Reprinted information-Teacher He An's blog, I hope it can help your middle management training course, including four aspects: first, the role cognition of managers, second, the mentality that managers should have, third, the management skills that managers should master, and fourth, how managers can have more leadership, and transition from managers to leaders or even leaders.

This is how to arrange the training ideas of "what to do, how to do it, what to do and where to go". I suggest considering the actual situation of the students: first, if the middle-level manager has just been promoted, it is suitable to be a manager's role cognition first.

Because they may have been business backbones, technical backbones and old workers, they often find that they are very satisfied as employees in practical work. Once promoted to manager, you can't compliment. Why? Because although they have become managers in their own posts, their work habits and thinking patterns are still in the state of employees, and their roles have not changed. Therefore, communication problems and execution problems are sometimes superficial problems, and the root cause may be some middle and lower levels.

Therefore, in view of this situation, I suggest that the training of such managers should start with the role cognition of managers, then talk about some mentality that managers should have, and then enter the skills part. If you start with skills directly, the effect is not very good.

Second, if you have worked for many years and have a good attitude, you are powerless and lack management ability. It is suggested to do management skills training directly. Generally speaking, when employees are helpless, China needs methods, so I suggest that giving methods directly may be the most targeted and effective.

Thirdly, if you have worked for many years and received some training before, you can directly address the management deficiencies and some areas that need to be improved in China, such as effective communication, employee motivation and counseling, nine-type personality and other skills courses.

Because, with the continuous expansion of enterprises and the increasing number of teams, the requirements and challenges for managers are getting bigger and bigger, and managers will gradually find their own shortcomings. I suggest that at this time, courses aimed at improving key abilities are very effective.

4. If you want to improve managers' leadership, influence and appeal, I suggest that the training of leadership courses is the best, because my leadership courses focus on managers' leadership quality, focusing on "Tao" rather than "skill".

As a trainer, you have the responsibility and obligation to give personalized training suggestions to the enterprise according to the situation of the enterprise.