Managing in difficult and challenging times in any organization is tough. For managers, it can be extremely stressful and gritty. For employees, tough times lead to anxiety and uncertainty. And yet there is still a job to do. Here are ten tips to help you manage and lead teams more effectively in difficult times that I have learned over my management career.
The Manager's Resource Handbook is an online source of tools, templates and articles relating to business and management in the global environment. Our mission is the help managers and businesses succeed through the benefit of our experience. You can contact us at http://www.managersresourcehandbook.com.
According to Gallup's latest Employee Engagement Poll, 87% of the global workforce is disengaged. It's now more important than ever to inspire, motivate and engage your leadership team. To do that you'll want to use these proven employee engagement solutions. What follows is a presentation of ways managers, directors and senior executives alike can inspire, motivate and engage their employees.
Nothing affects employee morale more insidiously than persistent workplace negativity. It saps the energy of your organization and diverts critical attention from work and performance. Negativity occurs in the attitude, outlook, and talk of one department member, or in a crescendo of voices responding to a workplace decision or event.
Managing in difficult and challenging times in any organization is tough. For managers, it can be extremely stressful and gritty. For employees, tough times lead to anxiety and uncertainty. And yet there is still a job to do. Here are ten tips to help you manage and lead teams more effectively in difficult times that I have learned over my management career.
The Manager's Resource Handbook is an online source of tools, templates and articles relating to business and management in the global environment. Our mission is the help managers and businesses succeed through the benefit of our experience. You can contact us at http://www.managersresourcehandbook.com.
According to Gallup's latest Employee Engagement Poll, 87% of the global workforce is disengaged. It's now more important than ever to inspire, motivate and engage your leadership team. To do that you'll want to use these proven employee engagement solutions. What follows is a presentation of ways managers, directors and senior executives alike can inspire, motivate and engage their employees.
Nothing affects employee morale more insidiously than persistent workplace negativity. It saps the energy of your organization and diverts critical attention from work and performance. Negativity occurs in the attitude, outlook, and talk of one department member, or in a crescendo of voices responding to a workplace decision or event.
6 things you're doing to demotivate your staffSandglaz
Before looking at ways to motivate your staff, you must look at how you demotivate them. You might not even be aware that what you do demotivates your staff.
Disenchanted employees skyrocket turnover rates, often leaving companies without the workers they really needed to retain.
While most employers make the mistake of thinking that money will improve any issues related to employee motivation, you probably know by now that money usually doesn’t buy employee happiness.
What does? Helping employees feel in control of their environment. So what are you doing wrong, and how can you motivate your staff again?
You Don’t Need a Title to Be a Leader: Start Leading Now. Lucas Group
You don’t need a job in corporate management to learn how to develop leadership skills. As the manager of a team of recruitment professionals, I look for qualities of leadership among individual contributors and managerial candidates alike. Almost all businesses involve working in teams where there are opportunities to lead by example, if not by title.
How to effectively lead a team.
Leadership requires a soft hand on the tiller and a sense of boldness, argues Elaine Ford, Managing Director at Only Medics Ltd.
Screaming at work is not the correct strategy for dealing with conflict. Whether you are a manager or an employee, screaming is just not the right approach to deal with your boss, your co-workers or your employees. When managers take on a screaming approach, then employees think that screaming is okay. But overall screaming just is not good for business.
What do customers think when they are at the counter waiting to purchase your high quality services or products and they find that the employees are have an out and out screaming match. It really doesn’t even matter what the topic is. The customer feels uncomfortable. What should they do? Do they say “excuse me”? Or do they wait patiently for the match to end, or perhaps they just leave their items on the counter and walk out. What happens to the customer after they leave your business? Are they speaking highly of your customer service? Do they want to return or do they feel a new service provider --- your competition.
When there is fighting at work it decreases your business effectiveness. There is an impact on the customers and there is a detrimental impact on your staff and managers. For staff, they feel angry, uncomfortable, hurt and possibly many other emotions. There is an impact on their work performance as well and it is a negative impact. They may even feel depressed and/or helpless; that they are powerless to change the environment and make it a good place to work. For managers, if they are the screamer, they may actually feel fearful and be dealing with their fears as a manager with loud outbursts. The manger may also feel helpless as they have created a pattern of behavior that they are unsure how to change.
Screaming behaviors do need to be changed by both managers and employees. For employees, managers/leaders need to give staff alternatives through coaching and training they must teach new behaviors and coach staff on how to make needed changes. Boundaries of acceptable behaviors should be outlined for staffs.
