#time management skills training

[gauravbhagatacademy]

You can better manage your time if you have good time management abilities. Some of the most crucial time management abilities that can be one of the most effective sales skills.

[abirddogmoment]

today's hot take for dog people: management is not the same thing as training.

[hella1975]

so there's a reason my new job got back to me so quickly about my application and that's bc it's an absolute fucking shambles like actually perfect timing for me to decide to rewatch the bear bc i have never more felt like ive been thrown into a broke on-its-knees establishment trying to crawl its way up the ladder where i am somehow a godsend to them. my old job was crazy and shambolic in the sense that the industry is just Like That but this one?????? insanity. every 5 mins i am questioning what im doing with my life. ive already had a walk-in fridge moment

[beeapocalypse]

trying to craft a funger oc like aughhhh i can see him i can picture him in my head right now [image of the most off putting little man possible]

[feverflushed]

[Silly shenanigans in the tags, just need to vent, don't mind me]

[sydmarch]

I do love when the subway conductors get bitchy over the loudspeakers like when someone's holding up the train & they're like "STAND CLEAR THE DOORS!!!! WE CAN'T MOVE UNTIL YOU CLEAR THE DOORS!!"

[thebleedingeffect]

In my heart of hearts I truly do just want to write a self insert that interacts with the main story that's it really

[gentlethorns]

fuck dude i have got to find a job where i can be self-employed and creative. i cannot be in fucking retail hell anymore

[cherrysnax]

im sure this feeling will pass but I feel like im not made for comics

[iguessitsjustme]

Had a training meeting with my boss today and in that meeting he briefly went over an upcoming project that I’ll be trained on at a future date and said “I’ll be expecting you to take an active role in this project” because he’s been doing it alone for years and he basically implied he’s just gonna train me and then set me loose and not think about it and just assume it’s being done. Which is both a compliment and a stressor. In that meeting I saw my workload increase by a whole lot. Just this week alone is gonna be a lot. I literally got out of that meeting and spent the next five minutes prioritizing

[clockworkprism]

My hot take: business degrees should exclusively be masters degrees. Cause there are legitimate skills to running a successful business, which would apply even outside of capitalism. Things like managing people, complicated finances, tax implications (granted right now it's more how to exploit people, ensure maximum profit, and tax avoidance). People get promoted to management or executive positions and then have to learn all this on the spot.

Ideally, an engineering firm will be run by engineers who get a year off to get real training in the skills they'll need to be an executive. But going to school ONLY to do business as a generic concept? Yeah that should be completely abolished.

[what-even-is-thiss]

The reason people don’t want to work is that it’s just normal for them to be in bad work environments.

My issue with working at Walmart wasn’t the work itself I was doing. It was the circumstances around it. The concrete floor, lack of places to sit, having to put up with asshole customers, not getting time off for injuries, and bad pay.

If I had been given shock pads to stand on or a few chairs to rest on sometimes, if they paid me a livable amount of money and I was allowed to yell back at asshole customers, if they had given me any amount of training, I would happily work part time folding clothes all day and telling people where the swimsuit section is.

I’m a creative type. I’m a writer. I’m pretty smart, even. But if I could make a living folding shirts and listening to podcasts in one ear and helping people find the scented candles for 30 hours a week? I would. Leaves some mental space free for me to brainstorm. Lets me catch up on my reading with audiobooks.

But instead I was treated so badly by upper management and customers that I’m like legitimately a little frightened whenever I step into a Walmart now. And I only worked there for three months a few years ago.

I’m a good lower level worker. When I’m treated well. I like finishing tasks. I like being helpful. I like having some time to talk to coworkers and some time alone with my thoughts. I’m a frickin team player. And that’s how I was at my first job. I was treated well by my supervisor. I was trained. They were patient with me. I was so good at being low on the totem pole at that job because I was valued and felt like I was being listened to. I was able to sit still when there was nothing left to do which made it feel less bad when we were on a time crunch. I didn’t mind working hard at that job because it was fun even though I was doing all the low level stuff that the supervisors didn’t want do.

But at Walmart I was like that for all of two days. Then I figured out that nobody appreciated my work and if I worked in my normal people pleasing manner I’d kill myself because their standards were high and the rewards for meeting them were low.

So I slowed down. I started avoiding customers. I started taking a lot longer to get to my breaks and to come back from them. I became worse at my job because no matter how good I was at it there would be no reward, no appreciation, and I’d just be pushed further beyond my limits.

