courses for people managers
For most people who get promoted to manager, the most difficult part of the transition is the sense that you don't contribute anything tangible anymore. But you do. You produce trust. Beteo’s courses for people managers teach you how to use your empathy in practical ways to create connection, build trusting relationships, and get better results.
Like all Beteo training workshops, these courses include:
Fully customized examples and case studies for your industry, your organization, and your team
White-glove learning reinforcement programs, including an online learning community, 1:1 coaching, and bonus videos, exercises, and blogs for three months after the training workshop
courses for people managers
managing people
The biggest shock for new managers is when they realize they are caught in the middle between the needs of the business and the needs of their people…and soon they feel like they’re failing at both. Believing they have to choose, they adopt one of three management styles: People First, Results First, or Lost Cause. None of these approaches are good for the business or the people in the long term.
Managing People not only debunks this false choice, but provides managers with a framework and practical tools to thrive in any business environment. Spoiler alert: It's about building relationships with people as a means to a business end.
Course options: Online (live) in three 2-hour sessions or face-to-face in two 4-hour sessions
managing delegation
Delegation just might be the most important skill in any manager's repertoire. Certainly to their well-being. Delegate too little and you end up working 80 hours per week. Delegate too much and your house of cards tumbles, catches fire, and explodes. Delegate the wrong task and you end up with a heavy coaching burden.
In Managing Delegation, we practice a framework and tools for delegating strategically and communicating delegation in a way that respects, inspires, and empowers employees.
Course options: Online (live) in two 2-hour sessions or face-to-face in one 4-hour session
managing change
The only constant is change. And with most change comes resistance to change. Left unmanaged, that resistance leads to resentment, rebellion, and failed change efforts.
In Managing Change we break through resistance by meeting people where they are, listening, and diagnosing the kind of motivation and support each employee needs. Then we design a tailored coping plan to help each employee mourn the loss of the old way so they can make the transition to the new.
Course options: Online (live) in two 2-hour sessions or face-to-face in one 4-hour session
managing careers
After inadequate compensation, the #1 reason an employee leaves their job is a poor relationship with their manager. The #2 reason is not having enough opportunity to leverage and grow their talents. Yet most managers have career development conversations only about once a year, or not at all. And those conversations tend to be narrowly focused on performance in one's current role as a means to promotion. This approach leaves employees feeling suffocated and trapped, which only accelerates their disengagement and eventual departure.
A career belongs to the individual, not the organization. So career development conversations must be employee-focused. When managers invite their employees to explore all their career options they are more likely to retain them. In Managing Careers, we practice career development coaching as an everyday habit—not a once-a-year task—so managers never miss an opportunity for their employees to grow and excel.
Course options: Online (live) in two 2-hour sessions Face-to-face in one 4-hour session