For managers, business owners and leaders take on the responsibility to recognize the impact of this behavior and seek out resources to make necessary changes. They too, can outline boundaries of acceptable behavior for managers and let them know that screaming is not acceptable. The impact of terminating employees and managers is severe. It is worth investing in coaching and training to make changes in behavior. Good coaching combined with training can have dramatic impacts on these types of behaviors. Through this combination new skills can be learned and then practiced. Creating a coaching culture can be the long term goal.
https://compassroseconsulting.com/coaching-staff-success
6 things you're doing to demotivate your staffSandglaz
Before looking at ways to motivate your staff, you must look at how you demotivate them. You might not even be aware that what you do demotivates your staff.
Disenchanted employees skyrocket turnover rates, often leaving companies without the workers they really needed to retain.
While most employers make the mistake of thinking that money will improve any issues related to employee motivation, you probably know by now that money usually doesn’t buy employee happiness.
What does? Helping employees feel in control of their environment. So what are you doing wrong, and how can you motivate your staff again?
You Don’t Need a Title to Be a Leader: Start Leading Now. Lucas Group
You don’t need a job in corporate management to learn how to develop leadership skills. As the manager of a team of recruitment professionals, I look for qualities of leadership among individual contributors and managerial candidates alike. Almost all businesses involve working in teams where there are opportunities to lead by example, if not by title.
How to effectively lead a team.
Leadership requires a soft hand on the tiller and a sense of boldness, argues Elaine Ford, Managing Director at Only Medics Ltd.
Screaming at work is not the correct strategy for dealing with conflict. Whether you are a manager or an employee, screaming is just not the right approach to deal with your boss, your co-workers or your employees. When managers take on a screaming approach, then employees think that screaming is okay. But overall screaming just is not good for business.
What do customers think when they are at the counter waiting to purchase your high quality services or products and they find that the employees are have an out and out screaming match. It really doesn’t even matter what the topic is. The customer feels uncomfortable. What should they do? Do they say “excuse me”? Or do they wait patiently for the match to end, or perhaps they just leave their items on the counter and walk out. What happens to the customer after they leave your business? Are they speaking highly of your customer service? Do they want to return or do they feel a new service provider --- your competition.
When there is fighting at work it decreases your business effectiveness. There is an impact on the customers and there is a detrimental impact on your staff and managers. For staff, they feel angry, uncomfortable, hurt and possibly many other emotions. There is an impact on their work performance as well and it is a negative impact. They may even feel depressed and/or helpless; that they are powerless to change the environment and make it a good place to work. For managers, if they are the screamer, they may actually feel fearful and be dealing with their fears as a manager with loud outbursts. The manger may also feel helpless as they have created a pattern of behavior that they are unsure how to change.
Screaming behaviors do need to be changed by both managers and employees. For employees, managers/leaders need to give staff alternatives through coaching and training they must teach new behaviors and coach staff on how to make needed changes. Boundaries of acceptable behaviors should be outlined for staffs.
For managers, business owners and leaders take on the responsibility to recognize the impact of this behavior and seek out resources to make necessary changes. They too, can outline boundaries of acceptable behavior for managers and let them know that screaming is not acceptable. The impact of terminating employees and managers is severe. It is worth investing in coaching and training to make changes in behavior. Good coaching combined with training can have dramatic impacts on these types of behaviors. Through this combination new skills can be learned and then practiced. Creating a coaching culture can be the long term goal.
https://compassroseconsulting.com/coaching-staff-success
The Top Leadership Qualities Every Manager NeedsWhen I Work
Leadership is difficult to quantify, but there are some traits you should seek to emulate if you’re leading a team. And, if you’re hiring, you should look for these traits in your employees, whether they’ll be leading a team now, or have the potential to do one day.
What are good leadership qualities that will help you move through your organization with super speed? In this post, we profile seven leadership qualities that you absolutely need to cultivate.
For some new managers, the idea of giving performance reviews and being responsible for others can be intimidating. For others, there are fears about how to manage people older than them. And then there are others who worry about being accepted by their new team. I too, had these fears. But over time, I have learned a lot from peers, from mentors, and from my own employees. I made some terrible mistakes, and I had some pretty good successes. These nuggets of insight are some of the best personal learnings I’ve had in my management career, and ones which I wish I knew when I started managing people.
The Manager's Resource Handbook is an online source of tools, templates and articles relating to business and management in the global environment. Our mission is the help managers and businesses succeed through the benefit of our experience. You can contact us at http://www.managersresourcehandbook.com.
10 Must-Have Work Ethics in Daily Work RoutineHatem Ramadan
Work ethics are defined as set of values and beliefs that drives one’s behavior in the workplace towards colleagues, managers and probably customers as well. A healthy environment is mainly based on group of people with positive work ethics communicating with each other, therefore all companies and big organizations are embedding certain ethics in their internal charters to encourage its employees to closely observe their work attitude.
