Please check out this presentation if you are interested in implementing a professional management structure.

1. Professional Management
Presentation
Frank J. LaRosa, PHR
LII Consulting, LLC
859-750-8434
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2. “If you always do what you always did, you’ll always get
what you always got”
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3. Successful Companies
What do all successful companies have in
common?
Professional Management Philosophy and Processes
What are professional management processes?
Leader (i.e., CEO) who provides direction and embraces a
professional management philosophy and culture
Plans and Processes to monitor progress
Organization Structure with the right quality and quantity
of people to execute the plan
A Performance Management process that ensures
alignment, commitment, and results
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4. Professional Management
“Interactive Loop”
•Direction
CEO •Culture
•Strategic •Structure
•Operational •Qualifications
•Divisional Plan HR •Quantity
•Functional
•What’s the work to be done? – Position
Performance Description
Management •How well is it to be done? – Performance
Expectations
•How well is it being done? – Progress Review
•How can it be done better? – Improvement Plans
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5. Professional Management Objectives
Achieve Company Objectives and Goals
through effective organizational alignment
Processes:
Plan – What, who, when, where, how
Human Resources – Structure, quality, quantity
Performance Management – Who specifically
will do what and when
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6. Professional Management
Implementation
Step 1 - Leadership Team – Critical first step
Step 2 - Strategic Plan/Operating Plan
Step 3 – Define the culture – Company Vision,
mission, values – must live it
Step 4 – Align the management
Step 5 – Human Resources Strategy
Step 6 – Execute
Step 7 – Monitor
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7. Step 1 - Leadership Team
Assemble leaders around the table that clearly
understand and buy-in to the philosophies of
the CEO
All leaders must perpetuate the company
philosophies and culture
No room for “collecting managers”
Don’t perpetuate the past – that did not work
Leadership team must Walk the Talk
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8. Step 2 – Strategic Plan
The new team must establish the strategic
direction for the company
Decisions should be made fast and swift
Speed is of the essence
Must send a strong message that change is
happening
Plans must be specific, measurable, attainable,
realistic, timely (SMART)
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9. Step 3 - Define the Culture
Vision
Mission
Values
Relationships
Employees
Satisfied Stakeholders
Urgency, simplicity, flexibility
Leadership
Teamwork
Sharing of Information
EXPECT RESULTS
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10. 3.A Identify Leadership Values
Accessibility
Approachability
Goal Setting
Accountability
Intellectual Maturity
Emotional Stability
Consultative Supervision
Courage
Decision Making
Consistency
Fairness
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11. Step 4 – Align the management
Remove all management who do not or have not
shown alignment with the culture
No room for negotiations
There can only be one culture
Three questions:
Are you willing to change?
Are you able to change?
Will you change?
Any answer of No should be cause for concern and
action
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12. Step 5 - Human Resources Strategy
Organization Planning – Structure and Quality of
people and # of people needed to execute the plan
Communications Pipeline
Linking Pin
Employee Meetings
Intranet, MBWA, etc.
Performance Management Process
Position Descriptions – What are you asking me to do?
Performance Expectations – How well should I do it?
Progress Reviews – How well am I doing?
Improvement Plans – How can I do it better?
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13. HR Strategy cont’d
Compensation Program alignment
Position Fulfillment processes
Training and Development programs
Employee Relations Program
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14. Step 6 - Execute
Implement Planning process and Monitoring
process
Implement HR processes:
Communications
Performance Management
Compensation
Position Fulfillment
Employee Involvement
Training and Development
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15. Step 7 – Monitor Progress
Plan, do, check, act
Monitor performance expectations regularly and
consistently, with:
Direct employee involvement
Employees need to own their own performance and
report progress
Management must be involved and actively
participate in the process
The process must be tracked and reported on
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16. Performance Management
Professional Management Tool
Interactive, reiterative process
Communications Skill Development Tool
Bottom-up, top down philosophy
Relationship oriented, results driven
Delivers content:
Position Description
Performance Expectations
Progress Review
Improvement Plan
Delivers numerous other results
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17. Communication
Creative Clarification Method - Communications Skill
Presentation - Organized thought
Input-Discussion - New ideas
Two-way Questioning - Probing
Paraphrasing - Understanding
Agreement/Acceptance – Commitment
MICA
Mental
Images
Control
Action
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18. Linking Pin
Linking Pin President & CEO
Linking Pin Sales and Marketing Financial Operations Information Technology Human Resources
Executive Executive Executive Executive Executive
Linking Pin
AVP AVP
Linking Pin RVP
Manager
Linking Pin Manager Manager
Sales Rep Sales Rep Sales Rep
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19. Setting Performance Expectations
SMART philosophy…
Specific – Quantity, Quality, Cost, Time
Measurable – Must be able to be tracked (e.g.,
system, S/S, journal, etc.)
Attainable – Continuous improvement, not
necessarily stretch
Realistic – must make sense to the business
Timely – must be timely (not too far out)
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20. Summary
Be decisive
Be persistent
Be disciplined
Be patient
Be consistent
Expect to break some glass
Communicate extensively
Walk the talk
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21. For more information on how you
can get help, please call:
Frank J. LaRosa, PHR
LII Consulting, LLC
859-750-8434
fjlarosa59@fuse.net
http://www.linkedin.com/in/frankjlarosaii
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