Basics Of People Management

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Half Empty or Half Full?

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Benefits

Challenges

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Workshop Objectives:

Post the workshop, participants will be able to:

• List the responsibilities of a Leader

• Describe the stages a Team progresses through

• List behaviours influencing Team Work

• State the characteristics of an effective team

• List components of an Expectation Setting Discussion

• Define feedback and practice the 2 types of feedback techniques

• List the components of a Learning Needs Identification discussion

• Describe ways to instil Pride of Purpose in their teams

• List and practice techniques aiding the process of decision making

• List the 6 un-forgivable mistakes of a leader.

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Responsibilities of a Great Leader

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•Set and achieve business goals

•Innovate and Market

•Solve Problems & Make Decisions

•Set priorities & strategize

•Focus and Concentrate

•Set an example

Managing People

Perform and Get Results

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Managing the Talent Pool

• People are an organisations most valuable resource.

• People Management is the management of people within the organisation for effective management of people outside the organisation.

• Great Managers boost the engagement level of people who work for them.

• Engaged employees lead to engaged customers, who in turn drive a company’s growth, long term profitability, and stock price.

• Managers who not only retain valuable employees but, by boosting engagement, also extract their full value by rejecting conventional wisdom in four core areas of managing people:

expectation setting

defining purpose

development

engagement

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Activity

Category: Group Activity

Pushing the Benchmark

Time: 15 Mins

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Why do Teams Work?

• Teams initiate change

• Teams are natural problem solving devices

• Team are collections of the organisations best assets

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Lessons from the Canada Goose: Flying In Formation:

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• 71% extra range

• Teams are more powerful

• If we share a sense of team and trust each other then we’ll get where we’re going more easily

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Staying with the Flock

• If fall out of formation, lose speed and lift

• Stay with the flock

• Accept responsibility for giving and receiving help

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Rotating The Lead

• When lead goose tires and drops back, another moves up

• Share the hard tasks

• Respect each other’s skills and abilities

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Honking to Encourage Others

• Honk to encourage those ahead to keep up speed

• Honking = productivity

• Good honking = more confidence

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Standing By Each Other

• When goose is sick and falls out of formation, two others fly down to help

• Stand by each other in bad times and good

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Lessons Learned From the Geese

Flying in formation Goals & Role Clarity

Staying with the flock Participation & Taking Responsibility

Rotating the lead Working together

Honking to encourage others Encouragement & Feedback

Flying in formation Mutual Support & Handling Conflict

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Characteristics of an Effective Team

Effective Team

Participation

SMART Goals

Commitment & Co-operation

Role ClarityOpen Communication

Risk Taking

Solution Approach

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Managing Teams

• Developing shared vision of your preferred future

• Being clear where you are now and celebrating the strengths that got you there

• Taking the first small steps forward

• Define clear goals and roles

• Delegate effectively. Match team members with tasks.

• Support & develop skills.

• Give regular feedback on achievement of the goal.

• Reinforce discipline

• Affirming each other

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Stages of Team Development

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Forming

Storming

Norming

Performing

Adjourning

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Activity

Category: Group Discussion

Time: 15 Mins

Topic: Actions of a leader to ensure the health

of the team at each stage.

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Leading & Developing

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Setting Objectives

Coaching and

Feedback

Performance Evaluation

Learning Needs

Identification

Managing Performance is a cyclic, ongoing

process

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Setting Expectations

• Expressing Standards of Performance:

• Quantity

• Quality

• Timeliness

• Effective use of Resources

• Effects of Effort

• Manner of Performance

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Coaching & Feedback

Feedback is:

Information about job performance and work-related behavior in order to help employees meet individual, group and organizational expectations and goals.

A reflection of positive performance, competent performance, or needs improvement performance

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Feedback must:

•Focus on facts, not attitude •Be detailed •Be accurate •Be future oriented •Be supportive •Be timely •Be continual

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Types of Feedback

• Reinforcing feedback: Tells employees what they are doing right

• Redirecting feedback: Highlights a gap between expected performance and actual performance.

