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How to Crush Being
a Boss in 60 Minutes
ARE YOUR
BOSSES
“CRUSHING IT”OR…
GETTING
CRUSHED?
How to Crush Being a Boss
1. 35% of managers are engaged, 65% are not engaged
2. One in two employees have left their job to get away
from their manager at some point in their career
3. The majority of managers, around 82%, are miscast
4. Female managers are more likely to be engaged than
male managers (41% to 35%, respectively)
5. 2/3 of managers are perceived as being weak leaders
(Conference Board Report)
6. More than two-thirds of employees who strongly
agree that their manager focuses on their strengths or
positive characteristics are engaged
7. Managers with high talent are more likely to be brand
ambassadors for their organization
How to Crush Being a Boss
“Call to Action"
Help your managers THRIVE in their role. It’s not
luck, a good guess, trial and error but a carefully
crafted OFFENSE.
1. Learn how “boss success” depends greatly on
the before-the-promotion process.
2. Understand that the “human element” in
managing others is often overlooked.
3. Pinpoint where you have missed the mark in
helping your bosses succeed.
Before the Promotion After the Sustaining
How to Crush Being a Boss
Talent Trust Talk
What are the top 2
reasons people
become managers?
Meet Jack
DIRECTOR
Manages Jill
“frustrated”
Meet Jill
NEW MANAGER
2 Direct Reports
“unmotivated”
>>> Talent Trust <<<
Talk
TALENT
Before the promotion
#1 – Strategic Planning
What’s your rush? Take your Time. Find the right
pool of talent and strengthen your bench depth.
Do you plan or do you panic?
#2 –Credible Prediction
Evaluate how an individual fits into a particular
position. “Total Person” assessments are
predictors of on-the-job success.
Are you guessing or gauging?
#3 – Deliberate Practice
The 10,000 hour rule. Competency-based learning.
Are you telling or teaching?
#4 - Sponsored Mentoring
Pair new managers with a mentor.
Retention is 25% higher with mentorship.
Do your leaders mentor?
#5 - Clear Vision
57% of millennials engage with causes not
organizations.
Is the company’s vision meaningful?
TRUST
Attaining | Retaining
#6 – Employee Centered
70% of employees are disengaged.
Are managers leading with strengths or weaknesses?
#6 – Reciprocated Trust
52% of employees do not trust their bosses.
Are you blocking or building trust?
What are ways
managers BLOCK
trust?
Holistic Learning
Integrate universal appreciation for learning in
good and bad experiences.
Are failures seen as learning opportunities?
Responsible Honesty
Knowing what, how and when to share
information.
Is information inclusive or exclusive?
#10 – Openly Transparent
Helps others evaluate expectations about ability,
reliability, and integrity – core dimensions of trust.
Do you share or shield?
TALK
Communicating | Sustaining
Communication Issues That Prevent
Effective Leadership
2015 HBR
#11 - Recurring Feedback
Millennials want feedback 50% more than other
employees.
Is feedback given and received?
#12 - Intentional Coaching
65% of employees from companies with strong
coaching cultures rated themselves as highly
engaged.
Do managers coach up and coach down?
What are the 3 common
types of coaching in the
workplace?
#13 - Unbiased Listening
Listen with open mind—without problem solving or
seeking conclusions—while that person is speaking.
Are managers listening without a hidden agenda?
#14 - Compassionate Probe
Empathetic and compassionate leaders promote trust,
collaboration, well-being in others.
Are managers asking questions with empathy?
#15 - Visible Praise
63% of workers polled stated that “not
recognizing employee achievements” is
preventing business leaders from being effective.
Is celebration part of the culture?
Jack
Director
Does not know how to talk to Jill
“poor leader”
Jill
New Manager
Does not Trust Jack
“poor performer/manager”
Jack
Employee-Centered
Intentional Coaching
Holistic Learning
Visible Praise
STOP
DROP
ROLL
Stop blaming. Start coaching.
Drop everything. Make time.
Roll up sleeves. Do the work.
OBSERVE
LEARN
DO
Meet Jill
Trust
Practice Deliberately
Mentored
Like a REAL Boss is a podcast for modern-day bosses including first-
time managers, seasoned managers, emerging leaders and millennial
managers. Get insight from experienced leaders and passionate
workers.
