One of the great ironies of management is that you are rewarded for being good at your job… by being promoted to a management level and given a completely different job, where your success now is judged by the performance of others. That changing role doesn’t come with instructions either; in fact, far too often companies tend to adopt a sink or swim approach where managers are thrust into a managerial role without any formal training.

Usually nothing in your previous role has given you the skills to handle everything that comes with your new role… you still have the same knowledge and experience you had yesterday, but now you must deal with new and unfamiliar issues and demands. It’s no wonder new or recently promoted managers – and some established ones too – make mistakes! It's a big responsibility to take. 

Faced with new responsibilities, managers are in need of useful, concrete and dependable advice they can rely on, and put into practise immediately- and they can’t afford to learn by trial and error. The first few months are critical. And it is difficult to make the transition by yourself. 

Let’s face it: unless you’ve been groomed for management and can step into your new shoes with no problem whatsoever, you haven’t just become a different person or “leader” overnight. So it follows that you may have concerns, worries or sheer inexperience to deal with as you try to get to grips with your new job.

There’s a lot that you are going to have to learn and, for the most part, you are going to have to do it in full view of your team who will constantly be watching you to see how you react.

As the boss, you have to deal with whatever the team throws at you. Feedback is rare – unless it’s negative. You may find yourself walking into a new team that fears change, that has been woefully under-managed in the past or that may even resent you for replacing the previous manager. You may hear great things about the previous manager and wonder if you can ever match up.  

Of course, dealing with your employees can be a challenge in itself. Every manager, no matter how long their experience, has probably had to tackle at least one problem employee. Being forewarned is forearmed, of course; that’s why a big section of the training I offer is dedicated to dealing with the most common problem employees you may ever meet – and how to turn them around.

You may have a toxic member of staff that drains the energy from everyone around them with their constant negativity, for instance, or another employee that is just plain lazy. You may need to deal with others still that bring their private lives – and hangovers – into work, or have to face down some passive aggressive attitude from others.

Perhaps even more difficult to handle is the well-meaning motivated employee that just isn’t any good.  We’re going to tackle each of the most common problem employee types and give you the tools and step by step conversational templates you need to address, turn around or deal with each and every one.

You’ll also learn why trying to remain friends with former co-workers (now subordinates) isn’t a good idea, but why getting to know your team as individuals is.

We also go into detail and discuss the misunderstood concept of motivation, and point out why management and leadership IS NOT necessarily the same thing. In fact, being an involved manager can be detrimental to your leadership and inspirational abilities.

Poor communication, failure to give clear direction, misunderstanding your new role, hiring the wrong people… this academy will address common problems you may make or come across in your career and provide practical steps and step by step solutions to handle them.

The members area is packed with immediately usable advice for anyone starting in his or her career in management. Join us, and take advantage of our time time tested and field-proven techniques. You can go at your own pace, and are encouraged to skip ahead to a specific challenge you are having today.

If you don’t learn what we teach here, there is a very high probability that you will continue to make mistakes, and you won’t even know which mistakes you are making, which will sabotage your chances of succeeding in your role. 

The information we provide will save you a lot of stress, heartache, pain and misunderstanding.


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