Working With People


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WORKING WITH PEOPLE...A SlideShare Presentation on what I have found to be useful traits in Working With People.

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  • Working With People

    1. 1. Working With People Steve Wise September 2010
    2. 2. Working With People What type of person are you when it comes to working with People? Are you the type of person that seeks input and fosters a team effort - or one that directs from your point of view? How critical are the relationships that you maintain with People - to what you do each day? Does the relationship that you maintain with People impact the performance that they provide - either to you or to your organization?
    3. 3. Working with People We all Work with People. We do so in our every day life - whether on our job, at school, or in the organizations that we belong to. In doing so, some of us are very good at it. Others struggle with such efforts. For the majority of us - Working with People is critical to what we do or for what we our responsible for. This presentation is offered to provide ideas to Others based upon what I found to be successful in Working With People along my way.
    4. 4. Working With People Be a Good Listener Types of Communication Trust Your People Follow-up and Commitments Being True Saying the Same Message Acknowledge and Thank Assess Your Performance
    5. 5. Be a Good Listener Being able to Work with People - requires you to be a Good Listener. What kind of Listener would you call yourself? ✤ Do you hear what people are telling you? ✤ Or do you hear what you want to hear? ✤ Do you talk more than you listen? ✤ Do you remember what people tell you? ✤ Do you follow-up on items that people will expect of you?
    6. 6. Be a Good Listener The type of Listener that you are - will often tell People how well you will communicate and work with them. ✤ Example - If you are the type of person that talks more than you listen - more than likely you are the type of person that is less receptive to hear the view points or ideas communicated by other people. Another trait of a Good Listener is being able to solicit the right information and hear what needs to be heard - thereby being able to filter out the “noise.”
    7. 7. A Good Listener... Solicits and expects to hear the input of others including their recommendations & concerns. Hears what others are telling them. Does not dominate the conversation. Stays on message. Does not allow their preconceived position or belief - to influence what they hear. Asks questions that will provide the right insight in order to make the best decision(s).
    8. 8. Types of Communication When you work with People - what types of Communication do you have with them? Are you the type of person that can instantly make a person feel relax and trusted? Or are you one that may put someone on the defensive - which may impact the way in which they communicate and work with you? The type of Communicator that you are - will play a major role in how you are able to Work with People.
    9. 9. Types of Communication The type of Communication that you use will depend upon the specific circumstances when Working with People - ✤ Directive - when you need to set a specific direction or action, then you will use a one-sided communication style. ✤ Joint Effort - when you need to work as a team in accomplishing a goal, you will need to use an open or two-sided format. ✤ Blended - is simply a combination of the two formats above, and is often used by a Workgroup Leader.
    10. 10. Types of Communication One-Way Communication Style: Lecture format, one sided view is expressed. Advantages: Used when a specific point needs to be made - or a specific direction needs to be set / followed. Shortcomings: Does not permit nor solicits feedback, input, or opposing points of view. Will not contribute to a “Team Environment.” My Recommendation: Use this style when you need to direct an effort that cannot be waivered from. Do not use this format if you need to get “buy-in” from those carrying out the directed action.
    11. 11. Types of Communication Two-Way Communication Style: Open format, various viewpoints are both solicited and expressed. Advantages: Promotes a sharing of ideas; can be used as a “sounding board”; allows participants to voice their positions; and helps promote team “buy-in.” Shortcomings: Can deter a specific action or direction if relied upon too much; can add time to accomplish a task. My Recommendation: Use this style when concerns, recommendations, etc., need to be heard from those carrying out workgroup responsibilities - and when a joint effort is needed to accomplish an action.
    12. 12. Trust Your People Trust Your People - pertains to both those that you work with within your organization - and outside of your organization. Do you believe or maintain the position that no one can perform a task as good as you can? Whether you are a Leader of a workgroup or one that relies on efforts of those outside of your organization - it is essential that you develop, have, and show Trust in People that you work with.
    13. 13. Trust Your People What does it take to have or show Trust in your People? Don’t micro-manage them. Give them the ability and authority to carryout their responsibilities. Let your People have the time and freedom to figure out their own or departmental problems. Don’t penalize your People for stumbles along their way - but help them to learn and become better performers from such problems.
    14. 14. Follow-up & Commitments One of the most important qualities in working with People - is your Follow-up and Commitments made to them. Whether you are a Manager of a department or one that interfaces with outside personnel - your Follow-up and Commitments will impact how well you Work with People. Your action or inaction in this regard - will lead to how well other People can trust and work with you.