My only level of happiness from that job came from the people who were working with me. The old ladies and my department manager who made sure I wasn’t overextending myself. The one other young man working in the clothing department who always got sent with me to unload the heavy stuff and commiserated with me about the shoulder injuries, the hurting feet we were too young to have.

But none of that was enough to make me stay. We were constantly understaffed. I was constantly abused by customers and not able to do a thing about it. I was not paid much at all. So as soon as I had enough saved up for what I was trying to do and my last semester of college was about to start I handed in my two weeks.

I would have found a way to stay if I liked that job. If I liked that job I would’ve pushed myself to my mental limits to finish college and keep that job at the same time. Heck that job could’ve been a rest from college. A place to get away from it. But I hate that job so I got out as soon as I could.

I want to work. I want enough money to live sort of comfortably. I want to have some tasks to do to give my creativity a rest. I want to be a part of something. But the way that modern corporate run work environments are set up does not give me any of the things I actually want out of a job. And I think that’s the same for millions of people right now. A lot of people would happily spend their lives as a waitress or an Uber driver or a warehouse worker or a farmhand or any other “low skill” job you can possibly think of. But with the way the world works right now those jobs are absolutely miserable. It doesn’t have to be that way. I know because I’ve had a fulfilling part time minimum wage job that I looked forward to going to every week. A job where I was listened to and allowed to sit when I needed to. I miss that job. Especially now since I’ve realized that’s not the standard. It should be. People should look forward to going to work or at the very least not get mild ptsd whenever they set foot into a Walmart.

[saipushpalearner]

Developing Your First-Time Managers

In today’s fast-paced business world, the growth and success of any organization hinge on the continuous development of its people. Among the most critical investments a company can make is in its first-time managers. These individuals represent the future of leadership, and developing their skills can directly impact the organization's productivity and performance. For any business seeking sustained success, focusing on managerial development is not just beneficial—it's essential.

Why Developing First-Time Managers is Crucial

First-time managers are often thrust into new roles without proper preparation, which can lead to challenges. Whether they're promoted from within or hired externally, their transition into leadership comes with increased responsibilities that they may not have encountered before. Ensuring that these managers receive the right training is akin to making a long-term investment in the organization's future success.

The skills they acquire during this critical phase lay the foundation for their ability to lead teams effectively, make strategic decisions, and align with the organization’s objectives.

The Impact of Leadership Development

Developing first-time managers is not just about enhancing individual capabilities; it's about fostering an environment of growth, innovation, and collaboration across the organization. Well-trained managers bring new leadership perspectives, create stronger teams, and implement strategies that drive success. Conversely, without proper guidance, they can face common pitfalls such as communication breakdowns, inefficient delegation, and lack of team engagement, which can harm organizational culture and performance.

Key Strategies for Developing Your First-Time Managers

Open Communication Channels

One of the most vital components in managerial development is establishing open communication channels. First-time managers need to feel supported and understand that they can approach senior leadership with questions or concerns without hesitation. Creating an open, transparent environment where communication flows freely fosters trust and reduces the likelihood of mistakes. Managers who feel comfortable discussing challenges are more likely to develop the confidence they need to succeed.

Building Trust Through Communication

Trust is the cornerstone of any successful leadership strategy. Regular check-ins, mentorship programs, and opportunities for first-time managers to share feedback with senior leadership help to build a relationship based on mutual respect. A transparent communication process enables managers to understand the organization's goals better and align their team's efforts accordingly.

A Structured Feedback System

Feedback is a powerful tool for growth. To develop your first-time managers effectively, a structured feedback system is essential. This system should include both upward and downward feedback, enabling managers to reflect on their progress while also receiving constructive criticism from peers and superiors. Regular feedback sessions not only help managers improve but also give them a clear understanding of the expectations placed upon them.

Encouraging Continuous Improvement Through Feedback

Feedback should be an ongoing process rather than a one-time event. Implementing regular performance reviews and providing constructive feedback sessions will enable first-time managers to continuously refine their leadership style. Equally important is encouraging managers to seek feedback from their team members, fostering a culture of two-way communication and collective growth.

Providing Clear Objectives and Knowledge

First-time managers must have a solid understanding of both their roles and the organization’s objectives. Providing them with a clear and accurate job description eliminates the risk of misunderstandings and ensures they lead their teams in the right direction. A structured onboarding process that clarifies roles and responsibilities helps managers transition smoothly into their new positions.

