The document provides tips for managers to create loyal employees. It recommends personally welcoming new employees, including them in meetings, and maintaining regular contact. Managers should create a good chemistry with subordinates by showing care and concern, setting reasonable goals, and explaining decisions. The right culture must be built by exhibiting high-level thinking, giving praise and criticism constructively, and empowering employees. Managers must avoid becoming too controlling or isolated and instead address issues openly and support employees.
An overview of DiSC behavioral model and some practical advice on applying DiSC to your everyday working life, based on the materials from http://manager-tools.com/
An overview of DiSC behavioral model and some practical advice on applying DiSC to your everyday working life, based on the materials from http://manager-tools.com/
Objectives
Help clients identify 3 Steps to a Breakthrough
Helping clients decide to do the impossible
Tools to encourage clients to explore motivation: Why we do what we do
Identify techniques to help clients get unstuck
Help clients explore whether they use a Growth vs. Fixed Mindset
How Women Can and Should ‘Drive’ Leadership in Tech vs Following Leaders in T...Deanna Kosaraju
Linda Bernardi, Author, technology provocateur, entrepreneur/ex-CEO, strategist, investor, lecturer and board member
2014 Voices Conference presented by Global Tech Women
Dr. Pat Schuler
Creative Insights
5th Annual ECU Gifted Conference
October 5, 2011
www.ecugifted.com
Perfectionism is often considered a characteristic of giftedness, and research indicates there are adaptive and maladaptive forms of perfectionism. When it is healthy, perfectionism can help motivate gifted kids to excel. When it is unhealthy, perfectionism can be costly in terms of some gifted kids' self-image, self-esteem, and achievement. This session will examine how the various aspects of perfectionism are manifested in the classroom, and what strategies educators can use to promote healthy perfectionistic tendencies- for themselves and their students.
We all have 9 Personality types within us, of which, One is the most “Dominant”
.This presentation details outs the 9 Personality traits, associated risks with each Personality types and tips to improve and control the dominant/non Dominant personality types
These 9 interconnected personalities are the reason of Who you are and Why you are that way
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.
Objectives
Help clients identify 3 Steps to a Breakthrough
Helping clients decide to do the impossible
Tools to encourage clients to explore motivation: Why we do what we do
Identify techniques to help clients get unstuck
Help clients explore whether they use a Growth vs. Fixed Mindset
How Women Can and Should ‘Drive’ Leadership in Tech vs Following Leaders in T...Deanna Kosaraju
Linda Bernardi, Author, technology provocateur, entrepreneur/ex-CEO, strategist, investor, lecturer and board member
2014 Voices Conference presented by Global Tech Women
Dr. Pat Schuler
Creative Insights
5th Annual ECU Gifted Conference
October 5, 2011
www.ecugifted.com
Perfectionism is often considered a characteristic of giftedness, and research indicates there are adaptive and maladaptive forms of perfectionism. When it is healthy, perfectionism can help motivate gifted kids to excel. When it is unhealthy, perfectionism can be costly in terms of some gifted kids' self-image, self-esteem, and achievement. This session will examine how the various aspects of perfectionism are manifested in the classroom, and what strategies educators can use to promote healthy perfectionistic tendencies- for themselves and their students.
We all have 9 Personality types within us, of which, One is the most “Dominant”
.This presentation details outs the 9 Personality traits, associated risks with each Personality types and tips to improve and control the dominant/non Dominant personality types
These 9 interconnected personalities are the reason of Who you are and Why you are that way
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.
The 7 Habits of Highly Effective People (summary).pdfBishwajitSingh6
It's a summary of "The 7 Habits of Highly Effective People" a book written by Stephen R. Covey that is very useful for our life improvement if we can practice.
A brilliant proverb describing how to build the optimal team "choose your companions before you choose your road".and thats such a true saying,teams are a delicate beast.ideally each member shares a common goal, whether it be winning a race or completing a project.the selflessness and pasion embodied in a groupof people striving for achievement is wondorous.Positive energy emanates from their labors,breeding high standards and astounding productivity.There is no limit to what a great team can accomplish,like a rope:together as one united,consisting of the highest human material:to build that great dynamic individuals willing to work long hours,to motivate them when the inevitable.Human nature can lead to a team s downfall whether from disinterist,laziness,or the dozen of other daily emotions coursing through disparate individuals.Honestly believe the makings of the great team can be found in one word:chemistry.A group of modestly talented individuals who are team players will accomplish far more than an assortment of geniuses thinking of themselves...
