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Management Fundamentals

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Management Fundamentals

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I am sharing a PowerPoint I developed 20 years ago to coach and train all levels of Management. Through the years I have made changes to offer Managers a better understanding of what employees in the workforce look for from their Leadership. I hope you enjoy it.

I am sharing a PowerPoint I developed 20 years ago to coach and train all levels of Management. Through the years I have made changes to offer Managers a better understanding of what employees in the workforce look for from their Leadership. I hope you enjoy it.

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Management Fundamentals

  1. 1. Positive Management Learn the secret to creating motivated, positive, passionate employees. Who in turn will offer a more efficient business, achieve higher profits, and a better return on investment (ROI).
  2. 2. HOW? PEOPLE
  3. 3. PEOPLE Positive Happy Energetic Ambitious Passionate Creative Proactive Enthusiastic Eager Driven self-motivated Reliable Confident Honest Communicative Team Players Humble
  4. 4. PEOPLE They are the key components of your organization
  5. 5. PNP POSITIVE NEGATIVE POSITIVE REINFORCEMENT
  6. 6. Positive: Simple definition of Positive good or useful thinking about the good qualities of someone or something thinking that a good result will happen hopeful or optimistic completely certain or sure that something is correct or true
  7. 7. PEOPLE Positive Happy Energetic Ambitious Passionate Creative Proactive Enthusiastic Eager Driven self-motivated Reliable Confident Honest Communicative Team Players Humble
  8. 8. Negative: Simple definition of Negative Harmful or bad thinking about the bad qualities of someone or something thinking that a bad result will happen Not hopeful or optimistic Expressing dislike or disapproval Not wanted Moral destroyers, Goal crushers, ROI killers, Safety nightmares, Budget / P&L annihilators, Bottom line Negative is plain old -
  9. 9. YOU! Positive energy comes from YOU! Positive reinforcement comes from YOU! Positive outlook comes from YOU!
  10. 10. Achieving Results 1. First, assess your leadership style: Consider how approachable you are as a boss. Do you give personal encouragement to your team? Having a positive attitude, being hands-on and leading by example will earn you respect from your staff and help create a great working culture. 2. Get to know your staff: Find out what drives them, by carrying out a motivation audit, for example. Money is only one motivator, and typically ranks below work environment and job satisfaction. Are there small changes you could make that would make a big difference - for example, safe parking for bikes or a regular social event on Fridays, Barbeques, Wall of Fame, Employee of the week parking spot?
  11. 11. 3. Promote good communication: Do you hold regular meetings and update people about the direction of the business? Keep staff informed about what is going on by using different channels, from intranets to face-to-face meetings. 4. Invite feedback: Do your employees feel listened to? Are they consulted? And, if they are consulted, are their opinions taken seriously? Regular appraisals, or more informal one-to-one chats should allow people to talk honestly and air grievances before they escalate. 5. Encourage creativity: Set up an 'ideas bank', hold regular brainstorming sessions or simply get together with staff once a week, once a month, once a quarter to think about new ways of doing business. You may discover hidden talents in your team.
  12. 12. 6. Be appreciative: Teams need a positive and optimistic environment to perform at their best. Always say thank you for a job well done or arrange a team day out to reward good performance. Recognizing people's efforts will build confidence and loyalty. 7. Invest in training: Every employee deserves regular coaching and the chance to learn new skills, even if you run a very small business. It needn't be costly - you could set up a mentoring process between senior and junior staff who have extensive experience and enjoy training new and current staff. 8. Think about career development opportunities: Set employees clear targets and offer incentives to improve. Promoting staff up the ladder ensures continuity, means you are less likely to lose people and keeps employees engaged. Recognize when people are ready for additional responsibilities and do not ignore job roles - it costs nothing to upgrade someone's title, but it may mean a lot to them personally.
  13. 13. 9. Be flexible: Allowing employees to work from home some of the time or work flexible hours can significantly boost morale and retention levels. Even if you don't have a formal scheme, consider each request fairly and aim to be accommodating wherever possible. 10. Hold staff accountable: Yes you heard me hold staff accountable, but do it in a positive way. When it is necessary to discipline a staff member start with POSITIVE reinforcement. List many of their great qualities and attributes they bring to the team and the company. Next discuss the NEGATIVE the issue(s) which need immediate attention. Explain your concerns and state I have failed you as your manager and I am here to help correct the issue(s), we are a TEAM if you do not meet your goals, I do not meet mine. My goals are to be a positive influence in your career and the companies success. What can we do to get back on track? Follow the NEGATIVE with a POSITIVE state exactly what you started with, the many great qualities and attributes they bring to the team and the company. The results are staggering. I have had 99% of my staff shake my hand and not only correct the issue(s), but achieve greatness and we as a team have broken many company records due to the (PNP) POSITIVE – NEGATIVE – POSITVE Philosophy.
