Center for Management Development
(848) 445-5526

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Essential Management Skills

Program Overview

As the pivotal connection between organizational leaders and the workforce, supervisory managers are uniquely positioned to influence and impact performance provided they have the right skills and knowledge. The Rutgers Essential Management Skills program provides new supervisors—and those looking to assume supervisory responsibilities—with the fundamental knowledge, skills, and confidence to deliver results. Each session assists with making the realignment in mindset and behavior required to become effective supervisors. In each training session, participants also are asked to develop an action plan for implementation back on the job, as specific concerns and challenges are similarly addressed to ensure success in this initial leadership role.

Program Consists of 4 Critical Skill Area Workshops:


  • Meeting Your Supervisory Responsibilities
  • Communicating for Results
  • Building Effective Work Relationships
  • Leading Others for Success


  • Setting the Stage for Excellent Performance
  • Coaching & Providing Feedback for Optimal Performance
  • Delegating, Analyzing Performance Problems & Planning for Performance Improvement
  • Building a Positive & Motivating Work Environment


  • Interviewing & Selecting Employees
  • Developing Employee Skills & Work Habits
  • Building & Developing an Effective Work Team
  • Engaging Today’s Workforce Through Innovation & Change


  • Managing Priorities, Time, and Projects
  • Addressing & Solving Problems on the Frontline
  • Resolving Conflicts with Employees, Peers, and Others
  • Understanding the Legalities & Workplace Implications

Program Format:
Each critical skill workshop is 2 days, offered on the 1st and 3rd weekday of each month.  Participants may register for any number of workshops in any order. However, we strongly recommend attending all four sessions to maximize the development of essential management skills.

Certificate option:
A certificate is awarded upon completion of all four critical skill area workshops when taken within a two-year period.  Each workshop is offered at least twice a year.

$1195 for each 2 day session

This program has been approved by the New Jersey Department of Labor for workforce training grants. Funding may be available for those receiving unemployment benefits. Contact us for more information.


Who Should Attend


The Essential Management Skills program is designed for new and existing supervisors and managers, as well as those who aspire to take on these responsibilities in the near future. The workshops in this series are also highly relevant for seasoned supervisors and team leaders who have extensive on-the-job experience, but are looking to develop proficiency in key areas. If you are in a leadership role, or seeking to assume or transition into a supervisory role, this program is for you!


$1195 for each 2 day session

Program Benefits

The Essential Management Skills program helps new supervisors—and those looking to assume supervisory responsibilities—gain the fundamental knowledge, skills, and confidence to deliver results. After completing each training session, participants will develop an action plan for implementation back on the job, addressing specific concerns and challenges to ensure success in this initial leadership role.

In This Program, You Will Learn To:

  • Recognize and overcome barriers to teamwork
  • Strengthen relationships with peers and colleagues
  • Analyze performance issues and develop improvement plants
  • Ask effective questions and listen actively to improve understanding
  • Implement management strategies to promote employee engagement and retention
  • Determine the appropriate leadership style to motivate employees and teams, and more

$1195 for each 2 day session



Meeting Your Supervisory Responsibilities
Making a successful transition from individual contributor to first-level leader requires a comprehensive awareness of the responsibilities of management and the importance of leading, along with strategies for overcoming the difficulties that often confront those assuming leadership positions. A critical outcome of this session is the development of a plan specific to your situation so you can meet with success in this role.

Communicating for Results
To inform, motivate, and persuade effectively, supervisors need strong communications skills. Knowing how to approach each conversation reduces anxiety and increases input as well as buy-in. This session addresses communication barriers, techniques to enhance communication, and how to decrease miscommunication and increase the productivity of your interactions.

Building Effective Work Relationships
Along with managing people, supervisors need to know how to navigate up, down, and across the organization to meet goals, resolve problems, and implement changes. Successful navigation requires an understanding of organizational politics and building strong working relationships with people at all organizational levels. This session covers the essential elements for developing effective relationships.

Leading Others for Success
Effective leaders need to be adaptable since no one leadership style fits all. Understanding an individual’s ability and willingness regarding assignments is fundamental to succeeding as a leader. This session shows how to assess an employee’s readiness level, how to adapt your leadership style to motivate different employees, and how to coach employees to successful completion of a task.


Setting the Stage for Excellent Performance
The primary responsibility of supervisors is to motivate their staff for peak performance. This session addresses how supervisors can successfully manage staff performance by effectively communicating performance goals, documenting performance, and providing accurate appraisals, along with methods for overcoming resistance to new work methods and other organizational change.

Coaching and Providing Feedback for Optimal Performance
Coaching is a critical management skill for maximizing the performance of others, developing their skills for the future, and assisting with the retention of key talent. This session focuses on how to hold three critical coaching conversations—performance improvement, skill and career development, and informal daily conversations—to facilitate the personal growth and development of employees.

