7. One on One with usIncrease your personal managerial effectiveness Access to Performance Optimization Group PAYOFF PROCESS 2
8. Proactive Manager Agenda 7:30 to 8:00am Registration and Breakfast 8:00 to 10:15am The Proactive Manager 10:15 to 10:30am Q&A 3
9. What does it mean to be Proactive? Personal Responsibility vsOutside Forces Awareness of choices betweenStimulus and Response The first creation is in the Mind 4
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11. Proactive Managers arePrinciple Centered PRINCIPLES Observable truths about the most effective and efficient wayto accomplish sustainable results through the efforts of others 6
13. Values and Beliefs PRINCIPLES VALUES BELIEFS “When stuff happens, we areall graduates of M.S.U.” 8
14. What does it mean to be aProactive Manager? Stimulus PRO ResponseACTIVE Self Awareness Correct Principles Choice A proactive manager has the ability to chooseto respond to circumstances and stimuli based on self awareness and correct principles.
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16. Find out from HR what it will taketo get rid of Bill?
17. Explain to Bill why the companythinks this initiative is important?
18. Make it clear to Bill that this is not optional and he must comply?10
19. Discernment 11 The quality ofbeing able to grasp and comprehendwhat is obscure
20. Awareness of Principles Develops Values and Beliefs Change Awareness of Principles growsover the entire career of an effective manager – and so beliefs and values change and develop
21. The Trust Principle A manager’s effectiveness is directly relatedto the perception of his/her trustworthiness Propriety Commonality Competence Intent + EMPATHY TRUST TRUST TRUST TRUST TRUST
24. Characteristics of aProactive Manager Continuous learner Asks discerning questions Radiates optimismand positive energy Accepts problems Believes in the potential of others Models a balanced life Flexible Future orientation 16
31. Awareness =Personal Development Plan ASSESSMENT PLAN DEVELOPMENT MAINTENANCE IdentifyPERSONAL STRENGTHSand development needs Review Prior Input Survey Current Manager Survey Current Staff Identify a LeadershipMentor / Coach Internal Senior Leader External Consultant 1 2 22
32. Initiate your ownPersonal Development Plan PLAN DEVELOPMENT ASSESSMENT MAINTENANCE Concentrate on limited number ofStrengths and Opportunities for Development Select format Share with manager and staff 23
33. Be accountable forYour Development MAINTENANCE ASSESSMENT PLAN DEVELOPMENT Monitor Progress Diary Check in with Manager and Staff Review plan semi-annually Stay the Course Focus for 6-9 monthsbut be prepared toadjust as needed 1 2 24
52. Proactively Managing People PROACTIVE REACTIVE vs Acting passivelyor respondingto environment / conditions Acting in advance to deal with anexpected difficulty or challenge 38
54. Effective Engagement Formula A proactive manager engagesthe team = + ENGAGED TEAM Intentional Relationship Effective Communication ENGAGED Focused, Committed, Motivated, Productive, Fulfilled 40
55. 1 HIRE THE RIGHT TALENT 5 Proactive Strategies toAchieve Engagement Identify organization / team objectives and culture Assess talent / strengths required Evaluate candidate’s strengths:tools, observation Ensure team memberconnected to strengths 41
56. 5 Proactive Strategies toAchieve Engagement 2 CLEARLY SET EXPECTATIONS Establish written objectives, role descriptions,KPIs, policies, procedures Communicate and reinforce Consistently apply Evaluate effectiveness 42
57. 3 BE ACCESSIBLE 5 Proactive Strategies toAchieve Engagement Connect and provide opportunity for contact Acknowledge interests / share interests Be mindful of your communication Model the behaviour you expect 43
59. 5 RECOGNIZE AND REWARD MEANINGFULLY 5 Proactive Strategies toAchieve Engagement Connect recognition / reward to objectives Praise for effort and reward for results Look for things going right Meet reward expectations 45
![PURPOSE To look at your work environment differently and provide a contextand tools for you to manage PROACTIVELY. ,[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)