Visit https://likearealboss.com/ and click “subscribe to podcast” to listen!
Failure will happen but there is an upside! F’d Up: The UPside of Failure
is an Amazon #1 Best Seller. The book explores the “good” that results
from experiencing a failure.
It’s what we can learn about ourselves and the specific skills we gain
from that failure or unsuccessful experience.
Leadership Resources
QUESTIONS?
Executive Coaching
1. www.nolimit2yoursuccess.com
2. Name and Email
3. Hit “subscribe”

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How to Crush Being a Boss in 15 Steps!

  • 1. How to Crush Being a Boss in 60 Minutes
  • 3. How to Crush Being a Boss 1. 35% of managers are engaged, 65% are not engaged 2. One in two employees have left their job to get away from their manager at some point in their career 3. The majority of managers, around 82%, are miscast 4. Female managers are more likely to be engaged than male managers (41% to 35%, respectively) 5. 2/3 of managers are perceived as being weak leaders (Conference Board Report) 6. More than two-thirds of employees who strongly agree that their manager focuses on their strengths or positive characteristics are engaged 7. Managers with high talent are more likely to be brand ambassadors for their organization
  • 4. How to Crush Being a Boss “Call to Action" Help your managers THRIVE in their role. It’s not luck, a good guess, trial and error but a carefully crafted OFFENSE. 1. Learn how “boss success” depends greatly on the before-the-promotion process. 2. Understand that the “human element” in managing others is often overlooked. 3. Pinpoint where you have missed the mark in helping your bosses succeed.
  • 5. Before the Promotion After the Sustaining How to Crush Being a Boss Talent Trust Talk
  • 6. What are the top 2 reasons people become managers?
  • 7. Meet Jack DIRECTOR Manages Jill “frustrated” Meet Jill NEW MANAGER 2 Direct Reports “unmotivated” >>> Talent Trust <<< Talk
  • 9. #1 – Strategic Planning What’s your rush? Take your Time. Find the right pool of talent and strengthen your bench depth. Do you plan or do you panic?
  • 10. #2 –Credible Prediction Evaluate how an individual fits into a particular position. “Total Person” assessments are predictors of on-the-job success. Are you guessing or gauging?
  • 11. #3 – Deliberate Practice The 10,000 hour rule. Competency-based learning. Are you telling or teaching?
  • 12. #4 - Sponsored Mentoring Pair new managers with a mentor. Retention is 25% higher with mentorship. Do your leaders mentor?
  • 13. #5 - Clear Vision 57% of millennials engage with causes not organizations. Is the company’s vision meaningful?
  • 15. #6 – Employee Centered 70% of employees are disengaged. Are managers leading with strengths or weaknesses?
  • 16. #6 – Reciprocated Trust 52% of employees do not trust their bosses. Are you blocking or building trust?
  • 17. What are ways managers BLOCK trust?
  • 18. Holistic Learning Integrate universal appreciation for learning in good and bad experiences. Are failures seen as learning opportunities?
  • 19. Responsible Honesty Knowing what, how and when to share information. Is information inclusive or exclusive?
  • 20. #10 – Openly Transparent Helps others evaluate expectations about ability, reliability, and integrity – core dimensions of trust. Do you share or shield?
  • 22. Communication Issues That Prevent Effective Leadership 2015 HBR
  • 23. #11 - Recurring Feedback Millennials want feedback 50% more than other employees. Is feedback given and received?
  • 24. #12 - Intentional Coaching 65% of employees from companies with strong coaching cultures rated themselves as highly engaged. Do managers coach up and coach down?
  • 25. What are the 3 common types of coaching in the workplace?
  • 26. #13 - Unbiased Listening Listen with open mind—without problem solving or seeking conclusions—while that person is speaking. Are managers listening without a hidden agenda?
  • 27. #14 - Compassionate Probe Empathetic and compassionate leaders promote trust, collaboration, well-being in others. Are managers asking questions with empathy?
  • 28. #15 - Visible Praise 63% of workers polled stated that “not recognizing employee achievements” is preventing business leaders from being effective. Is celebration part of the culture?
  • 29. Jack Director Does not know how to talk to Jill “poor leader” Jill New Manager Does not Trust Jack “poor performer/manager”
  • 30. Jack Employee-Centered Intentional Coaching Holistic Learning Visible Praise STOP DROP ROLL Stop blaming. Start coaching. Drop everything. Make time. Roll up sleeves. Do the work.
