Acclaimed Cambridge Program Comes to Atlanta: Managing People For Maximum Performance
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Media Contact: Patrick Kowalczyk
This comprehensive two-day program for executives and senior management has attracted thousands of leaders from around the world who seek to understand how to take hold of their organizations performance and to ensure that people are motivated to give their best, every day.
For more than two decades, the Center for Management Research in Cambridge, MA has hosted Managing People for Maximum Performance as part of its Programs on Leadership for executives and senior management. Year after year, Managing People has consistently been the most attended and applauded of its six programs. Delivered by Dr. Aubrey Daniels and ADI's esteemed colleagues, we are pleased to bring this successful event to our Atlanta Headquarters.
Leaders and senior managers are constantly challenged to get people to do what they need to do in order to reach their organization's goals and objectives; but too many times they fall short. While there are many causes for these shortfalls, most times it can be directly tied to the lack of an organized management process. Managing People for Maximum Performance examines a proven approach based on powerful behavioral principles for analyzing and designing the systems, process and management practices of an organization as it relates to its people.
With many dates scheduled for 2010, ADI is opening up this two-day executive program to all senior managers and leaders who want a comprehensive seminar on these topics:
- Leadership, Science & Maximum Performance an introduction to ADI's five-step management process.
- Motivational Operations and Sustaining Organizational Excellence what it takes to get people to do their best and a simple ABC approach for getting people inside and outside the organization to willingly participate in changes required to improve performance.
- Reinforcing Good Performance getting people to want to do more both through precise coaching and support, and by arranging an environment that accelerates participation.
- Making Good Performance Pay Off effective, flexible reward systems for long-term success
- Working Backwards: ADI's Accountability Model pinpointing specific actions to achieve specific goals.
- Values-based Choice and Decision Making selecting and measuring behaviors that drive the culture and your results.
- The Difference Between Leadership & Management the behavior required for successful leadership, understanding the important difference in leading versus managing, and how to apply what you've learned when you return to work.
Managing People has consistently received high marks from senior leaders that have attended because its principles can be applied in any work setting that involves people. No industry or level is excluded when it comes to successfully managing performance in the workplace. Past attendees have had this to say about the session:
- Adds science to what you always thought you knew.
Edward Larcom, Operations Manager, B/E Aerospace - This program is just what I have been looking for. Now I have a plan to motivate my employees to become the best they can be.
Ken Williamson, Senior Claim Representative, Great West Casualty Company - Direct concise backed up by examples, action items, takeaways, next steps
Bob McCart, Vice President, Strategic Corporate Partners, Physicians Sales and Services
To learn more about this highly regarded program, visit ADI,s website: www.aubreydaniels.com.
About ADI
Founded in 1978, and headquartered in Atlanta, GA, Aubrey Daniels International (ADI) works with such diverse clients as Aflac, Duke Energy, Lafarge, Malt-O-Meal, M&T Bank, Medco, NASA, Roche Labs, Sears, and Tecnatom to systematically accelerate discretionary effort—where people consistently choose to do more than the minimum required. Whether at an individual, departmental or organizational level, ADI provides the tools and methodologies to help move people towards positive, results-driven accomplishments.
Managing People for Maximum Performance
Seminar Details
