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Develop Better People Managers

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A top reason employees quit their jobs is a negative relationship with their direct manager. Effective managers drive the growth and success of a company. But how do you develop your managers into effective coaches?

During this webcast, Britt Andreatta covers top strategies for teaching your managers how to successfully coach and develop their people to reach their potential.

Published in: Leadership & Management
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Develop Better People Managers

  1. Develop Better People Managers: Webcast Britt Andreatta, PhD | 11/09/2016
  2. 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. 3 Britt Andreatta, PhD CEO, Andreatta Consulting Author and Former CLO, Lynda.com Building Better People Managers
  4. 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
  5. Britt Andreatta, PhD 5
  6. Chapter 1: The Power of Managers 6
  7. Heather’s Story 7
  8. Chris’s Story 8
  9. Managers Enhance Engagement 9
  10. 10 Engagement Drivers
  11. Managers Drive Retention 11
  12. Managers Cultivate Potential 12
  13. Disengaged employees cost an organization approximately $3,400 for every $10,000 of salary (Gallup). Engaged employees are 127% more likely to be A performers than C performers (McLean & Company). Highly engaged organizations have the potential to decrease employee turnover by 87% (Human Capital Institute). The ROI of Engagement 13
  14. The Co$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 $2,295,000/year
  15. The Co$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
  16. Chapter 2: Core Skills of Effective Managers 16
  17. Assessing Their Team
  18. 18
  19. Coaching to Potential 19
  20. 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. 21 Skill Coaching Clarity Coaching Directions: What How Why When Questions: Goals Realities Options Will
  22. 22 GROW Model
  23. Delegating for Growth 23
  24. Delegating for Growth 24 Intentionally delegate to grow competence and confidence Give higher and higher levels of autonomy
  25. 25 8 Levels of Autonomy Level 8 Level 7 Level 6 Level 5 Level 4 Level 3 Level 2 Level 1
  26. Autonomy Mastery Purpose
  27. 27 Connecting People to Purpose
  28. 28 Connecting People to Purpose
  29. Creating Psychological Safety 29
  30. …‘‘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
  31. 33
  32. Chapter 3: Best Practices in Manager Training 34
  33. Align with Organizational Growth 35
  34. Young AGE OF ORG Mature SmallSIZEOFORGLarge Greiner Curve
  35. 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
  36. Young AGE OF ORG Mature SmallSIZEOFORGLarge Phase 1 Creativity T © Britt Andreatta Phase 1: Creativity
  37. Young AGE OF ORG Mature SmallSIZEOFORGLarge Phase 1 Creativity Phase 2 Direction T T © Britt Andreatta Phase 2: Direction
  38. Young AGE OF ORG Mature SmallSIZEOFORGLarge Phase 1 Creativity Phase 2 Direction Phase 3 Delegation T T T © Britt Andreatta Phase 3: Delegation
  39. 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
  40. 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
  41. 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
  42. Create a Cohesive Learning Journey 44
  43. CONTENT Flip the Classroom Before: Learn During: Application + Discussion After: Extend Learning
  44. Phase I Playlist 46
  45. Provide On-Demand Learning 47
  46. Announcing LinkedIn Learning! 48
  47. Build Habits Through Practice 49
  48. 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.
  49. 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
  50. Questions & Answers 52
  51. Follow us 53
  52. 54

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