    15. 15. Follow-up & Commitments Example: As a Safety Manager of a Plant, I would frequently walk the Shop Floor and talk to my People. In doing so, they would often raise their Safety Concerns to me. I made a point to note them down so that I could act on them when I was able. ✤ Question - If I only heard their concerns and did not act on them - what message would I be sending them? If I only heard them and did not act on them - do you think that they would eventually stop expressing their Safety and other types of concerns to me?
    16. 16. Follow-up & Commitments My Recommendation - In working with People, if carrying out your responsibilities calls for acting on concerns, requests, and suggestions made by your People - ✤ Make it a point to act on every one of them. ✤ If you are not able or choose not to, then provide them the reason why you did not act on them. ✤ And do so in a timely fashion. Following up on commitments you make to your People - shows them that they are important to you and that they matter to what you do.
    17. 17. Being True Being True to me means - ✤ That you are the same person to different People. ✤ And that various People see only one you. It is only human nature for us to act differently when we are conversing with various types of People. With family, friends, and People that we are comfortable with - it is our tendency to relax and be ourself. But when it comes to Working with People - those that we work with - should only see one You.
    18. 18. Being True Example: You supervise a group of People. Some are very hard workers and others do the minimum required. You tend to “cut some slack” with your hard workers - such as looking the other way when they come to work late or take a longer lunch. ✤ Question - With what group are you “truer” to? My answer is neither group. You must learn to be true to all of the People that you work with - especially if you are one that supervises People.
    19. 19. Being True Being True in working with People - will definitely impact and influence People - on how they work with you. Words that come to mind that pertain here include - Consistent, Trustful, Respectful, Reliable, Open Minded, and Always There. Being True to Me....means that you do or say the same thing every time - especially when no one is watching.
    20. 20. Saying the Same Message “Saying the Same Message” - means exactly that - “Saying the Same Message.” If your responsibilities call for you to communicate a message or provide direction - the People that you are addressing - must hear the same message. Saying the Same Message - promotes consistency not just from you as an individual - but from what your People do as a result of your message.
    21. 21. Saying the Same Message Example: You are a Supervisor that needs to pass on a new Procedural Directive to your people. You are not able to address all of your People at once - so you do so individually or in groups. But as you do so, you receive blowback from some of your People, resulting in you to waiver on the Procedural Requirements. ✤ Question - What type of consistency would you expect from such a message? If your People converse - would they then think that you are sending “mixed messages”?
    22. 22. Acknowledge & Thank Acknowledging and Thanking your People is critical in maintaining a Working relationship with them. ✤ Question: How often have you worked with someone who has the habit of walking past you and not acknowledging you? ✤ Question: Have you ever worked for someone who only spoke to you when there was a problem with what you did? ✤ Your Action: If you were part of the above - what type of response did you give in return?
    23. 23. Acknowledge & Thank Acknowledging and recognizing your People - makes them feel accepted and part of your work group and the efforts of your work group - Try to acknowledge your People every day - BY NAME - especially those that you work with each day. Check-in with your People frequently - don’t take them for granted. Recognize your People for what they do and/or for what they have done. ✤ Include special recognition if appropriate.
    24. 24. Acknowledge & Thank Make time for your People - have an “Open Door” Policy. ✤ Note - That you must work at defeating your People’s belief that you are too busy for them. Don’t take credit for your People’s efforts - pass on Kudos to those individuals so deserving. Last and most importantly - TREAT YOUR PEOPLE AS YOU WOULD LIKE TO BE TREATED
    25. 25. Assess Your Performance When Working with People - either in your individual capacity or in a managerial capacity - you should stop and assess your performance. By stopping to take the time to assess your performance - it will provide you you with the opportunity to adjust your approach if needed. And by doing so - not only could you be improving what you do - but you could also be improving what your People do.
    26. 26. Assess Your Performance Questions that I would ask myself in this regard include - ✤ Do my People feel comfortable with approaching me with their questions and suggestions? ✤ Do I hear what my People are telling me - and do I act on their concerns, questions, and recommendations? ✤ Do my efforts foster an environment that helps my People better their performance?
    27. 27. Assess Your Performance Questions that I would ask myself in this regard include (con’t) - ✤ When I converse with my People - is it normally one-sided communication? ✤ Do I take time and ask my People or my peers on how I relate to them and do I ask them for ways that I can improve my efforts? ✤ What one action can I take that will improve not only my responsibilities - but those that I Work with and may be responsible for?
    28. 28. Working With People Working With People - Is often not as easy as it sounds. For some of us - it comes fairly easy. For others - we may have to work hard at it and on a continual basis. In closing I would like to stress 2 Key Points - 1. Your efforts in Working With People - should center on maximizing their efforts via open communication and making them feel part of your efforts / team. 2. Don’t assume that what you are doing works. Take time to assess your performance and adjust if needed.
    29. 29. Working With People I hope that this offering on WORKING WITH PEOPLE has given you something that you can use for your benefit. If you have any questions, comments, or suggestions - please send them to me on “LinkedIn” or to my home e-mail -