Japanese Software company. During the 90’s, sometimes called the “lost decade”, the flattening of corporate structures created a huge number of “theoretical managers” (employees who had to function as managers, but often without managerial titles) throughout many companies. Those managers, now responsible for leading their teams, are often overwhelmed by the combination of their daily duties and supervisory demands. Companies are increasingly requiring them to acquire management skills as well as sharpening the skills of their subordinates – so that results are achieved through delegation, rather than by a manager’s hands-on approach. Also, a more diverse work force, with an increasing number of part-timers and temporaries, has further complicated a manager’s role and responsibilities.

The company wants its managers educated in basic management skills; help managers achieve team targets; and insure that they make the most of their subordinates’ abilities. The company would also like their managers to gain leaders’ communication skills – to learn practical techniques to hone an authentic leadership message that convincingly motivates their people.

Junior managers from all sections, 30 total participants.

Focus: Acquire a manager’s basic thinking and performance skills, and understand how to function as a manager through the “Fundamentals of Management” program. By understanding the characteristics and abilities of all their people, managers will find it much easier to carry out their duties by capitalizing on their subordinates’ talents. Subordinates will step up to accept their new challenges and opportunities. Managers will gain new reliability from their people, and be better able to perform their management roles and responsibilities.

In addition to the management skills, participants will strengthen their leadership communication skills by attending “The Voice of Leadership” program. In this course, participants will learn practical techniques to develop and sharpen an authentic leadership message, making their people eager to work with their powerful manager.

To master the skills they have acquired through these two seminars, a follow-up coaching session is held. This one-to-one coaching will help managers solve problems and answer the difficult questions they’ll face when implementing their new skills back on the job.