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Reinforcing Feedback

1. Intention

2. Description

3. Effect of Behavior

4. Appreciation

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Redirecting Feedback

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Intention Description Effect of Behavior

1st Big Picture Question Expectation 2nd Big Picture

Question Appreciation

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The SARA Model for Receiving Feedback

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Shock Anger Resistance Acceptance

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Learning Needs Identification

• Envisioning the Goal

• Developing Options

• Checking relevance of options

• Identifying and eliminating roadblocks

• Create action plan

• Recap

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SMART Action Plan

Specific : A clear description of what must be done

Measurable : How will I know I achieved success?

Attainable : A reasonable likelihood of success with perseverance

Realistic : Really makes a difference, fits the situation

Timely : Clear understanding of what must be done by when Milestones

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Instilling Pride of Purpose

4 Crucial Questions To Instilling a Sense of Purpose:

Leaders seeking to instil pride need to ask three crucial questions:

1. What is my purpose in my role as a Leader?

2. How Well Do My Employees Understand What is Expected Of Them?

3. How Well Do My Employees Know How Their Work Compliments The Greater Whole?

4. What Can I Do To Foster More Pride?

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Expectations From Employees

• Often employees focus on their job titles and lose sight of their roles and responsibilities.

• This can lead to confusion about who does what and why.

• Good managers make certain their people know not only their own jobs but everyone else’s too.

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Employee Contribution to The Greater Whole

• At times employees’ contributions that help the company succeed go un-noticed.

• Leaders need to create the links that show an employees contribution leading to an improvement in quality or productivity of the team.

• Among the ways leaders instil purpose in an organization, is through communicating the vision, tying customer benefits to employee contributions, and linking work to results.

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What Can I Do To Foster More Pride?

• Company mission statements that recognize employee value are worthwhile, but it is the manager who brings them alive.

• Successful managers make a habit of acknowledging accomplishments of individuals in front of the team.

• These managers make it clear that team success relies upon individual contributions.

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Techniques Used in Decision Making

• Brainstorming

• SWOT Analysis

• Fish Bone Analysis

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Brainstorming

A means of getting a large number of ideasfrom a group of people in a short time.

• No criticism• Wild ideas are welcome• Everyone must take part• Everything stays written down• Build on others’ ideas

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SWOT Analysis

STRENGTHS

What is the value of the present opportunity?What unique resources are available?What strengths can be acquired?

WEAKNESSES

What are the perceived weaknesses What resources are inadequate? What weaknesses cannot be overcome?

OPPORTUNITIES

What is the value of the present opportunity?Is value enhanced by evolving market-technology conditions? Is value enhanced by your organization's core strengths?

THREATS Are there market-technology conditions that reduce the value? What is the level of competition? Will your weaknesses limit your success?

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Fishbone Analysis

• Cause and Effect Diagram.

• Identify the problem (head).

• Identify main factors causing the problem.

• “What is causing this?”

• Go recursively to lowest level possible.

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Summing it up: Your Attitude

• Improve your appearance

• Make decisive decisions

• Set a faster tempo

• Handle mistakes calmly

• Share humorous incidents

• Demonstrate your ability to communicate with superiors

• Be a positive person

• Be confident

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The 6 Unforgivalble Mistakes

1. Treating individuals unequally

2. Breaking trust

3. Being inconsistent

4. Not following policy and procedures

5. Losing your cool

6. Personal relationships

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Creating an Atmosphere of Involvement

• Clearly define each team members roles and responsibilities.

• Encourage team members to learn about other roles in the organisation.

• Show employees linkage between their efforts and department/organisation success.

• Involve team members in team decision-making.

• Empower people.

• Be flexible in meeting needs.

• Adopt ethical values

• Foster two way communication.

• Support team members while overcoming challenges

• Recognise efforts of each team member

• Appreciate and celebrate success.

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Leading People. Leading Organizations.

Thank you

®

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