Helping Women Navigate the Entrepreneurship Landscape. How to choose a business. Who to partner/ally with. Essential skills. Starting with limited resources. Making decisions. Balancing your life. Inspiring other women.
This webinar, presented by Sheena Greer, explores just what boundaries are, examines some common workplace issues, and provides tips on how to create healthy boundaries that are not only good for you, but great for your entire team.
Watch the full recorded webinar here: https://www.youtube.com/watch?v=tyNipBf2x1Y
Changing the organisation is mainly leadership challenge. Survival of the organisation depends on the leader's vision and ability to change things. Here I present the gist of forthcoming book
Every corporate entity must create a brand and an image. this is not an easy task. but here is step by step points , with case examples. please download .and say so if you like and share it
Is the trade union boon or bane? Indian Trade Union Act with latest amend...Dr .E. J. Sarma
The Unions are bad or good for worker's cause? Why most managements hate unions?
What can unions do?
HR and personnel professionals need to deal with Unions. And their actions which are
nosy matter.
Knowing the correct legal position is a sine qua non. The presentation tries to update various amendments to the trade union act, what and how and who can form a union are discussed here.
Bonus in india assumes different meaning altogether If you read the basic act and you can get thoroughly confused.
Age old laws with plenty of amendments , court rulings brought more confusion to the legal status and interpretation yet every personnel, hr manager grapples with it.
Here is attempt tp update with easy to read form
Every HR person must know what the constitution is empowering the citizen of india. Fundamentally about recruitment mistakes,right to Employment , grounds for .termination, can lead to bad decisions costing millions in law suits
If leadership is ignorant HR cannot be more ignorant
there will be more on all aspects of HR leading to full scale grooming .pleasemake this viral
Onel day free seminar workplace conflict resolution 15092015Dr .E. J. Sarma
Conflicts are natural events in life especially in workplace. This seminar is about the causes, types and methods of handling conflicts. Agreements, negotiated settlements, compromise, etc are handled in this seminar.
this course received 85% excellent rating from group of non management staff
Human resource professionals use data for all type of decisions
Many use primitive methods. and very outdated ratios
Few are familiar with analytic .
Here is an attempt to expose the advantage of using predictive analytic
so that how data is converted to information enabling informed insights to business decisions
My book in amazon kindle. please download now and read/review=Different strokes=employee reward recognition Plans
Kindle edition is now available.
I talk of handling conflicts .that arise at workplaces
From mere arguments to intense rivalry happens .In more political culture every one involved try to sabotage the rival.
What is the role of hR in resolving these conflicts and to render them ineffective when the conflict is counter productive
HR people must read this
there is no organization where there is no conflict. employees invariably face conflict with boss, peers, values and even with leadership.this is a wholesome training ppt.
Change Management - Seven key success factorsDr .E. J. Sarma
What are thee few simple essential steps for making organization change management efforts a huge success. Of all the change initiative steps the critical few are here,it is beyond the process steps you prescribe.model you adopt.
beyond CEO's wish
Factors that influence positively change
Beyond manager's established competencies
please say if you like it
Designing a perfect 360 degree Performance assessment ModelDr .E. J. Sarma
This ppt shares the basic design aspects behind a 360-degree appraisal system.based on a true project implemented.this was integrated with a leadership succession plan.
This has been used to develop leadership in IT companies over a 5 year period.
The scores were used to pinpoint weakness areas and coach these managers to be great leaders enabling homegrown leaders
If you want to survive in a job you need to be smarter than your boss and O...Dr .E. J. Sarma
Your boss is there not because of superior brain or wisdom. Especially when he is toxic and micro manages , frustrates you with what you think as stupid instructions, puts you down and depresses you ,steals credit for what you have done you face the dead end .
I have known people who had toxic bosses even attempting suicide.
You must be able to manage him Here are few valuable tips to outsmart your boss.How to get out of frustration of being underdog.
Please leave a comment if you liked it .forward to your network
this is version 1.1 of the new methodology on change management. more versions as i research more and pick my brain
please leave comment without fail; if you liked it
if you like it please say
Different strokes-Employee reward recognition plans- amazon Dr .E. J. Sarma
Rewarding one employee kills motivation of 10 others who expected. My book on amazon kindle./paper edition tells alls
please download now and read/review-
You don't need 100 mediocre ideas but need only 10 with stunning effect
tips for designing effective employee recognition plans, employee motivation, employee engagement, are given here free from out of 40 years of designing rewards with stunning results
Employee Behaviour gets repeated if there is positive reinforcement.
