Becoming a Firm Leader - cpareport.com
Transcript of Becoming a Firm Leader - cpareport.com
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BecomingBecoming a Firma FirmLeaderLeader
By Rex Gatto, Ph.D.By Rex Gatto, Ph.D.Gatto Associates, LLCGatto Associates, LLC
412-344-2277412-344-2277Website:www.Website:www.rexgatto rexgatto .com.com
For New Partner and Experience Managers
Table of ContentsTable of Contents
IntroductionIntroduction
SectionSection 1 Leadership role of a partner1 Leadership role of a partner
Section 2 CommunicationSection 2 Communication
Section 3 Giving FeedbackSection 3 Giving Feedback
SectionSection 4 Strategic4 Strategic PlanningPlanning
Learning ObjectivesLearning ObjectivesI.I. Effectively utilizing leadership characteristicsEffectively utilizing leadership characteristics
II.II. Effectively communicating with othersEffectively communicating with others
III.III. Giving feedback to motivateGiving feedback to motivate staffstaff
IV.IV. How to write a Strategic Planning for the firmHow to write a Strategic Planning for the firm
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INTRODUCTIONINTRODUCTION
Ground RulesGround RulesAsk questionsAsk questions
Underline key pointsUnderline key points
Discuss how to applyDiscuss how to applyfeedback specificallyfeedback specificallyin the firmin the firm
FEEDBACKFEEDBACK
SupportiveSupportiveCorrectiveCorrective
FEED THE FEED THEFUTUREFUTURE
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Section 3Section 3
Giving FeedbackGiving FeedbackPages 181-196Pages 181-196
Be realisticBe realistic Identify what is to beIdentify what is to be
accomplishedaccomplished Identify your biasesIdentify your biases ChallengeChallenge StrengthenStrengthen Encourage risk-takingEncourage risk-taking CommunicateCommunicate Ask Ask ““WhatWhat’’s in it for yous in it for you”” Identify the trade-offsIdentify the trade-offs
MotivationMotivation
Definition of MotivationDefinition of Motivation Physical and mental effortPhysical and mental effort
expended toward a goalexpended toward a goal Extrinsic: outside recognition,Extrinsic: outside recognition,
praise, rewardpraise, reward Intrinsic: internal pride,Intrinsic: internal pride,
fulfillment, self actualizationfulfillment, self actualization
Performance = Ability X EffortPerformance = Ability X Effort (or motivation) (or motivation)
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Ways to Motivate EmployeesWays to Motivate Employees Listen to employeesListen to employees’’ needs needs Acknowledge howAcknowledge how
employees feelemployees feel Be honestBe honest Support teamworkSupport teamwork EncourageEncourage Challenge/job innovationChallenge/job innovation Promote satisfactionPromote satisfaction
between worker and jobbetween worker and job
MaslowMaslow Self actualizationSelf actualization
CreativityCreativity Self-realizationSelf-realization Challenges of workChallenges of work
Self esteemSelf esteem Promotion, praisePromotion, praise Special benefitsSpecial benefits BelongingBelonging TeamworkTeamwork Friendly managerFriendly manager
SafetySafety Job securityJob security Work standardsWork standards seniorityseniority
PsychologicalPsychological MoneyMoney Work breaksWork breaks EquipmentEquipment Work conditionsWork conditions
HerzbergHerzberg Motivator factorsMotivator factors
(satisfiers)(satisfiers) AchievementAchievement AdvancementAdvancement OpportunityOpportunity AppreciationAppreciation PraisePraise Earned recognitionEarned recognition Personal growthPersonal growth AcceptanceAcceptance Work itselfWork itself
Hygiene FactorsHygiene Factors((dissatisfiersdissatisfiers)) WagesWages Work conditionsWork conditions Company policiesCompany policies Organizational structureOrganizational structure CoworkersCoworkers Management personalitiesManagement personalities facilitiesfacilities
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Two Models of MotivationTwo Models of Motivation
MaslowMaslow
Self actualizationSelf actualization Self EsteemSelf Esteem PsychologicalPsychological SafetySafety
HertzbergHertzberg
SatisfiersSatisfiers Motivator factors Motivator factors DissatisfiersDissatisfiers Hygiene factorsHygiene factors
Developmental FocusDevelopmental Focus
Key IssuesKey IssuesDevelopmentDevelopmentEmpathyEmpathyAcceptanceAcceptanceStrengthsStrengths
Roles During FeedbackRoles During Feedback
AnalyzerAnalyzerWhinerWhinerRejecterRejecterVictimVictimControllerControllerListenerListener
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Four Stages of FeedbackFour Stages of Feedback
Motivation ThroughMotivation ThroughPerformance AppraisalPerformance Appraisal
Phase I - Set the ground rulesPhase I - Set the ground rulesPhase II - Give feedbackPhase II - Give feedbackPhase III - Identify strengths &Phase III - Identify strengths &
opportunities for developmentopportunities for developmentConclusion - Ask for agreed-Conclusion - Ask for agreed-
upon-goals; ask how theupon-goals; ask how theperson feelsperson feels
RewardsRewards
What is What isrewarded andrewarded andrecognized,recognized,people willpeople willmove towardmove towardand become!and become!
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Why Working Associates AreWhy Working Associates AreMotivatedMotivated
Trust & Respect
Important Job
Deserved Praise
Support
The behaviors rewarded today are the very behaviors that associates will develop for
tomorrow
Exercise of ApplicationExercise of ApplicationEmployee Motivational AssessmentEmployee Motivational Assessment
Action of
Motivation
• Deadline met
• Cheerful
Action of
Demotivation
• Don't repond
• Negative
Suggestions
• Encourage
• Empower
Suggestions
• Solicit
problems
• Set clear goals
Employee ValueEmployee ValueVal ue of Work Per for mance
H
Theemployee 1. is motivated
to performhis/her job.
2. openly andeffectivelycommunicateswith others.
3. completeswork in atimelyfashion.
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How to Give Praise andHow to Give Praise andReprimandReprimand
State the issuesState the issues Identify and focus onIdentify and focus on
factsfactsDiscuss resultsDiscuss resultsFocus on individualFocus on individual
employee onlyemployee onlyListen withoutListen without
rebuttalrebuttal
MotivationMotivation
ActAct Have courageHave courage Communicate on theCommunicate on the
level of the listenerlevel of the listener Answer what is in itAnswer what is in it
for youfor you Identify the trade-offsIdentify the trade-offs
Opportunity + desireOpportunity + desire+ ability+ ability
Identify what youIdentify what youwant to accomplishwant to accomplish
Be realisticBe realistic Identify your biasIdentify your bias Give yourself andGive yourself and
others recognitionothers recognition
SummarySummary
REMEMBER:REMEMBER:
The question isThe question isWHYWHY
The answer isThe answer isMOTIVATIONMOTIVATION
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SummarySummary
You are going through a developmentalleadership process; challenge yourself
To be the best version of a leader that you can