Assistant manager training programs

Want to advance your management career? Our 12 month Program covers all the ins and outs of running a store, from ordering stock and rostering to education in management theory and long-term planning.

Start your training by learning the basics of the retail assistant job, from running stock, serving customers and operating cleaning machines through to educating yourself on store policy and procedures.

At the end of the month catch up with your Store Manager to talk about your progress. Work a range of in-store shifts - from early starts to late nights - to understand the different requirements involved. At the end of the third month review the first three months of your training with your Store Manager and set goals for the remainder of the year.

Kick-of month 3 by learning the back end systems, this covers how to place orders, operate the PC and perform other key administrative tasks a store manager needs to know. At this point in your training you will also commence your ALDI Management System training and begin to develop an understanding of leadership responsibilities and theory.

Put your management training into practice by running various shifts throughout the week. The difference between these options is the depth in which we explore topics and the number of experiential activities included in the program.

During this interactive workshop, participants will have ample opportunity to practice the skills featured in this training course and work on a plan to address any real-time concerns they have regarding their direct reports.

Employee Motivation Give Me an M! This program discusses employee engagement and the processes, frameworks, and actions that should be in place to encourage people to take ownership of their work. For that reason, knowing how to delegate is an essential workplace skill. This course explores the ins and outs of effective delegation and tactics for assigning the right tasks to the right people. Through a range of exercises and activities, during this interactive workshop participants will explore such topics as letting go, generating buy-in, communicating authority, monitoring tasks, using questions to coach, and monitoring delegated tasks.

This half-day workshop takes a deep dive into issues around employee accountability and actions successful managers take to get the best from their direct reports. This course explores the ins and outs of employee feedback and best practices for establishing a productive dialogue between managers and employees. During this workshop, participants will learn how to leverage both formal and informal feedback to increase employee engagement.

Those participating in the program will also find out how to fit feedback into their daily routines, how to set expectations early in the process, how to manage negative reactions to feedback, and what to do when feedback about inappropriate behavior does not result in change. This workshop shares best practices for putting a strong structure in place.

During this course, mentors will complete a template in preparation for their first mentoring meeting and familiarize themselves with a framework for holding subsequent meetings. Additionally, this program explores troubleshooting strategies and ideas for handling surprises in the mentoring process. The course looks at multiple models and theories and is designed to familiarize participants with the foundational skills needed to successfully lead a team.

The workshop explores a range of essential topics: the difference between leading and managing, what it means to be a learning organization, the importance of personal mastery, mental models, how leaders inspire a shared vision, situational leadership, leadership styles, trust, and change management. In addition to exploring academics, this seminar pays special attention to translating theory into executable actions. This course looks at what courage means in leadership, the tools leaders can leverage to exhibit courage, and strategies to promote candor and courage throughout their teams.

This program is a must for teams that know that making hard decisions and taking decisive actions would have long-term gains. Good coaching can increase engagement, encourage development, and generate organizational buy-in and ownership. This program focuses exclusively on coaching as a development tool. During this interactive workshop, participants will define coaching, explore a range of popular models, identify roadblocks that may prevent them from coaching and tactics for overcoming those obstacles, practice communication skills, and hold several coaching conversations.

In addition, at the end of the course, group members will develop a coaching plan they can use back on the job. This interactive workshop focuses on leadership skills for individual contributors. The course addresses the traits strong leaders share and actions anyone can take to enhance their leadership skills.

During this program, we will explore such topics as power — where it comes from and how to leverage it, skills leaders use to leverage language, behaviors effective leaders use to influence and how to develop them, and the importance of gratitude, appreciation, and adopting a positive outlook.

To make matters worse, many public workforces are aging, and in some cases, finding top-notch replacements is a daunting task. The perception is government employees have cushy jobs. The reality is the work is hard and often thankless. Morale problems can plague governments at all levels. The program also lays out a procedure for developing an enterprise-wide competency model, identifying essential roles and competencies needed in those roles, managing organizational changes, identifying essential formal and informal management activities, and considering interviewing and succession planning as part of performance management.

Furthermore, rather than being motivated to perform well, many people felt exactly the opposite. So what went wrong? In some cases it was the process, but most systems failed because of the actions managers did or did not take.

This course aims to correct that. The program covers the skills managers must master to do their part in performance management. They will also learn how to manage overperformers, underperformers, and the people int the middle. This workshop focuses on the building skills for managing nimble teams.

The four-session program addresses communication and engagement; planning and time management; coaching, counseling, and mentoring; and conflict resolution and team building. Without it there is little chance that group members are fully engaged in their work.

This dynamic leadership program examines trust and the importance of giving it and earning it in the workplace. They will also discover what being trustworthy means and the behaviors and attitudes they must display each and every day in order for others to feel confident about them and their ability to lead. This communication skills workshop for managers tackles the skills managers must develop to inspire others to take actions.

This program covers a host of topics: understanding influence, taking inventory of the landscape and setting communication goals, leveraging proven processes, recognizing differences in communication styles, using stories and analogies to drive people to action, and more. The program shares examples of successful workplace narratives, offers a method for isolating a plot and building robust characters, provides guidance for fleshing out details, and gives participants several opportunities to practice their skills throughout the day.

In addition to building their own stories, those who attend this workshop will learn the art of story spawning and the value of listening to the stories others tell. This program examines processes that must exist to establish a customer-centric culture. This course is designed for customer service managers, supervisors, and team leaders. The workshop covers the steps strong managers take daily, weekly, monthly, and annually. It also provides opportunities to practice the soft skills associated with those tasks.

In addition to those topics, the program also includes a substantial discussion around employee motivation, tactics for building strong teams, and low-cost and no-cost ideas for rewarding good performance and making the workplace fun.

Harassment Prevention for Managers Ouch! Managing Inclusion and Diversity All Together Now: Embracing and Managing Workplace Diversity Format: Full-Day Training Course Top managers understand their ability to manage diverse work teams and encourage inclusion has a direct effect on employee engagement levels.

This workshop explores the value of a diverse workforce, how diversity goes beyond such obvious differences as age, gender, and race, information about the law and diversity, and skills for helping all employees reach their potential. The course also addresses cognitive bias, the signs that people have bought in or checked out, and the everyday challenges managers are sure to encounter when working with a heterogeneous group.

I feel funny being her boss. He actually asked for two extra weeks off to go hiking in Tibet. I was married with two children of my own.

This course provides managers and supervisors with an awareness of generations at work and suggests best practices for building rapport, encouraging communication, accommodating preferences, and leveraging strengths. The program also looks at such activities as delegation, coaching, and counseling people from different generations.

While some people are born with an aptitude for listening, others are not. The good news is listening can be taught. This workshop focuses on six essential listening skills for leaders: giving undivided attention, building rapport and establishing trust, staying engaged and focused, asking good questions, and reading emotions.

Kelly D. Paulette B. Johns County Board of County Commissioners. Carole M. Christy S. Hugh H. Fantastic result overall — thank you so very much! Irene R. An opportunity to have a tailoring call and to speak with the program facilitator prior to a workshop. Interactive facilitation conducted by someone who has a deep understanding of adult learning and the topic at hand.

A post-training web-based skills check-in meeting if desired. People behind the scenes who will work to make our relationship a success.

A talking head with a PowerPoint presentation and not much else. The sense that you are a number, a transaction, or a cog in a machine. Onsite Training Course Reminders Our instructor-led training courses are available to private groups.

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