Month: March 2014

Were you trained to become a manager? Most managers are not… what you need to know…

Were you trained to become a manager?

Did you go to management classes taught by an outside vendor? because 90% of all in-house management training is taught by someone who has limited management training themselves and merely inherited the Training Position.

This in itself is not a bad thing but because of the nature of most companies we are all limited in our knowledge and our abilities to perform or excel outside of the scope of our experience. That means they can only teach you as much as they know. But we all know that each generation teaches less than they know so you aren’t even being trained via what they know but only what they can pass on to you.

What most companies desire is to achieve excellence in their organizations. Most understand that this excellence is achieved by utilizing their greatest resource – people. And most companies understand that the greatest loss of productivity is through the mismanagement of people and the under utilization of their abilities and skills.

Now I ask again, who trained you and what additional training are you achieving on your own?

I write this management blog for the mere pleasure of helping struggling managers learn more about how to get the most out of themselves and out of their people. I hope you enjoy reading it and forward it on to your peers.

But let’s talk about what is really happening. If you are relying on a simple afternoon training class or some video training you were required to take then you are missing the most important part of management training. The interaction. The ability to ask questions in and of a person who has suffered through many of the things you are trying to figure out. Who has gained knowledge and background after years of managing as well as taking courses from others who we can learn from. The Great Management Trainers are never boring because we have been forced to set through hours and hours of terrible management meetings, hours and hours of boring meetings because the managers didn’t know how or understand the purpose of those meetings. And we have put ourselves out there to learn from other trainers and learned that boring is not only bad but ridiculous!

Now you need to step up your game. You want the bosses to notice you? Then you need to be noticeable! You need to start showing them the results that only a great manager can achieve. And you can start that process by self training. Don’t wait for your company or your bosses to train you. Don’t wait! Take on the leadership you want by learning to be the leader they need.

Read some of my past blogs and then follow the new ones and encourage your bosses and other managers to hire a GREAT management trainer (hint hint nudge nudge) to come in and start the process to make your company into the successful and powerful organization they want it and you need it to be.

I am Steve Sapato with and I have been training corporate managers for over twenty years.



Do you believe you are a great manager? 3 questions to find out…

A study shows that 50% of all staff rate their manager as average while 20% rate their manager as good, 2% rate their managers as great and 25% rate their manager as fair or poor.

Do you know which category you are in?

Most managers when polled believe they are in the great manager category. Isn’t that interesting? Where did you think you were in that poll?

Here are eight questions to help you discover where you might be rated.

1) Write down the business related method that your people most readily use to connect within the office.

What that means is do your people connect with other employees by how volunteer to help out? Do they connect with a physical connection like putting their hand on the other persons shoulder when they talk? Do they use small gifts and bring candies or food into the office to share? Do they just spend time chatting at another’ desk or cubicle? Do they compliment their coworkers and how they might do their jobs?

You as a great manager should know the method your people utilize  to connect and if you don’t you probably need to pay closer attention before you claim to be a Great Manager.

2) When your employees have a situation and you need to discuss something with them what is your method of doing that?

It is a proven fact that when employees are called to the the managers office they immediately think it’s a negative situation and they suffer increased anxiety especially if they are notified to come in at a specific time. Then they internalize those emotions the entire time they are waiting and their productivity as well as their attitude suffers the entire time they are waiting. So if you want to talk to your employees it is the recommended method to approach them at their work station and if a more private setting is required to take them aside without the march to the ‘principals office’.

To be a Great Manager you need to understand how your employees feel and make them feel comfortable even in uncomfortable situation.

3) When there is a conflict between employees how do you handle this conflict?

So many times the managers try to get involved by telling them not to have this conflict. To get over it. To put it aside and just get along. But the real answer lies in the true approach to handling conflict. Find out the real reason it is happening. Take them both into a room, sit them down and say, no matter what you say it all stays in this room. Now, let’s find out what’s really bothering you both. Hash it all out. If you think you need an HR person in there with you, bring them! But it should be simple… finding out their differences, ironing out those things and seeing if you can help the deal with their situation.

That then is the true test of a Great Manager.

More things about what makes managers great will be coming next week. Just subscribe and get my next issue in your inbox and stop by http://www.mentalprosperityblog.comand see what else is happening.

Steve Sapato