The Way of the Shepherd1. Know the condition of your flock2. Discover the shape of your sheep 3. Help your sheep identify with you4. Make your pasture a safe place5. The staff of direction6. The rod of correction7. The heart of the shepherd
Chapter 2 :Discover the ‘SHAPE’ of your sheep
S.H.A.P.E - Strength Skills that individuals possessed. Employees need to have the skill set needed to do a particular job effectively.
S.H.A.P.E - Strength Hiring employees is challenging because Wrong employee
Costly to the work environment
Successful employment relationship
Greater employee productivity
Positive impact on the total work environment
Hence it is important to place employees where they can operate potentially out their strengths instead of their weaknesses
S.H.A.P.E - Strength Every employee plays a vital role in the company In today's economy, companies cannot afford employees who are not contributing Therefore, it is important for a manager to discuss the strengths and weaknesses with their employees.
S.H.A.P.E - Strength Why is there a need to discuss strengths?
It can help to develop employees’ strength even more, making
them a better employee.
The employees can also develop a more positive work attitude
Why is there a need to discuss weaknesses?
Addressing weaknesses is also as important as addressing their
strengths, maybe even more.
The only way that an employee can work on their weaknesses
is by first acknowledging that they have them.
For those employees who are weak in the area that they are
currently working on, they can improve their skills through training programmes, professional development, or receiving teaching and mentoring from someone who understands these skills well.
S.H.A.P.E - Strength As quoted from the book, “As a shepherd, your choice of sheep can make flock management easier or harder.” Managers need to carefully evaluate to determine whether the interviewees can be an addition to the team that they envision for the future accomplishment of goals.
S.H.A.P.E - Strength Here are some of the strengths that managers can look out for a “healthy” and productive employee: Good communication skills Organizational skills Computer or technical skills Problem-solving skills Management skills Responsibility Professionalism Flexible Commitment Honesty/integrity Willingness to learn
S.H.A.P.E - Heart As quoted from the book: “It doesn’t matter how strong you are in a given area if you’re not motivated to exercise that strength, so I want to know what my people are passionate about. If I put them in areas that reflect their passions, they’ll arrive to work like they’ve been shot out of [a] cannon,” explained Dr. Neumann.
S.H.A.P.E - Heart “Every man is proud of what he does well; and no man is proud of what he does not do well. With the former, his heart is in his work; and he will do twice as much of it with less fatigue. The latter performs a little imperfectly, looks at it in disgust, turns from it, and imagines [him] self exceedingly tired. The little he has done  comes to nothing, for want of finishing.” Abraham Lincoln (September 30, 1859 in Address before the Wisconsin State Agricultural Societe) Quote website: http://www.leadershipnow.com/passionquotes.html
S.H.A.P.E - Heart As a shepherd of your flock, how can you judge how passionate are your employees towards work? Or how each employees can judge their passion level for work… Experience, believes in “I just do it”, action driven, exercise own goals, reactive! Values real value learning, believes that he can influence, positive, builds and suggests ideas Values survival, believes that no one listens, sensitive to self blame, struggles much and lives in confusion. Values efficiency, believes that others make the decisions, neutral, place organisation goals first, rather critical detached
S.H.A.P.E - Heart Passion comes from many different sources within us. The Passion Matrix measures two factors: The perception of the value our work makes to our personal lives The understanding of the value the business contributes to the world. Many enlightened businesses now understand the benefits of helping their employees to appreciate and align these two sources of passion.
S.H.A.P.E - Heart Get it going! 1 2 3 4 5 6 7 8 9 10
S.H.A.P.E - Heart Other ways to discover the burning passion in your employees: Simply finding out if someone can "get passionate" about a topic is telling. “In the past year I've watched two high level executives be asked to leave their jobs not because of expertise but a lack of emotional intelligence. Their superior cognitive intelligence simply couldn't overcome their inability to connect with people in meaningful ways.” said Steve Roesler When someone does reveal a slight personal passion, ask the question, "How would you see that kind of excitement carrying over into your work?“ Posted by: Steve Roesler, Principal and Founder of the Steve Roesler Group http://www.allthingsworkplace.com/2008/02/wow-passion-and.html
S.H.A.P.E - Heart In the times of searching for a ‘passionista’ to join your flock, you as a leader has to be passionate recruiter too!
Be proactive and energetic
Learns to motivate and inspire themselves
Transcends any visible or imaginary limitations and consistently thriving
Has a clear conviction of oneself
Learns from past mistakes and always endeavors to improve and better oneself
Shared by a Passionate Recruiter: http://letznetwork.blogspot.com/2007/01/passionate-recruiter.html
S.H.A.P.E - Heart As a leader of your flock, you need to understand that people you manage set goals/ desires that are connected to their deepest thoughts; their passion. You will do that if you are a good shepherd of your flock, be it you are a manager, coach, mentor, etc... As Dr. Neumann often says, that’s the way of the shepherd. http://www.halinagold.net/blog/?p=122 , blog post by Halina Goldstein, expressing her inner thoughts on how it was tough to be working without passion.
