Team Management & Development Courses: Motivation, Delegation and Performance
Team management training to develop managerial skills: motivation, effective delegation, feedback, performance evaluation and talent development. Learn to build high-performance teams, manage conflicts and create accountability culture.
What you'll learn in Team Management & Development courses
Team management courses develop essential managerial skills to build, motivate and lead high-performance teams towards excellent results.
Managing a team effectively requires skills well beyond technical abilities: knowing how to delegate with trust, provide constructive feedback, motivate collaborators, manage conflicts and develop talents. Gallup highlights that 70% of engagement depends on direct manager. Our paths cover team building, motivation, effective delegation, performance management, feedback, coaching, conflict management, diversity and inclusion.
You'll learn to build cohesive and performing teams with Tuckman models (forming-storming-norming-performing), delegate tasks with RACI framework and progressive empowerment, provide constructive feedback with SBI method (Situation-Behavior-Impact) and difficult conversations, motivate collaborators identifying individual drivers (autonomy, mastery, purpose - Pink model), manage and resolve conflicts with collaborative approach (Thomas-Kilmann), evaluate performance with OKR, KPI and effective performance reviews, develop talents with growth plans, succession planning and mentoring. Focus on situational leadership (Hersey-Blanchard): adapt management style to collaborator maturity.
Who this training path is for
- Managers and team leaders: daily team management, motivation and performance
- New managers and first-time leaders: transition from individual contributor to managerial role
- Function heads and middle managers: coordination of multiple teams and internal leader development
- Project managers and scrum masters: project team management and agile teams
- HR and talent managers: supporting managers in developing people management skills
Benefits of Team Management & Development training
Superior team engagement and productivity
Motivation techniques and situational leadership increase engagement up to 40% and team productivity by 25-30%.
Reduced turnover and talent retention
Managers capable of developing talents and providing feedback reduce turnover up to 50% with significant savings on recruiting.
Conflict management and positive climate
Conflict management and constructive communication skills create collaborative climate and reduce internal tensions.
How to choose the most suitable format for your team
Each format is designed to adapt to different managerial skill development needs and business contexts.
In-person course → ideal for:
- New managers needing feedback role-plays and difficult conversations with actors
- Experiential team building with outdoor training and collaborative simulations
- Conflict management workshops with real cases and facilitated mediation
- Managerial development programs with peer learning and networking among managers
Online course → ideal for:
- Delegation, feedback and motivation fundamentals accessible with schedule flexibility
- Geographically dispersed managers needing scalable training
- Microlearning on specific techniques: one-to-one, performance review, coaching
- People management certifications (SHRM, CIPD) with on-demand content
Blended course → ideal for:
- Online people management theory + in-person workshop for simulations and role-plays
- Motivation and delegation e-learning + 1-to-1 coaching on real managerial challenges
- Platform with videos and frameworks + live Q&A sessions and case study discussion
- Certification path: asynchronous theory + assessment centre and structured feedback
Frequently asked questions about Team Management & Development
What are the key skills of a good manager?
Effective managers excel in six fundamental areas: communication (providing clear feedback, practicing active listening, and maintaining transparency), delegation (building trust, giving empowerment, and creating accountability), motivation (recognizing achievements, connecting to purpose, and fostering development), decision making (deciding with timeliness, clarity, and accountability), conflict management (mediating and facilitating collaborative problem solving), and people development (through coaching, mentoring, and growth plans). Google's Project Oxygen research confirmed that the best managers know how to be good coaches, empower their teams without micromanagement, care about their collaborators' wellbeing, and communicate effectively.
How to delegate effectively without losing control?
Effective delegation follows a structured framework in six steps. First, choose what to delegate: repetitive tasks and development opportunities, avoiding critical strategic decisions. Then select the right person by evaluating skills, workload, and growth motivation. It's essential to clarify expectations: the objective (WHY), expected result (WHAT), level of autonomy (HOW MUCH), deadlines, and available resources. Provide progressive support by remaining available for questions without falling into micromanagement. Establish checkpoint monitoring with agreed intermediate reviews, not continuous controls. Finally, give constructive feedback by recognizing successes and turning mistakes into learning. The key is balancing trust with clear accountability.
How to motivate a demotivated team?
Before taking action, it's essential to diagnose the causes: is the team overloaded? Is there lack of recognition? Too little autonomy? Are the objectives unclear? Once you've identified the causes, you can apply targeted strategies: reconnect the team to purpose (show why the work matters and what impact it generates), give autonomy (involve in decisions and assign real ownership), foster mastery (create opportunities to learn, grow, and be challenged), provide recognition (celebrate successes and give positive feedback), ensure equity (guarantee perception of fairness and transparency), and nurture relationships (build sense of belonging and psychological safety). Daniel Pink's model demonstrates that autonomy, mastery, and purpose outperform monetary incentives in the long term.
How to manage team conflicts?
Conflicts are normal and can be constructive if managed properly. The effective approach includes five steps: first, intervene early without ignoring tensions hoping they'll resolve on their own. Second, listen to both parties separately to understand perspectives without judging. Third, facilitate direct dialogue by creating a safe space and focusing on common interests, not positions. Fourth, seek win-win solutions aiming for true collaboration, not downward compromise. Finally, establish a clear agreement with follow-up: shared decisions, reciprocal commitments, and verification of implementation. The Thomas-Kilmann model suggests avoiding competition styles (win-lose) or accommodation (lose-win), favoring genuine collaboration instead.
How to provide difficult feedback without demotivating?
Difficult feedback is essential for growth but requires technique and empathy. The most effective method is SBI (Situation-Behavior-Impact): describe the Situation (the specific context in which the behavior occurred), the Behavior (the observable behavior objectively, without interpretations), and the Impact (the concrete consequences on team, results, or collaboration). After presenting these elements, open a constructive dialogue: ask for the person's perspective, explore the causes together, and co-build an improvement plan. The golden rules are: provide feedback in a timely manner (don't accumulate resentments), always in private, with specific examples, focused on behavior not the person, and solution-oriented not blaming.
Can team management be learned or is it innate talent?
Team management is a completely learnable skill, not an innate talent. Research demonstrates that people management capabilities improve significantly through structured training (courses, workshops, and role-plays), deliberate practice (applying techniques with reflection on results), coaching and mentoring (feedback from experienced managers), and the use of proven models and frameworks (such as SBI for feedback, RACI for delegation, situational leadership). Naturally empathetic managers have an initial advantage, but without technical skills they risk being ineffective. Conversely, technically excellent managers can develop soft skills with commitment. The key to success is the willingness to learn, openness to feedback, and continuous focus on developing people skills.