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Develop Better People
Managers: Webcast
Britt Andreatta, PhD | 11/09/2016
Today’s
agenda
• Britt Andreatta, PhD
• Introduction
• The Power of Managers
• Core Skills of Effective Managers
• Best Practices in Manager Training
• Q&A
2
3
Britt Andreatta, PhD
CEO, Andreatta Consulting
Author and Former CLO, Lynda.com
Building Better People Managers
Britt Andreatta, PhD
4
PhD in Education, Leadership & Organizations
Expertise in the “neuroscience of success” creating
actionable solutions for talent professionals
Current author and former chief learning officer for
Lynda.com, a LinkedIn company
Britt Andreatta, PhD
5
Chapter 1:
The Power of Managers
6
Heather’s Story
7
Chris’s Story
8
Managers Enhance Engagement
9
10
Engagement Drivers
Managers Drive Retention
11
Managers Cultivate Potential
12
Disengaged employees
cost an organization
approximately $3,400 for
every $10,000 of salary
(Gallup).
Engaged employees are
127% more likely to be A
performers than C
performers (McLean & Company).
Highly engaged
organizations have the
potential to decrease
employee turnover by
87% (Human Capital Institute).
The ROI of Engagement
13
The Co$t of Poor Managers: Disengagement
14
Headcount
Percent disengaged (nat’l avg of 18%)
Median salary
Percent cost of disengagement
Cost per disengaged employee
Total cost of disengagement
500
90
$75,000/year
34%
$25,500/year
$2,295,000/year
The Co$t of Poor Managers: Attrition
15
Entry Level
Employee
Technical/Leader
Level Employee
Salary + Benefits $50,000 $125,000
SHRM Estimation X 50% X 250%
Cost to replace
employee $25,000 $312,500
Chapter 2:
Core Skills of Effective Managers
16
Assessing Their Team
18
Coaching to Potential
19
20
Skill
Coaching
Clarity
Coaching
Evolved from athletic
coaching
Coach’s expertise is in
the skill that they teach
to others
Intentionally directive
Evolved from life coaching
Coach’s expertise is in the
clarity process—facilitate the
client in accessing their own
answers
Intentionally non-directive
21
Skill
Coaching
Clarity
Coaching
Directions:
What
How
Why
When
Questions:
Goals
Realities
Options
Will
22
GROW Model
Delegating for Growth
23
Delegating for Growth
24
Intentionally delegate to
grow competence and
confidence
Give higher and higher
levels of autonomy
25
8 Levels of Autonomy
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level
1
Autonomy
Mastery Purpose
27
Connecting People to Purpose
28
Connecting People to Purpose
Creating Psychological Safety
29
Develop Better People Managers
…‘‘is a sense of confidence that the team will not embarrass,
reject or punish someone for speaking up—it is a shared belief
held by members of a team that the team is safe for interpersonal
risk-taking. It describes a team climate characterized by trust and
mutual respect in which people are comfortable being
themselves.’’ Amy Edmondson, Harvard Business School
Psychological Safety
…‘‘is a sense of confidence that the team will not
embarrass, reject or punish someone for speaking
up—it is a shared belief held by members of a
team that the team is safe for interpersonal risk-
taking. It describes a team climate characterized
by trust and mutual respect in which people are
comfortable being themselves.’’
Amy Edmondson, Harvard Business School
Develop Better People Managers
33
Chapter 3:
Best Practices in
Manager Training
34
Align with Organizational Growth
35
Young AGE OF ORG Mature
SmallSIZEOFORGLarge
Greiner Curve
Young AGE OF ORG Mature
SmallSIZEOFORGLarge
Phase 1
Creativity
Phase 2
Direction
Phase 3
Delegation
Phase 4
Coordination +
Monitoring
Phase 5
Collaboration
Phase 6
Alliances
Evolution
T
T
Transformation
T
T
T
T
T
© Britt Andreatta
Phases of Growth
Young AGE OF ORG Mature
SmallSIZEOFORGLarge
Phase 1
Creativity
T
© Britt Andreatta
Phase 1: Creativity
Young AGE OF ORG Mature
SmallSIZEOFORGLarge
Phase 1
Creativity
Phase 2
Direction
T
T
© Britt Andreatta
Phase 2: Direction
Young AGE OF ORG Mature
SmallSIZEOFORGLarge
Phase 1
Creativity
Phase 2
Direction
Phase 3
Delegation
T
T
T
© Britt Andreatta
Phase 3: Delegation
Young AGE OF ORG Mature
SmallSIZEOFORGLarge
Phase 1
Creativity
Phase 2
Direction
Phase 3
Delegation
Phase 4
Coordination +
Monitoring
T
T
T
T
© Britt Andreatta
Phase 4: Coordination + Monitoring
Young AGE OF ORG Mature
SmallSIZEOFORGLarge
Phase 1
Creativity
Phase 2
Direction
Phase 3
Delegation
Phase 4
Coordination +
Monitoring
Phase 5
Collaboration
T
T
T
T
T
© Britt Andreatta
Phase 5: Collaboration
Young AGE OF ORG Mature
SmallSIZEOFORGLarge
Phase 1
Creativity
Phase 2
Direction
Phase 3
Delegation
Phase 4
Coordination +
Monitoring
Phase 5
Collaboration
Phase 6
Alliances
T
T
T
T
T
T
© Britt Andreatta
Phase 6: Alliances
Create a Cohesive
Learning Journey
44
CONTENT
Flip the Classroom
Before:
Learn
During:
Application + Discussion
After:
Extend
Learning
Phase I Playlist
46
Provide On-Demand Learning
47
Announcing LinkedIn Learning!
48
Build Habits Through Practice
49
Neuroscience of Learning
50
How the central nervous
system and peripheral
nervous system work
together to create and
retain new knowledge
and skills.
Practice builds neural
pathways.
Learn
More On LinkedIn Learning
Organizational Learning
& Development
Management Fundamentals
Delegating Tasks to Your Team
51
Book:
Wired to Grow:
Harness the Power
of Brain Science
to Master Any Skill
Questions & Answers
52
Follow us
53
54

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