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Management Essentials - 34 micro-learning videos that are accessible at the point of need
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Management Essentials
Program#: 7616

Management Essentials delivers swift, concise learning in the form of 34 micro-learning videos that are accessible at the point of need, relevant and rewarding.

In each segment, lasting between one and three minutes, new and would-be managers will grasp the key learning points of a subject while enjoying the Video Arts comedy approach. Starring Robert Webb, Helen Baxendale, Tom Bennett and Lucy Liemann. 

* Pricing starts at $1,999.00 for 500 Plays.

Click on a segment title BELOW to watch a preview on our online training portal.    (Segments are only licensed as a bundle - not sold separately)

  • A Jacuzzi in my Office    Making Decisions: Collect the facts. Consult everyone involved. Make the decision.
  • That's Not What We Pay You For     Valuing The Individual: Give people confidence in their value as individuals.
  • Our So-Called Team     Valuing The Team: Give people confidence in their value as part of the team.
  • I Know We Said Next Week But That Was Last Week     Valuing Their Job: Give people confidence in the value of their job.
  • Too Fond of the Sound of Their Own Voice     Active Listening: Maintain attention - take notes and ask questions. Use positive body language - sit forward, use open hand gestures, smile. Reflective listening techniques: ask open questions, empathize, summarize, clarify what has been discussed and the next steps.
  • Move to Basildon and Grow a Beard     A Counseling Meeting. Help them to think it through. Admit your own difficulties. Don't express your views. Establish the facts. Let them find the solution. Accept their solutions. Agree an action plan and review date.
  • You Think You've Got Problems?!     Setting The Scene For Counseling: Notice the need. Create an opportunity. Make it unhurried & private. Encourage people to talk. Reassure them. Ask open questions and give feedback (eye-contact, rephrase and summarize).
  • Lazy, Empty-Headed Skivers    Reasons For Absenteeism: Identify the reasons. Do it face-to-face. Prepare your emotions and the facts. Ask what is wrong and probe.
  • I'll Give Him a "Personal Issue"!     Recognizing Absenteeism: Acknowledge the problem. Look out for warning signs and patterns. Keep records so you have the facts. Tackle absence as soon as possible.
  • What Are You Going To Do About It?    Solutions To Absenteeism: Agree a solution. Get them to take responsibility. Be flexible. Monitor the situation
  • Helping Them to Help You    Coaching Goals: Promote discovery. Set the parameters.
  • I'll Be Off Then    Coaching Tips: Authorize and empower. Recap.
  • Why Would I Coach Anyone?    Preparing To Coach: Agree the topic. Identify the goals.
  • I Didn't Want a Sandwich!    Setting SMART Targets: Specific. Measurable. Agreed. Realistic. Timed.
  • Get Ready to Give Bad News    Preparing To Give Bad News: Prepare the facts. Prepare your emotions. Try writing down the first part of what you need to say.
  • Why Should We Pick Up The Pieces?    A Bad News Meeting - Limit The Damage: Put it in perspective, discuss how it will be announced, talk about future opportunities.
  • Get Ready For The Reaction    A Bad News Meeting, Listening: Listen to the response. If they get emotional, ride the storm. If they clam up, probe. If they argue, stand your ground.
  • Shut Up, I'm a Great Listener    The Reasons Behind Discipline Issues: Explore the reasons for the gap between standards and performance.
  • What's Your Problem?     Discipline - Check The Facts: Establish the gap between standards and performance.
  • Red, Amber, Green    Managing Problem Behavior: RED - Behavior that can damage the clients, company, or colleagues. e.g. Aggression, malicious rumors.
  • Let's Dig Over the Past     Solutions To Discipline Issues: Eliminate the performance gap by agreeing an action plan.
  • Just Be More Productive     Motivating Through Feedback: Just be more productive
  • They Don't Need to Know This Stuff     Motivating Through Information: Inform: tell people why they matter.
  • You're Still the Worst Performing Team    Motivating Through Praise: Recognize and praise achievements.
  • In at the Deep End     Learning Through Practice: Practice in a low-risk setting.
  • This is Where it Gets Complicated    Training Bit By Bit: Introduce people to new things a little bit at a time.
  • Subtitles on Taps     Training With Context: People need to know what context they're working in to get the job done right.
  • I'm Kind of a Big Deal     Listening To The Candidate: Put applicants at their ease. Encourage them to talk. Don't give your opinions, listen to theirs.
  • That's Right, I Asked How Many?     Probing In Interviews: Control the interview. Don't avoid asking awkward questions - put your doubts squarely to the applicant.
  • I Can't, I'll Be in Magaluf    Beyond The Review Meeting: Agree and review a plan of action.
  • Performance Diagnosis     Making A Performance Diagnosis: Listen to evidence and agree on the diagnosis. Face up to problem areas.
  • Know Your Facts     Preparing For A Review: Get all the information you need; like previous review notes, achievements against targets and job descriptions.
  • Praise Be!     Sharing Praise: Do it. Do it quickly. Don't put a sting in the tail.
  • Are You Criticizing Me?    Giving Criticism: The right way, and wrong way, to criticize constructively.