.
• Company structure: When managers understand the company's structure, they can know who to ask about specific questions and procedures.
• Company scope: Our development programme educates managers about the size of the company, customers, revenue, expenses and profits so that they can understand their own role more accurately.
• Internal policies and codes: If the company has any internal ethics policies, hiring policies, employee behaviour policies or other relevant codes, the manager needs to know them to counsel anyone they supervise and make sure their own actions are within those codes.
• Labour laws: A manager who knows labour laws can more easily understand what the rights of other employees are and respect those rights.
• Management theories: A manager who knows different management theories may be able to take a more nuanced approach to handling individual situations.

Skills

Skills training aims to develop specific skills that people who are new to management may not have developed through working at an entry-level position. Our management development programme instructs participants on soft skills for everyday and occasional use rather than technical skills. Here are some skills that new managers will learn:
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• Scheduling: A manager learns about scheduling so they can assign work and individual shifts appropriately.
• Managing individual performance: This may include skills like completing performance reviews, helping employees set goals for their work and making plans for employees to improve or repair their performance.
• Hiring, interviewing and termination: Our management development help update managers on the fairest hiring and interviewing techniques. Managers also learn communication skills that help them be fair and reasonable when beginning or ending someone's employment.
• Conflict management: A manager who knows how to negotiate with others and resolve conflicts is prepared to help their own team cooperate more smoothly internally and externally.
• Team motivation: A manager may learn certain techniques to help their team get to know each other better and become more productive as a whole.
• Communication: Many aspects of a manager's work involve communication, so this may range from improving spoken and written communication to effective presentation techniques.
• Decision making: Learning different approaches to making decisions can help managers act more quickly and be more confident and independent in their choices for their team.

By participating in Gestaldt management development programme, you gain access to industry-leading insights, best practices, and the latest management methodologies. You'll learn how to effectively motivate and inspire your team, navigate organisational dynamics, and drive innovation within your company. Investing in your professional development through Gestaldt management development programme not only benefits your individual career but also contributes to the success of your organisation.

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