Generally speaking, there are two ways to solve the training problem of middle managers: one is to emphasize the model, and the other is to ignore the model. Here is mainly about heavy mode training. Let's take a look at how the middle management training is conducted with me.

Regarding the re-mode training, the most critical factor is to let students quickly enter the learning state. There are mainly the following five methods:

1. Try to do closed training, leave the working environment, and avoid distracting students from the work at hand during training.

2. If it is really not possible, close the training, shorten the training, use LMI mode, do half-day special topics, and use coaches to teach.

3. When screening students, there are some ceremonies and processes that attract everyone's attention and make students feel that learning opportunities are hard-won.

4. The executives intervened in the speech, which made the students feel the importance of the company and the training content.

5. For intermediate training teachers, it is recommended to use training lecturers with higher qualifications.

The safest way is to invite external lecturer resources and lecturers with rich practical experience, which can immediately attract students and control the scene. If internal lecturers are used, it is necessary to choose lecturers who are higher than the trainees and have good performance to convince the trainees.

The reorganization mode is "class management mode".

To do a good job of heavy-mode training, we need to adopt coaching mode and action learning mode, and use 2-3 months to promote students' insight and discovery of projects and personal problems while attending classes, and at the same time establish a circle of students' relations to promote the change of students' behavior, thus promoting organizational change.

In short, to make middle managers change, we can adopt the mode of multi-frequency and short-time.

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