  14. 14. Be Consistent: if you are not consistent & positive, hang up your Management coat. You will fail if you are not consistent & positive in everything you say and do. Let me say this again, you will FAIL if you are not consistent & positive in everything you say and do. If you fail as a Supervisor or Manager, who do you fail??? ~YOUR TEAM~ ~YOU~ Failure is not and option!
  15. 15. How To Quickly Demoralize Your Team – And Lose Your Credibility, Too Managers, you may not even realize your behavior is having such a demoralizing impact on your team. These four (4) traps, when they take place repeatedly, cause you to rapidly lose credibility: 1. Micromanage the work. This signals that you do not trust your team members when you do not treat them like professionals. Resist the temptation to double-and triple-check every calculation and formula. Solution: The higher you get in the organization, the more comfort you must gain letting go of the details. The more work you delegate, the more it frees you up to take on different responsibilities yourself and learn new things. 2. Set unrealistic deadlines and then hold people accountable to them no matter what. This usually means you committed to a date (for whatever reason – it may have even been a good reason) without gathering input from your team members on its’ feasibility. It also means you are unwilling to go back and renegotiate a new date. This makes your team members feel like you do not have their backs. Solution: Seek a compromise date that still stretches your team while meeting as many of the needs of the requestor as possible. Next time, don’t commit so fast. Involve your team up front, and get involved be a part of the solution work with the team.
  16. 16. 3. Question the loyalty of your team members. The people who are the closest to the details of getting the work done often have the most insight on where and how process improvements would make the most sense. Many leaders take those suggestions as a personal affront. Some default back to, “We’ve always done it this way.” Solution: Instead, build your personal resilience to change. Do not take suggestions or recommendations personally. They are rarely intended that way. 4. Provide NO career guidance or advice. As Millennials enter the workforce in record numbers, more and more employees seek their manager’s counsel on how to get promoted or on what their next career move should be. Solution: When presented with such a query, be ready! It is NOT the responsibility of HR to build the talent in every business department. Have a point of view on what experiences the employee needs on the job to grow and develop the appropriate skills at this point in his/her career. Managing a team is not easy. Building credibility with a team takes time. Losing that credibility, however, can happen very quickly. It will eventually show up on the engagement survey one way or another. It can take 6 months to 1 year to gain it back if at all. The question is what will you do about it?
  17. 17. Cardinal Rules DO  Show yourself as a good leader  Keep staff well informed  Invite feedback from all staff members DON’T  Yell at your staff  Don’t be an angry bird  Speak down to your staff  Ignore staff opinions  Overlook regular training  Have an open door policy  Speak to others how you wish to be spoken to  Forget to say thank you
  18. 18. Inspirational Employee Engagement Quotes from Business Leaders “There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow… It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.” - Jack Welch, former CEO of GE “Employees who believe that management is concerned about them as a whole person – not just an employee or employee number – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” - Anne M. Mulcahy, former CEO of Xerox “Everyone wants to be appreciated, so if you appreciate someone, don’t keep it a secret.” - Mary Kay Ash, founder of Mary Kay Cosmetics “Early in my career, one of the first business lessons I learned was this: It’s impossible to win the hearts and minds of people unless you clearly establish goals and values and reward people if they act in a way that leads to the fulfillment of those objectives. It quickly became clear to me that if you want to make sure your customers are treated well, you have to make sure you treat your employees well and recognize their efforts.” - F. Robert Salerno, CEO of Avis "Research indicates that workers have three prime needs: Interesting work, recognition for doing a good job, and being let in on things that are going on in the company."--Zig Ziglar FedEx’s philosify (PSP) People, Service, Profit. Fred Smith CEO
  19. 19. POSITIVE - NEGATIVE - POSITIVE POSITIVE – Stay positive, lead by example NEGATIVE – Stay positive when giving negative feedback. Offer solutions and ensure the one receiving the negative feedback understands you are in it together and you will both achieve the goals set together POSITIVE – Stay positive, always keep yourself grounded and be part of the solution. Your actions speak louder than words. PNP
  20. 20. A positive leader creates a positive team. A positive team achieves Success & Greatness! Liam Locke Thank you!

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