Customizing Managerial Development Programs

No two organizations are the same, and neither are their training needs. It’s essential to create a tailored development program for first-time managers based on the specific goals and resources available. Customization ensures that the training is relevant, effective, and aligns with the company’s strategic objectives. For example, some organizations may prioritize soft skills like communication and emotional intelligence, while others may focus on operational efficiency and decision-making.

Tailoring Training to Fit Organizational Needs

Customization allows organizations to integrate real-world scenarios, case studies, and role-playing activities into their training programs. This hands-on approach equips first-time managers with practical tools they can apply immediately in their roles. By aligning the training with your organization's unique challenges and goals, you create a program that resonates deeply with managers and drives long-term success.

The Long-Term Benefits of Investing in First-Time Managers

Investing in first-time managers provides tangible long-term benefits. Organizations that prioritize managerial development often see higher employee retention rates, improved team performance, and enhanced innovation. When managers are well-trained, they are more likely to lead with confidence, handle conflict effectively, and drive their teams to exceed expectations. In turn, this increases overall organizational productivity and fosters a culture of continuous improvement.

Measuring Success and Adjusting Strategies

It’s important to regularly assess the success of your managerial development programs. Surveys, performance metrics, and feedback from team members can provide insights into whether the training is yielding the desired results. Use these insights to adjust your strategies and ensure that your first-time managers continue to grow and evolve as leaders within your organization.

Conclusion

Developing your first-time managers is not just about enhancing their skill sets—it's about shaping the future of your organization. By providing them with the tools, support, and guidance they need, you empower them to lead with confidence and foster a positive impact on their teams. The benefits of investing in these individuals are vast and long-lasting, ensuring that your organization is poised for success both now and in the future.

[freefallintothevoid]

Dick Grayson's unmatched success as a child vigilante makes a lot more sense when you remember the Court of Owls was a thing and that Dick was meant to be the next Grey Son.

There is no way that someone at Haly's Circus wasn't there keeping an eye on him while he grew up. A future weapon needs to be trained and monitored after all, and a circus, a place where weird skills are completely normal, is actually a great place to secretly train a child.

You know, just some knife tricks that translated really well into actual fighting. How to get out of restraints and pick locks while under a time limit. Death defying acrobatic stunts that coincidentally do wonders for parkouring. That sort of thing. Nothing that seems out of place for a boy growing up around circus performers to learn, but would literally any where else.

I mean, while I fully believe that most kids would want to kill the man responsible for their parents deaths, Dick was weirdly prepared to go through it. He tracked down Zucco with way more ease than any normal child should have too. He became the first child vigilante, for goodness sake. The first Robin! He only started getting formal training after he basically forced Bruce into it!

Bruce himself has no idea that this kind of competency in a child is unusual, considering he was much too blinded by the similarities between his and Dick's tragic orphanhoods.

Alfred is in a similar boat because he’s desensitized to weird children after he somehow managed to successfully raise Bruce 'The Batman' Wayne, so he doesn't clock the hyper-competency as abnormal either.

By the time the other batkids start popping up (Jason 'The Audacity' Todd, borderline-street rat with no fear) (Tim 'the greatest stalker in Gotham history' Drake, child genius, also bullied his way into becoming Robin) (Barbara 'raised by the only uncorrupt cop in gotham' Gordon) (Stephanie 'daddy issues and spite' Brown) (Duke 'Pretends he's the normal one and people believe him' Thomas) it's too late.

It would also explain how Dick got along so well with Damian out of all of them. Similar childhood with different approaches and all that. On some subconscious level, Dick recognises and resonates with the murderous ten year old assassin with strong familial ties to a secret elite assassin organization.

It isn't until after the whole Court of Owls and Grey Son reveal that suddenly Dick realises a whole lot of things about his childhood that suddenly make a lot more sense.

[anarchish]

also management has become a reward for sucking up or doing a different skill, when management is actually an important skill all on its own. an effective manager should be making things easier for other workers and should be paid similarly to those workers. effective management is a form of labor, but 'bossing' is not.

[tsic-tata]

Transitioning from individual contributor to team leader? Our First Time Manager program equips you with the essential skills to excel in your new role. Visit our official website at https://consulting.tatasteel.com/premium-programs/ to know more