  • 32. Like a REAL Boss is a podcast for modern-day bosses including first- time managers, seasoned managers, emerging leaders and millennial managers. Get insight from experienced leaders and passionate workers. Visit https://likearealboss.com/ and click “subscribe to podcast” to listen! Failure will happen but there is an upside! F’d Up: The UPside of Failure is an Amazon #1 Best Seller. The book explores the “good” that results from experiencing a failure. It’s what we can learn about ourselves and the specific skills we gain from that failure or unsuccessful experience. Leadership Resources
  • 34. 1. www.nolimit2yoursuccess.com 2. Name and Email 3. Hit “subscribe”

Editor's Notes

  1. *ACTIVITY* Gallup defines a “manager” as someone who is responsible for leading a team toward common objectives. This individual takes the direction set forth by the organization’s leadership and makes it actionable at the local level. Companies that hire managers based on talent realize a 48% increase in profitability, a 22% increase in productivity, a 30% increase in employee engagement scores, a 17% increase in customer eng
  2. *ACTIVITY* Gallup defines a “manager” as someone who is responsible for leading a team toward common objectives. This individual takes the direction set forth by the organization’s leadership and makes it actionable at the local level. Companies that hire managers based on talent realize a 48% increase in profitability, a 22% increase in productivity, a 30% increase in employee engagement scores, a 17% increase in customer eng
  3. The Why? – The new Landscape and why coaching is needed (15 min) The What? – Explore types of coaching (20 min) The How? – Scenarios and introduce GROW model - 4 step process w/practice (30-45 min) The Importance of Trust. Are you building or blocking trust exercise. Warning signs trust is an issue (30 min) Feedback - The Feedback Sandwich, a positive approach. (10 min) Overcoming obstacles - Manager vs employee perspective (5 min) Re-evaluating Goals and Progress (5 min) Mentoring and Coaching main differences (5)  Intentional Actions - Action plan Wrapping Up - Q & A
  4. According to 2016 Gallup Study State of the American Manager: Analytics and Advice for Leaders,
  5. Ability, gift Confidence, faith
  6. Gauge – measure, assess, test, benchmark
  7. 10,000 hours of deliberate practice to master, become world-class in any field 10,000 hour rule. 4.80 years to “master” at 8 hours/day, 5 days/week.
  8. Millennial Impact Project 2014, 16,000 participants ages 20-32
  9. 70% not engaged; 52% do not trust bosses Employees have lost trust in their bosses because of poor communication, lack of perceived caring, inconsistent behavior, and perceptions of favoritism
  10. Strengths-based approach
  11. Gallup study, The State of the American Workforce What blocks trust? “trust busters”
  12. Learning from Failures
  13. Sharing information and keeping employees informed; Be mindful of what, how and when to share information. Cautious Honesty
  14. Openly transparent Share openly. Communication often. about the health of your organization. Institute for public relations: Home » [Blog] » Cultivating Employee Trust: From Authenticity, Transparency to Engagement Cultivating Employee Trust: From Authenticity, Transparency to Engagement Posted on June 15, 2016 by Hua Jiang
  15. Give and receive Feedback - Millennials want feedback 50% more than other employees (HBR 2015, Millennials want to be coached at work) Keep and satisfy
  16. Give and receive Feedback - Millennials want feedback 50% more than other employees (HBR 2015, Millennials want to be coached at work)
  17. America spending 1 billion on executive coaching Growth due to heightened focus on developing high potential leaders The average return on investment is 3.44 to 7 times the initial investment Self-reliance not dependency is the goal Average cost is $350-500 per hour Not remedial method for poor performers A-ha moments that lead to real insight
  18. Recent studies have shown that contrary to some conventional wisdom, empathetic and compassionate leaders are strong and courageous; they promote trust and collaboration; promote well-being in others; and at the same time, they produce positive results Do you hear bosses say, “It’s not personal it’s business?” Sounds like: Can you tell me…can you describe for me…tell me more…that sounds like that offended you
  19. Level 4 – Results – (desired outcomes, leading generators) Level 3 - Behavior (on the job learning) Level 2 – Learning (KSA, attitude, confidence, commitment (motivation) Level 1 – Reaction (engagement, relevance)