Webinar 2015 - Managing Transitions: How to Improve Productivity, Cut Costs, and Increase Success

Overview:
The transition process is designed to enable new managers and their direct reports to exchange information and establish relationships early, and assist all concerned to understand their objectives as a work group. Further, it is designed to accelerate the process by which the new manager and his/her direct reports coordinate their efforts and develop effective business practices.
Although a transition meeting can be useful for any new manager and his/her direct reports, it is especially appropriate when:
The incoming manager is unknown
Breaks in organization continuity are unacceptable
There is little time for sorting and identifying problems
The incoming manager has a reputation
The departing manager has a hard act to follow
There are significant style differences between the departing manager and the new manager
Why should you attend: The introduction of a new manager can create "down-time" in productivity while he/she is learning the job. Add to this situation one where the new manager incorrectly assesses the situation and that manager can unknowingly get the organization moving in the wrong direction or make no progress at all.
From the time a change in managers is announced, a series of events typically occurs. For the departing manager, emphasis shifts away from relationships and toward tasks that must be performed before leaving. As a result, communication may be strained, important decisions made quickly or even delayed until the new manager assumes their position.
Employees may feel anxious about what will happen to them as well as to the department. In cases where employees are relieved to be rid of an unwanted boss, they may create unrealistic expectations of what the new manager will be like.
To facilitate the process by which a new manager coordinates his/her efforts and develops effective work practices quickly, a transition process can be held for the new manager. Such a process gives all parties an opportunity to clarify roles and responsibilities and get to know each other.
Areas Covered in the Session:
Develop a greater understanding of each other’s expectations for building and maintaining effective working relationships
Clarify individual roles and responsibilities for interfacing with each other in the work group
Identify and discuss critical work group or departmental business issues
Establish a common understanding and action plan for addressing identified work group issues and concerns
Who Will Benefit:
CEOs
Business Unit Leaders
HR/OD Professionals
Mid- to Senior Level Leaders
Anyone interested in learning more about Talent Management and Succession Planning
Instructor:
Dick Buckles is CEO of Bianetics, LLC, a San Antonio, TX based firm that consults to such companies as Chevron, Chevroil-Kazakhstan, Fluor, Johnson & Johnson, Hewlett-Packard, the University of California, and others. Prior to owning his own firm, Dick was a senior manager with world class companies such as Edison International, WellPoint, Amoco, ARCO, and Hughes Aircraft Company.
Contact Details:
NetZealous LLC, DBA TrainHR
Phone: +1-800-385-1627
Email: webinars-AT-trainhr.com
http://www.trainhr.com