BEHAVIOURS that

ENCOURAGE the Faculty Members

Dr. V. Thanikachalam,

vthani2025@yahoo.in

Spend a Great Deal of Time Listening to Faculty Members / Technical

Support Staff

Have a Positive, Optimistic Attitude about the Work and

the Faculty Members /Chairpersons/ Technical

Support Staff.

Make a Conscious Effort to Point out the Things that

Faculty Members/ Chairpersons/ Technical Support Staff do Right

Instead of just Their Mistakes

Believe that Each Faculty Member / Chairperson / Technical Support Staff

needs to Know Meaningful his or her Contribution to the Goals of the Institute /

University.

Whenever Possible, Involve Faculty Members

/Chairpersons /Technical Support in Decisions about

How You Can Meet Most Effectively Achieve the Goals of the Institution.

Show Genuine Interest in Faculty Members/

Chairpersons / Technical Support Staff and Their

Welfare and Have a Good Understanding of Each

Person’s Tong-term Goals.

Be Open-Minded Toward Faculty Members’/

Chairpersons’/ Staff’s ideas.

Solicit New Ideas From Faculty / Chairs/ Staff

Regularly through Proposals, Suggestions , Opinions and Examples.

Don’t View Mistakes as Catastrophes !

Listen to New Faculty Members / Chairpersons / Technical Support Staff Feelings about the Job,

Provide a Safe Atmosphere in which They can Discuss.

Conduct a Orientation Program Early.

Be Sensitive to the Feelings of Faculty Members/ Chairs/ Staff who have helped You

to Achieve the Institute’s/ Universities’ Goals by Their

Sincere Contribution

Encourage Faculty Members to trust You.

Be a Trust Worthy Person.Your Past Actions will give

a Proof.

People Believe Actions not Words.

When Confronting Faculty Members, Tell Them very Specifically why They are

being Confronted and Exactly what You Expect

from Them. Then Express Your Belief that They can

Improve.

Be a Positive Team Leader who Communicates

“We Can Do It”

Treat Everyone Equally.

Confront Discouraged, Unproductive Faculty in

Private, but not in Public

Have Confidence that with Proper Training, Your

Faculty Members/Chairs Can Do the Work.

You can Achieve the Goals of your Institute /

University.

Develop an Ability to see Hidden Assets, Strengths

and Resources in your Faculty Members.

Focus on Mutual Cooperation, rather than

Competition, to Build Team Power

Give Recognition for Effort and Improvement Instead of

only the Finished Task.Publicly Appreciate the

Work Done.Never Take the Reward for

Yourself.

Focus on Mutual Cooperation, Rather than

Competition to Build Team Power.

Developing an Encouraging System

• Establish Mutual Institutional / Organizational and Personal Goals

for Faculty Members• Create an Attitude of Belonging that

Communicates• ‘This is our Institution; We Produce

this Product or Service and We are Proud of What We are Doing”

• Create an Atmosphere of Pride in Ownership and Professional Skills.

• Involve Faculty Members in Decisions Related to the Institutional/ Department Planning and

Development.• Recognize and Appreciate all Kinds of

Contributions or Positive Movement in the Institute / University.

You always focus on the team

• Develop the team.• Share the rewards.

• They will develop the Institute!

Develop a Website for the Faculty

• Display the achievements of the faculty and students

• Add a photo of the faculty members• Provide a list of their publications• Recognize the achievement by giving a

reward.• Publish it in the polytechnic magazine.

Encourage

• Encourage all achievements in the annual function of the Institute.

Continuous process of development

• Encouraging• Encouraging • Encouraging

Encouraging leader

• Become a an Encouraging Leader!

THANK YOUAny Questions, Please ?