Delegating, Analyzing Performance Problems and Planning for Performance Improvement
All supervisors experience difficult situations when managing employees. Effective supervisors, however, know what tools to use to turn negatives into positives. This session provides an introduction to the basic laws of performance and a tested model for analyzing performance problems. Attendees also learn how delegation and empowerment can create employee engagement, leading to increased productivity and satisfaction.

Building and Developing an Effective Work Team
A high-performance work team consists of individuals who are committed to a common purpose, sharing specific goals and mutual accountability. This session covers the stages of team development, how to successfully implement the team effectiveness model, and team startup tools to build high-functioning teams, whether on site or virtual.

Engaging Today’s Workforce Through Innovation and Change
To maximize employee engagement, supervisors need the skills to guide, energize, and excite people. This session covers how to drive innovation and change through employee engagement, the factors that work against engagement and those that promote it, the vital role of commitment to organizational goals, and how to re-engage workers after organizational upheaval.


Managing Priorities, Time, and Projects
Time is the one resource that is equal for everyone; yet how we use it defines our success. Supervisors need to know how to use time effectively and efficiently, effective meaning doing the “right” things and efficiency meaning doing things “right.” This session focuses on setting priorities, getting the most out of available time, and managing projects effectively and efficiently.

Addressing and Solving Problems on the Frontline
Effective supervisors know how to follow a systematic process to define, analyze, and solve a wide variety of problems. This session covers clearly defined problem statements, data gathering and analysis tools, and common approaches to engage team members in identifying and implementing solutions for sustained performance.

Resolving Conflicts with Employees, Peers, and Others
Dealing with conflict is frequently identified by supervisors as one of the most challenging aspects of their job. It is not the presence of conflict, however, but rather how it is addressed that can derail the organization. This session examines methods for resolving conflict; the tools, techniques, and protocols for addressing performance based conflict with employees; and strategies for managing collegial differences.

Understanding the Legalities and Workplace Implications
The legal and regulatory arena is one that new supervisors tend to have little or no experience to draw upon. This session covers fair employment laws, regulations, and orders, along with employer responsibilities and the supervisor’s role in implementing company policy. Participants learn how to maintain compliance and avoid complaints, as well as handle charges if they are made.

The critical skill areas either can be taken in succession to complete the certificate, or selected individually to master a specific skill set. It is strongly recommended, however, that the entire program be completed to maximize the development of supervisory leadership skills. The program is offered in 4 two-day training sessions to be taken within a two-year period to be awarded a certificate of completion. Training sessions take place the 1st and 3rd week of each month in the Fall and Spring, from 8:30 a.m. - 4:30 p.m.

$1195 for each 2 day session


offers more than 30 years experience as a manager, facilitator, and presenter. Since 1991, she has managed the Rutgers University Human Resources Professional Development Program. Ms. Bilinski’s 20-...
CB Bowman, CEO of Executive Leadership, LLC and the Executive Director for the Association of Corporate Executive Coaches. A Certified Master Coach and a Certified Master Corporate Executive Coach,...
Kathleen B. Cashman is the President of Cashman Consulting LLC, an International Management Consulting and Training firm. She also works with WOMEN Unlimited, Inc. in the role of North East Regional...
Dr. De Lia is the Executive Director of RBS Network for Innovation Expertise Development (NIED). A former executive at AT&T and Prudential Financial and past president of the internet start-up...
is Director for the MHRM program and Professor of Human Resource Management for the School of Management and Labor Relations, Rutgers University. Mr. Ferio has over 26 years of corporate experience...
Ron Guido is an independent consultant in the health care industry specializing in business development, marketing and supply chain management. Ron has 36 years experience with Johnson & Johnson...
has 20+ years of leadership effectiveness experience. Her engagements include Bayer Consumer Care, CIT Group, Corning Technologies, Cornell University, Hong Kong Shanghai Bank’s Consumer Lending...
Kane an accomplished HR executive, held senior positions with industrial leaders including Kyowa Pharmaceutical, International Flavors and Fragrances Inc, Primedia/Channel One, Electrolux/Frigidaire...
founder of Executive Essentials, delivers seminars for clients including JPMorgan Chase, Deutsche Bank, Columbia Business School, and The Museum of Modern Art. An adjunct professor at NYU’s Stern...
is the Director of Rutgers Global Executive Master’s in Human Resource Leadership and Professor of Human Resource Management. He was the President of McCune Development Associates, Inc., a consulting...
As Director of Leadership and Organization Development, Dr. Nikola is responsible for implementation of leadership strategies, organizational development interventions and professional development...
Program Dates Location Duration Details
Oct 10 - Oct 20, 2014 - #2 - Managing Employee Performance Piscataway, NJ Two Day Program Details
Nov 3 - Nov 18, 2014 - #3 - Developing Individuals and Teams Piscataway, NJ Two Day Program Details
Dec 2 - Dec 16, 2014 - #4 - Managing Priorities, Solving Problems, and Legalities Piscataway, NJ Two Day Program Details