S.H.A.P.E - Attitude "The greatest discovery of my generation is that human beings can alter their lives by altering their attitude of mind." - William James, Psychologist
S.H.A.P.E - Attitude Become passionate about relationship between the team members and the work which are needed to be accomplished. It’s all about self-awareness. The attitude to learn, share and respect. But not to put blames onto others when things turn wrong.
S.H.A.P.E - Attitude Real life experience 1 There was once when all of us were tired but had to complete the assignment by that particular night. He just threw most of the thing (including the part that he was to do) to us and claimed that he was tired, resulting that he couldn’t think – not taking into consideration that we all were drained off as well. In the end, we did help to edit his part although our brain cells were completely killed. What we feel? Not concern about how his team mates were going to deal with the rest of the assignments. No responsibility.
S.H.A.P.E - Attitude Real life experience 2 Always wanting to choose the easiest part of the question. What we feel? It is understood that everyone will go for the easiest task given, but if nobody volunteers to do the harder parts, then the whole assignment cannot be accomplished. He seemed selfish and to take advantage of the rest of the team mates in that sense that they will do the harder parts because they wouldn’t want to jeopardize their results.
S.H.A.P.E - Attitude Real life experience 3 There was once we had to experiment our project outside for more evidences to prove on our stand and we all decided to meet up one day during the weekend for it. But he seemed no interest in going out with us and claimed that it wasn’t necessary for everyone to be present BUT it was a group project. And it was reasonable that everyone had to work together although there were not a lot of things to be done. What we feel? Not committed at all, no motivation. From this, it can show that he does not support team work.
S.H.A.P.E - Attitude During 1 of the discussion, we faced disagreements while deciding to split tasks among one another. We’ve drawn lot for who taking which question to be fair. Timme got the part which Eugene already had the answer. Eugene seemed unhappy about the fact that he got another question instead of Timme’s and not reluctant to do his part.
WHY GOT SUCH TEAM MEMBER ONE?! HEADACHE AHHHHHHH!!!
Timme <firstname.lastname@example.org> Timme says: Anyway this afternoon was a little pissed, so does the other two. I was talking on behalf also. but yeahshope its can be rest aside. Hopefully its a lesson learnt in some way or another. Eugene says: pissed with me? Timme says: yeahs to be honest ya Eugene says: for not doing anything? Timme says: not say nothing but actually is the attitude la Eugene says: i really not dont want to do my part i swear i was only telling you that I already have the answers that you are supposed to do. forget it i think u all also wont believe
Timme says: its not that issue ur words are a little confusing and misleading for us sometimes in that case, we misunderstood, we are sorry. i dont know what much to say. but its not only i have comments la. lets not make this situation tense. if anything, tml we can trash things out face to face if we all can take it cos some stuff as a friend, we also try to control. Eugene says: late already, u check already faster go slp ba Timme <email@example.com>
S.H.A.P.E - Attitude Conclusion: If you have a right attitude towards working together with your fellow team mates, everything can be easily done because of team spirits and you respect what they suggest. Treat others as how you want to be treated.
S.H.A.P.E - Personality About
Individual brings about differences
Sole trait which differentiates oneself
Showcases about how that person likely
to act and feel in a variety of situations
Crucial to understand the personality
Placing individuals into jobs and organization
which suits their personality
S.H.A.P.E - Personality Quoted from Book The main point of Personality: “Put each person in a position that reflects his or her personality” It was stated that: “Some people are introverts, others extroverts” “Some people love repetition; others need variety” “Some people thrive on structure; others need change”
S.H.A.P.E - Personality Traits
Strong influence on job attitudes – affect behaviours
Several relevant personality traits for work behaviour:
S.H.A.P.E - Personality Real-life experience Internship period –
Allocated to Operation sector
Departments are required to work together
IT personnel A* had worked for close to 5 years in the
Did the same thing in his job each day with the same
Changes were executed- employee transfer and
movements within certain departments * Fake identity to protect user
S.H.A.P.E - Personality Real-life experience Internship period –
IT department had no shifts and transfer
A new system was being implemented
Necessary for all IT personnel to work on the new system
A* was not satisfied with the current changes – often tries
to use the old system
Results in disrupting the entire system in the IT network
Personality of repetition and possesses a low tolerance for
changes * Fake identity to protect user
S.H.A.P.E - Personality Conclusion
Personality differs between one another
Does this person’s personality traits fit what is needed for that
Placing individual in areas which exhibit his/her personality
Aid in boosting the company’s overall system or process
S.H.A.P.E - Experience Extract from the book: Often the key to understanding a person and knowing where to place him or her in a team is to learn something about their life experiences. Each person is a product of their life experiences.
Real Life Experience During 6 month of internship,
Posted to Goodrich Aerostructure Company, Purchasing Department.
Under supervision of a Supply Chain Manager
A fatherly-figure boss
Was employed for not more than 2 years
Graduated from school of engineering 30 years ago
An engineer with 30 years of experience in engineering fields
Engaging People With No Related Work Experience
Irony, he was posted to
Purchasing dept with his engineering skills to supervise staff from purchasing as well as the stores.
