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.

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. HOW?
PEOPLE

3. PEOPLE
Positive
Happy
Energetic
Ambitious
Passionate
Creative
Proactive
Enthusiastic
Eager
Driven
self-motivated
Reliable
Confident
Honest
Communicative
Team Players
Humble

4. PEOPLE
They are the key components of
your organization

5. PNP
POSITIVE NEGATIVE POSITIVE
REINFORCEMENT

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. PEOPLE
Positive
Happy
Energetic
Ambitious
Passionate
Creative
Proactive
Enthusiastic
Eager
Driven
self-motivated
Reliable
Confident
Honest
Communicative
Team Players
Humble

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. YOU!
Positive energy comes from YOU!
Positive reinforcement comes from YOU!
Positive outlook comes from YOU!

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. 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. 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. 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. 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. 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. 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. 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. 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. 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. A positive leader creates a
positive team. A positive team
achieves Success & Greatness!
Liam Locke
Thank you!