My training sessions are a little bit philosophical but mostly practical about what managers can actually do to enable their people to be engaged and satisfied at work, do excellent work, and know they belong. My method is called Prosocial Managing, and you can hire me to bring your managers through the entire process, or just the parts of it you know you need.
Prosocial Managing consists of:
1. Understanding your specific tasks in this position. Every team has different goals, needs, structures, and situations, and a prosocial manager needs to know exactly what their tasks are as the manager of this specific team in this specific organization right now. Once you understand what your specific managing tasks are, you can create a plan to do what you need to do at the right time so your whole team thrives.
2. Mastering the Tilmor Process. Effective, regular communication is the backbone of any great team, and the Tilmor Process for Managing People is a deceptively simple weekly communication system that gives you archived data of what obstacles your people are encountering along with documented achievements. Like the board game Othello, it takes a minute to learn (more like an hour) and many many months to totally master, but it should return rewards in the first few weeks of implementing it.
3. Choosing processes and systems for your advantage. In this training we determine what the critical tasks are that your team does and what processes and systems you can implement to support the actual work as simply and strategically as possible. In other words, pick the fewest new things to learn that will support you the most so everyone on the team can focus on doing what they do well and automating the stuff no one wants to do.
4. Hitting the right tone in managing. No one wants to undermanage, overmanage, or micromanage, but it can happen if we don’t know what else to do. Learn practices for supportive managing and identify why you tend toward less healthy styles of managing, and how much support your organization is giving for supportive prosocial managing.
5. Managing your team in context. Once you have everyone up and running with the necessary processes and systems and are practicing supportive managing, it’s time to look around and determine what’s next for you and your team, which depends heavily on the context of the organization and your industry. You won’t get very far with leadership practices until you know exactly how your team is seen, how much leverage and influence you have, and what you want for your team ultimately.
I can do the entire Prosocial Managing cycle with all or a subset of your managers, or for your HR leaders to adapt to your specific organizational needs. I can also do the cycle in individual directed coaching sessions. If you’re only interested in one or two of the units, that’s great. Pricing varies depending on the size and type of your organization, how many people I’m training, whether I come to your site or the training is online, and how much value the training will bring to your organization. I can’t promise that your managers will find this as much fun as a ropes course, but I take them seriously and honor their intentions, and I give them the time and space to think about how their actions affect their teams and the small things they can change to make things radically better for everyone they manage and themselves.
Ready to talk about whether Prosocial Managing makes sense for your managers? Reach out:
(email) magda @ magdapecsenye dot com
(Google voicemail or text) 508 960 93 78
You can also subscribe yourself or a group of your managers to my series of online monthly management workshops, only $120 per year. Workshop schedule and subscription info is here.