Possess a positive attitude with good foresight
Apply engineering skills to work together with purchasing process.
Revise current processes and improve new processes
Able to identify unnecessary procedure
Increase work efficiency and effectiveness of the staff.
How can it relate to SHAPE- experience Although he was an engineer before,
he manage to portray his work well
Gain experience from current job.
Not necessary to place someone with similar position from their previous job to replace the empty position.
Capabilities and qualities have proved that he is suitable.
Capabilities and Qualities: Some of his capabilities and qualities:
Keen to learn
Gain new job experience thru learning it
Understand the needs of customer.
Ability to manage them by meeting their requirement.
Managing the “entire customer experience.” And, the customer includes everyone on his project team.
Other Qualities Skills for the job Passion for the job Meeting new challenges Right attitude
Not necessary to have related work
Important to know their various
Find what they are passionate about
and place them accordingly.
Pick attitude over talent.
Since a person is a product of their
life experiences, match their job with personality
Evaluation of SHAPE in context to EPM Pros: Escalation of productivity and efficiencies in Employees Building of good relationship Quick identification of good performance and performer Cons: Time constraint on comprehensive knowledge about employees Time constraint on managing effort Qualities of employees may affect management functions Problems may surface with inappropriate handling
From the book, we understand that Managers must be good leaders and leaders must be good managers! Managers should not neglect employee’s capabilities, weaknesses or needs, treat them equally and take the initiative to get to know them better by interacting with all of them. By using… THE HAMBURGER MODEL!
The Original! Burger Positive Negative Positive For Employees with Weaknesses
The Motivational! Burger Positive Improvements Positive For Employees with Strengths
Manager’s qualities Good – Employees look upon him as a leader to follow and thereby perceive the right attitude and motivation to work for him. Bad – No one will look up to him, loss of trust and loyalty - results in loss of all pocket change whereby the pocket change is all the people and values.
Manager’s qualities Knowledge -A thorough knowledge base is essential Commitment - A manager is committed to the success of the project and of all team members. Being Human - Employees value leaders who are human and who don't hide behind their authority. Discipline/Focus - Discipline is the ability to choose and live from what one pays attention to. Big pictures, small actions -Excellent managers see the big picture concurrent with managing the details. Leadership - "Leadership is a function of knowing yourself, having a vision that is well communicated, building trust among colleagues, and taking effective action to realize your own leadership potential." – Warren Bennis
Ethical Conduct of Managers related to SHAPE Loyalty of Manager Concern for employees’, organisation welfare and employees’ families Human Relations – act with integrity, avoid conflicts.
deal honestly with employees
show empathy when appropriate
evaluate the employees objectively
discipline the employees fairly
Through ethical awareness, employees learn how to identify problems and how to resolve them.
References Randall S. Hansen, Ph.D., Katharine Hansen, Ph.D. What Do Employers Really Want? Top Skills and Values Employers Seek from Job-Seekers. QuintCarrers. Retrieved Dec 29, 2009 from http://www.quintcareers.com/job_skills_values.html DF. Discussing Strengths and Weaknesses with Employees. BusinessKnowledgeSource. Retrieved Dec 29, 2009 from http://www.businessknowledgesource.com/blog/discussing_strengths_and_weaknesses_with_employees_028804.html Susan M, Heathfield. 10 Tips for Hiring the Right Employee. About.Com. Retrieved Dec 29, 2009 from http://humanresources.about.com/od/recruiting/tp/recruiting_employee.htm 2009. “Quotes on Passion. Leading Thoughts. Retrieved December 29, 2009 from http://www.leadershipnow.com/passionquotes.html Steve Roesler. 2008. How do you uncover the “Passion Factor”?. All Things Workplace. Retrieved December 29, 2009 from http://www.allthingsworkplace.com/2008/02/wow-passion-and.html Halina Goldstein.2007. On working without passion. The Inner Travel Journal by Halina Goldstein. Retrieved December 29, 2009 from http://www.halinagold.net/blog/?p=122 Joe Neitham. 2007. A Passionate Recruiter. A Recruiter Diary. Retrieved December 29, 2009 from http://letznetwork.blogspot.com/2007/01/passionate-recruiter.html M2 Communications. Leading Thoughts. Attitude Quotes. Retrieved Dec 28, 2009 from http://www.leadershipnow.com/attitudequotes.html Jen. All about Attitude. Home. Retrieved Dec 28, 2009 from http://www.allaboutattitude.com/ Erdogan, Berrin., Bauer, Talya., and Carpenter, Mason.1969. Principles of Management. Flat World Knowledge. Retrieved Dec 28, 2009 from http://www.flatworldknowledge.com/node/28982 . Images are extracted from Yahoo images, Google Images The New York Times Company. 2009. Managing People. About.com: management. Retrieved on 29 December 2009 from http://management.about.com/od/people/Manage_People.htm Jean Fahmy. 08/14/2008. The way of the shepherd. Retrieved on 29 December 2009 from http://www.jeanfahmy.com/1/archives/08-2008/1.html