Management and administration

  1. Management and administration
    1. Training aims: The terms ‘management’ and ‘administration’ are often used interchangeably by most entrepreneurs. However, although the two terms have similar meanings, there is a distinction between the two as well. The lack of distinction and application of certain rules in (management or administration) decision- making processes lead to below average performance in a large number of companies. Therefore, the aim of training is to demonstrate how effective management and administrative behaviour can deliver excellent performance in companies.
    2. Training is designed for: business owners and managers,
    3. Training contains the following parts:

2.1.Team coaching and feedback

This part of training is aimed at raising awareness about the importance of setting the goals and of team coaching, as well as of explaining the role of heads of departments, and defining benefits of stuff training and its realisation.

The training programme includes the following units: models, defining responsibilities, management models, coaching as a tool, coaching as a team formation process, stages in the process of setting the goals, feedback, motivation source, clearly defined goals and consistent monitoring as key motivators, models of assessment and self-assessment.

2.2.Team and teamwork

This part of training is aimed at raising awareness about the importance of team efficiency and achievement of better results with the help of others.

The training programme includes the following units: team and teamwork definition and objectives, the purpose of team formation (individual perspective and organisation perspective), effective teams vs. ineffective teams, barriers to team formation (individual perspective and company culture perspective), team matrix, creativity in teams, development of teams and individuals, interaction individual- team-task, team formation process (eight stages of team development process), the impact of changes (expected changes, unexpected changes and team behaviour).

2.3.Changes occur

This part of training is aimed at raising awareness about the importance of: change implementation, change initiators and the role of ‘change agents’; raising awareness about stages of change, performances characterising each stage and how these performances can be recognised and directed.

The training programme includes an examination of social, economic and technological causes, GAP identification, factors affecting change initiation, models of change, emotional phases of change and basic characteristics, change compass (four basic factors: business intelligence, emotional intelligence, spiritual intelligence, policy intelligence), development of change compass, change implementation plan (stages of change implementation process), proactive vs. retroactive performance and results, seven stages to change transformation, methods of managing resistance to change (six steps to managing resistance to change), ‘change agents’ (service, basic assignments and required personal skills), building attitude (changes require new mind-sets).

2.4.Techniques for conducting meetings

This part of training is aimed at raising awareness about the role of meeting chairperson and methods for conducting efficient meetings.

The training programme includes the following: key stages of preparation for meetings, basic rules for conducting effective meetings, listening, techniques for asking questions, techniques for answering questions, advices for chairpersons, meeting behaviours, time saving techniques, meeting stages, methods for conducting meetings, methods for monitoring meeting efficiency.

2.5.Time management techniques

This part of training is aimed at raising awareness about the uniqueness of time and effective time management tools in order to achieve greater efficiency in business surroundings and everyday lives.

The training programme includes the following: factors defining activity schedules, time management matrix, prioritising, identifying time thieves, priority categories and myths related, time planning (importance of planning process, categories of daily and weekly planning), time saving- delegation (reasons to delegate, to whom to delegate work, seven levels of delegation, delegation models).

2.6.The role of middle management

This part of training is aimed at raising awareness about the importance of middle management and its role in making profit, basic competences and ways to achieve better results.

The training programme includes the following: understanding effective management (the role of middle management, its competences and responsibilities), management styles, team communication styles, GAPidentification (how I see myself and how others see me), team development (why it is necessary and what a successful team looks like, tools and techniques), decision making, developing creativity, motivation, increasing team effectiveness.

2.7.STL- situational leadership

This part of training is aimed at raising awareness about the importance of identifying motivation levels and readiness of team members in regard to team tasks.

The training programme includes the following units: leadership review, four leadership styles and levels of readiness, identifying personal leadership style, readiness of followers, matching leadership styles with levels of readiness of team members, practical examples, excessive control, and excessive delegation, monitoring and taking timely actions, getting the most out of followers (intangible motivation of employees, statistical indicators).

Training methodology:

The following methodology will be used:

  • Concise and short oral presentation on basic concepts,
  • Brainstorming and group discussions.

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