Training «Management of technical people»

When to Consider This Training

Present day IT projects are characterized by growing complexity and increasing pressure from the market. For a project manager this means that he or she needs to build cross-functional team faster and make sure it runs like well-oiled machine. However project managers may be spending most of their time dealing with frictions within the team and putting the fires off. This training can help team manager to reduce the amount of time spent on dealing with perfectly avoidable pitfalls in team’s performance.

It doesn’t take much for an IT project to go awry. Leading successful IT projects time and time again requires special knowledge, skills, mindset, as well as insights into how get IT things done in real life. This training gives your staff an in-depth picture of mechanics behind a team of technical experts. It explains how to create, run and sustain highly performing and delivering teams.

How do We Achieve This?

Building the team and getting team members to pull together in the direction manager wants revolves around three main topics: communication, communication, and communication. This training is greatly focused on how to talk, listen, and feedback your team members, where and how to intervene and when to go tough.

The practice part of this training employs a lot of miniature business games that are based on situations observed in the attendee’s workplace. During these games, attendees will reconcile theory and practice around three main points:

  • Step1: What I was doing wrong? This gives insights into when and why your team’s performance dropped and where and how it might have been avoided or how it could be dealt with;
  • Step2: What shall I do to avoid pitfalls? Attendees will practice techniques they can directly apply in their workplace;
  • Step3: What do I do to improve even further? Coaches review with attendee’s personal development roadmap.

What are Our Advantages?

This training is designed for IT practitioners by IT practitioners having more than 10 years in IT project management. Its main purpose is to shape skills of attendees they can take to the workplace and demonstrate improvements:

  • Tailored programme to address hurdles attendees face in their every day work, helping them to remove their biggest performance blockers;
  • Practice-driven training agenda and study material;
  • Accustomed to local your corporate cultures,
  • Result-oriented, develops sustainable habits

How to Get Most out of This Training

This training will be most appreciated by those professional where were recently promoted into leadership or managerial position from previously held technical role. This training in particularly helps attendees to understand better what is expected of them in their new role and how their new role is different from previous technical role.

Although this training is designed to address everyday problems, making sure attendees carry out most of this training and benefit from this training in the long term requires preparation before the training and follow-up after training.

Pre-training preparation
The pre-training preparation pursues clarifying expectations of the training. In first place, it helps customers to understand, which changes and they will observe in attendees performance after the training and how soon desired result will be felt. It can well be that training agenda may need to be greatly reworked to achieve desired changes. E.g. when attendees struggle to manage the learning curve of reporting team members, then training should devote more time to coaching techniques.

Pre-training preparation also helps trainers to tailor training agenda to particular needs of attendees. It also helps attendees to come better prepared as trainers may give out small homework to complete before training, which leaves more time for practical exercises.

Attendee Assessment
It might well be that a person will never met his or her performance expectations in the current role or function. Still it is most likely that he or she will soar somewhere else. Understanding why person is what he or she is today and getting insight into his / her potential is the purpose of assessing training attendees.

The assessment is performed by training teams during the training based on objectives defined prior to the training. Particular assessment is tailored to each particular attendee group or company situation, and commonly it revolves around answering questions, if is a person:

  • Is underperforming in his / her current role, and if so why;
  • Is overqualified for his / her current role, and if so in which areas;
  • Could be promoted / shifted to other roles within company, and if so what he or she might be able to deliver.

Such assessment is valuable source of information for maximizing utility of company’s human capital.

Post-training follow-up
Post-training follow-up pursues ensuring that expectations of the training are met in the workplace. The unique feature of our approach is to provide attendees with post-training assignment and support. Trainers remain in touch with attendees and help attendee applying classroom knowledge in their work environment after they have left the classroom.

Trainers:
Konstantin Kondratiouk
Ekaterina Skribtsova

Target Audience
The training is intended for middle-level managers, project managers and technical experts.

Required knowledge and professional experience
The course does not require special knowledge in the field of team management. Previous experience in managing projects and familiarity general management concepts would be beneficial.

Training program (2 days 16 hours)

  • Introduction
  • Psycho-types of technical experts and their motivation
  • The main problems in managing technical experts
  • Goals and objectives of the team within the organization (SMART)
  • Managing team in various phases of the project life cycle
  • The life cycle of team
  • Auditing existing team
  • Rules for constructing an effective team
  • Manage team performance
  • Problematic team members
  • Conflict management
  • Negotiations with team members

Teaching methods

Theoretical part - 50%
Practice - 40%
Tests - 10%

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