People Manager MBA: Build & Lead High-Performing Teams [EN]

Explore the four stages of team development from forming to performing and learn to apply Belbin roles to build a high-performing team.

Learn how to turn employees into a cohesive team through trust, vulnerability, and structured team-building, guided by Patrick Lencioni's five dysfunctions and team diagnostics.

Identify and manage four core personality types—producer, administrator, entrepreneur, integrator—using the Odysseus methodology to build balanced teams and optimize collaboration.

Identify five employee categories from a to e and decide when to dismiss to strengthen team. Learn ethical, informed termination practices, including preparation, exit interviews, and exploring alternatives to firing.

Explore situational leadership by matching leadership styles to employee development levels, from D1 to D4. Apply directive and democratic approaches, assess situations, and foster partnerships for effective team management.

Explore situational leadership by matching four styles (S1–S4: directive, mentoring, supportive, delegating) to employees' development levels to boost team performance. Learn to diagnose readiness and avoid misalignment.

Gallup research links leader talents to employee engagement, highlights five leader talents, rarity of talent, and the strengths-based approach that turns skill into sustained performance.

Learn how to define and align a team's culture with strategy by clarifying mission, vision, and values, using artifacts and a 360 degree evaluation to reinforce desired behaviors.

Balance base salary with market benchmarks, bonuses, and incentives while applying Herzberg's hygiene and motivational factors to attract, retain, and engage high-performing teams.

Design bonuses and performance incentives that motivate by linking transparent, fair rewards to measurable results, covering one-time, monthly, quarterly, annual bonuses and KPI-based goals.

Explore how to design sales team compensation with flexible structures, bonuses, commissions, and thresholds, while avoiding the broker's trap and aligning incentives with company goals.

Explore how benefits shape a company’s value proposition and drive attraction, retention, and motivation. Learn how flexible benefits, health and wellbeing programs, and work-life integration improve engagement and business outcomes.

Motivation 3.0 and total motivation reveal autonomy, mastery, and meaning at work, while gamification, goals, and six motivation sources boost performance.

Discover how Gallup Q12 measures engagement and the two-way social exchange of loyalty and motivation, and how managers implement action plans to boost engagement and business results.

Discover how continuous feedback boosts motivation by providing timely, fact-based, constructive coaching that integrates clear performance metrics and radical candor to drive sustained improvement.

Apply the nine-box grid to talent management, map roles by strategic value, assess performance and potential, and move top performers into the most impactful roles while planning development and succession.

Identify employee talents and activate their strengths to boost engagement, productivity, and well-being by applying top strengths through CliftonStrengths and other talent assessments at work.

Develop employees by focusing on competencies, soft and hard skills, and by assessing behavior and motivation. Use goal setting, coaching, and development plans with Kirkpatrick evaluation to drive learning.

Identify key positions, select deputies, and develop succession plans to ensure continuity. Use benches, development plans, and rotations to create interchangeable teams for leadership transitions.

Develop a practical team strategy by diagnosing problems, using swot and pestel analyses, aligning goals with the company vision, and testing hypotheses through actionable initiatives.

Explore goal setting models—MBO, KPI, OKR, WIG, V2MOM—and compare their strengths, focusing on quarterly OKRs, four disciplines of execution, leading indicators, and dashboards.

Track performance with dashboards and metrics, apply OKRs and weekly reports, and balance delegation to avoid micromanagement while driving continuous improvement.

Learn how to increase accountability and deliverables through goal setting, KPIs, and structured manager-employee dialogue, using the monkey analogy to assign problems and foster independent initiative.

Learn to run effective 1:1s with team members through regular, structured sessions and rapport-building. Apply coaching questions, balanced feedback, and clear action plans to boost performance.

Lead coaching conversations that unlock employee potential by asking questions, using the Grow model, balance wheel, readiness tests, and targeted action plans within 1-to-1 settings.

Learn to design and run effective team meetings—from daily standups to strategy sessions and annual off-sites—using clear agendas, defined roles, and targeted formats to boost alignment and outcomes.

Learn to identify common problematic employees and apply practical, future-focused strategies to address anger, anxiety, blaming, resistance to change, and other behaviors to improve team collaboration.

Explore agile foundations and project management for teams, including Scrum roles, product owner, backlog, sprint planning, Kanban boards, and customer collaboration using Trello, Jira, or Asana.

Master Kanban boards and Trello to track progress, prioritize the product backlog, and decompose items into user stories with story points, labels, and checklists.

Lead organizational change by applying Kotter's eight-step model, diagnosing readiness, building guiding coalitions, shaping a compelling vision, removing barriers, and sustaining momentum through communication.

Learn how to execute tasks and deliver results through agile sprint planning, daily scrums, backlog management, blockers, readiness criteria, stakeholder feedback, and sprint reviews.

Learn how managers balance functional and people management to drive business results, guided by Google's leadership study on coaching, empowerment, clear strategy, and career growth within OKR frameworks.

Explore organizational design and the five-step process to shape a functional, divisional, or matrix structure that aligns teams with strategy and goals.

Learn to map the business model, allocate responsibility across departments, describe core and supporting processes, and use Sipoc and Raci to align execution with value creation.

Discover how SWOT and Pestel (steeple) analyses guide strategic planning by assessing external environments and internal strengths and weaknesses to turn threats into opportunities.