In these slides I’ll share with you my thoughts on the most important work ethics based on real work-life situations of which it had a great impact to boost my career and others in a way much further.
https://www.linkedin.com/pulse/10-must-have-work-ethics-daily-routine-hatem-ramadan
Leadership for today. Train yourself easily.Álvaro Buigues
Ever wondered why you aren't confident leading others? We'll try to unveil the secrets and most important skills in leadership and how to work on them.
This presentation wiill be available shortly in spanish. Meanwhile you can check some of our articles on our blog: www.dopsi.es/blog.
At the workplace, we spend most of our time from nine to five. Now, we need to learn ways to make our time more productive. In an organization, the employers, or we can say that leaders are required to think creatively and passionately about the company. They happen to make decisions in the majority of organizations.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
3. Introduction
Management Play’s very Important Role in Your life Even if your job title doesn’t
include “manager,” there’s a good chance you’ll have to handle some
management duty sometime in your career. And, as an entrepreneur,
you're already a manager, because almost every one of your responsibilities has
some management element to it.
In short, your employees are the ones making your vision a reality, and your job is
to make sure they do it efficiently.
But being an effective manager is about more than just driving your employees to
work harder -- or more efficiently. Forcing employees to work a certain way can
breed resentment, even disloyalty, while being too soft can lead to bad habits,
laziness or boredom. There’s no “right” management style, as each employee and
company is going to have an individual perspective.
But there are some universally “wrong” ways to manage. Avoid them by
following these 10 “golden” rules of effective management.
4. Be consistent.
This is the first rule because it applies to most of the others.
Before your management approach can be effective, it must be
consistent. You must reward the same behaviors every time
they appear, discourage the same behaviors when they
appear and treat every member of your team with an equal,
level-headed view.
5. Focus on clarity, accuracy and thoroughness
in communication.
How you communicate to your team can dictate your eventual
success. When relaying instructions, recapping meetings or just
doling out company updates, strive for the clarity, accuracy and
thoroughness of your communication. This goes for any other
medium, whether that means in-person communication,
email or a phone call. Clarity, accuracy and thoroughness are
the best way to avoid miscommunication and keep your team
on the same page.
6. Set the goal of working as a team.
If you want your team members to work together, have
them work for something together. Setting goals just for the
department or one individual breeds a limited mentality and
forces team members to remain isolated. Instead, give staffers
a unified focus and purpose, to inspire them together.
7. Publicly reward and recognize hard work.
When a member of your team does something exceptional,
reward him/her -- with a bonus, a small trophy or even just a
vocal recognition. Do this in front of the group; it will make the
intended recipient feel good and show the rest of the team that
hard work is rewarded. The only caveat goes back to rule one:
Be consistent in your rewards so you won't be seen as playing
favorites.
8. Be the example.
As the manager and leader, you should set an example in terms
of your behavior. If you show up late, your team will be less
punctual. If you lose your temper easily, others will be amiss in
keeping their emotions in check. Strive to be your own ideal of
the perfect worker, especially in front of the team.
9. Never go with 'one-size-fits-all.'
Your team is comprised of individuals with unique preferences,
strengths, weaknesses and ideas. Never use the exact same
approach to motivate, encourage or mold all of them. Focus on
individuals, and customize your approach to fit each one.
10. Remain as transparent as possible.
Transparency shows your integrity as a leader, and builds trust
with the individual members of your team. If you lie about
something, or withhold information, you could jeopardize your
relationships and the respect you command as a leader.
11. Encourage all opinions and ideas.
The more people you have actively participating in discussions
and attempting to make improvements to the organization, the
better. Never chastise a team member for voicing an opinion
respectfully -- even if it goes against your original vision or isn’t
well thought out. Cutting someone down for voicing an opinion
builds resentment, and discourages people from sharing their
own new thoughts.
12. Help people enjoy work.
You don’t need a pool table or dress code abolition to make
work fun. You can make the workday more enjoyable with such
new elements as surprise lunch outings, a dedicated break
room or even just casual conversations with your workers. Help
your people enjoy coming to work, and they’ll do their best
work for you.
13. Listen and ask questions.
If someone doesn’t agree with your management style or
doesn’t like the direction of the company, don’t silence that
person. Listen. And ask questions of your entire team: What do
you think of this? How do you feel about that? This open
dialogue makes it easier to proactively identify problems and
work together to create a mutually beneficial environment. It
will also make your employees feel appreciated and
acknowledged.
14. Conclusion
As you’ll notice, these rules leave plenty of wiggle room to
apply your own personal “brand” of leadership and
management. They stand as fundamental truths,
considerations and principles that govern an effective
management role rather than a strict instruction manual to
success. Stay true to these principles in addition to your own,
and you’ll unify your team in a rewarding and enriching
environment.