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ARF Young Pros
People Management Skills Series

June 20 – July 25

Managing people is a tough job. It’s likely to be the toughest part of any job you will ever have. Yet, with a few tools, you will be able to unlock some of the mystery of managing people. The purpose of these sessions is to provide you with some of the key tools you will need to improve your success as a manager of people.

Most young managers have never received any formal training before taking the leap into the role of managing people. In these sessions, you will learn some techniques to make you a better manager. Whether you are already managing people or you aspire to manage others in the future, these tools will be of value to you. As managers, it’s often the little things that take on a whole new meaning when we are faced with having to do it. Things like, how to communicate a raise or a promotion or how to tell an employee they aren’t ready for that promotion. Managing takes courage and sometimes just having a few of the right tools will give you the courage to handle the tough job of managing people.


The People Management Skills Series will consist of five 2.5 hour sessions after work from 5:30-8:00pm at the ARF NYC office. Each session will include a workshop where the attendees will practice the techniques discussed in the session. You can sign up to attend all five courses, or any of them independently.

Tuesday, 6/20: Session #1 – Techniques for Building Rapport with Employees
Building a strong rapport with employees is one the keys to successfully managing a team. In this session, we will learn some of the key principles to help managers build rapport with his or her team. Some of these concepts seem obvious and yet, managers don’t always use them. We will also look at some basic Neuro-Linguistic Programming (NLP) (meta-programs) to better understand how we process information and how understanding these concepts can help build more trusting relationships with our employees.

Tuesday, 6/27: Session #2 – Practical Coaching Skills
Have you ever thought of the similarities between what makes a good manager and what makes a good coach? Well, there are many similarities. Some of the most effective managers make good use of proven coaching techniques. In this session, attendees will learn the 7 steps to effective coaching and discuss the importance of strong listening skills. Attendees will learn how to best use these skills to improve employee performance as well as employee engagement.

Tuesday, 7/11: Session #3 – Principles of Progressive Discipline
One of the toughest challenges a manager will face is getting an employee struggling with job performance to turn things around.  Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards.   Progressive discipline is simple in theory, but can be much more complicated in practice. In this session, attendees will learn the common steps in fairly addressing employee job performance issues and discuss ways to effectively manage the exit process should the employee be unable or unwilling to improve.  

Tuesday, 7/18: Session #4 – The Art of Delegating
Delegating work can be one of the biggest challenges faced by a manager.  Before becoming managers, individuals are accustomed to doing everything as individual contributors.  Having to distribute work to others is not as easy as it seems.  It takes time and planning to do it effectively. In this session, attendees will learn some effective techniques to delegate work across a team to improve the quality of the work and provide learning opportunities for employees who do the work.

Tuesday, 7/25: Session #5 – Techniques of Behavioral Interviewing
Hiring the best candidate for a job opening can be a big challenge. Making a hiring mistake can exact a big toll on an organization, not only financially, but on the morale and productivity of the team as well. Behavioral Interviewing is a job interviewing technique whereby the applicant is asked to describe past behavior in order to determine whether she is suitable for a position. By asking candidates to describe how they handled a specific assignment or dealt with a problem, the interviewer can establish a better understanding of the potential fit. In this session, the attendees will learn how to conduct an effective behavioral interview and learn how to structure the interview process to make it more effective in determining the best candidate for the job.


Erik Erikson
Erik has over 25 years of experience in organizational development, change management, learning and development and leadership development. His experience encompasses various industries including public and private sector. As a strategic business partner, he has collaborated with leadership to drive change and align human resources initiatives with the overall business strategy.

His passion for leadership development and coaching has enabled him to create cohesive and highly engaged teams while increasing productivity, retention and organizational effectiveness.