Rewards are the best reinforcers hence very powerful to engage employees
these ideas are based on actual schemes implemented with stunning results of 85% engagement.
65% increase in motivation and productivity
45% increase in retention
shows how to link Maslow, Herzberg, theories of motivation to actual implementation
engaged employees are more productive than satisfied employees.
Rewards build emotional connection, positive strokes, encouraging employees
If you liked it share with others and say so here
Change management case study (doc) 11 15 2013 (2)Dr .E. J. Sarma
this is a live case study on change management.actually conceptualized and implemented
from concept to end result.
those who wish more information please email ejsarma@gmail.com
if you liked it please comment
attempting organizational changes is not the job of ceo only.HR plays crucial role
comment if you like the ideas
though it looks simple , the change management is aprocess ,theCEO initiated mostly
Escape velocity engineering the organizational transformation dec 6 2012Dr .E. J. Sarma
this presentation is based on great conceptual work of renowned authors and some practical wisdom of handling organisational transformation, re-engineering the business offerings, how to integrate skills with change efforts without creating tsunami
please leave your comments
Co creating the vision and making people rally around - here are tips to inspire and achieve the vision . One man's dream and many who share that can work wonders
managing the relationship with your boss is very critical to job success.here are few tips.
you may either become his close associate or become enemy .this depends on how you
c an understand his personality
even if the boss shows to be your friend never ever get carried away. he is your boss and will always be that.there are few exceptions but they are very few ,by and large men in power will never become your friend
2. dr.sarma/hcm/july/2012
What is this about
• This presentation is about experienced
based ideas for
• Being the boss, manager leader who will be
loved, admired and respected
• these are plain and simple ideas anyone
can follow
• Especially HR can take this up and make it
training topic
3. dr.sarma/hcm/july/2012
Hitting the road and running
• Every new employee needs time to align.
Welcome personally and introduce to all
team members-. If left to fend for
themselves, the chances are that, it will be
long before the new comer tunes in.
• Include in meetings: the best way to new
employee demonstrate the credibility is to
get them in department meetings
• Maintain very regular contact: it is always
good to keep checking if things are going
alright
4. dr.sarma/hcm/july/2012
Good chemistry
• Create the desire: Boss
subordinate chemistry is very
critical. You can be demanding but
if you show that care and concern
even the worst moments can pass
easily.
• Set reasonable performance
expectations. Over reaching goals
are possible if you start with
reasonable targets and slowly up
the bar
• Always show big picture and why of
any decisions . you need cathedral
builders and not everyone to be
brick layers
5. dr.sarma/hcm/july/2012
Culture is about Creating the right
conditions conducive to performance
• Upscale thinking and upbeat
image- when you exhibit high level
thinking people have upbeat image
• Self image counts- self image ,
esteem must exist, but not too
much
• Correction or criticism- always
weigh about giving advice, the style
of delivering message
• Positive or negative stroke-pat on
the back or kick in the ass-?
6. dr.sarma/hcm/july/2012
Approachability
• Standoffish or intimidating-
confrontations need not
become stand off
• Work style changes-
sometimes it worth while to
change routine. Challenge
the status quo
• Open door policy- be
available when people have
to approach
7. dr.sarma/hcm/july/2012
Empowering people
Setting example-become role model ;without that respect cannot be gained
Speak clearly, listen closely
Avoid apologies
Being visible
Are you scared of being replaced
Scared of sharing knowledge, responsibility
Gandhi said, "A 'No' uttered from the deepest conviction is better than a
'Yes' merely uttered to please, or worse, to avoid trouble."
A manager would try to please in order to diffuse a situation.
A leader will not worry about creating a situation.
8. dr.sarma/hcm/july/2012
Providing direction and discipline
• Solid managers give solid
answers
• Weigh consequences
• You may need your boss or
peer support
• Saying yes right away could
make you seem easy going
• Outright no?
• Could you also be vague
9. dr.sarma/hcm/july/2012
Toying with your position power
Magnified authority by actions
Not by words
Silly humor or sarcasm
Seriousness of purpose- let people
know when it is serious
Assistants turn them to agents
10. dr.sarma/hcm/july/2012
Control how much?
• Get more Data– for what?
More data means more
confusion.
The trick is in getting right
information
• Intervention is always not
necessary
11. dr.sarma/hcm/july/2012
Removing obstacles
Too tight or lose- as you go up the tendency to manage
everything becomes very natural . You could be micro
managing that chocks.
Support or applause-the power of timely recognition is
rarely used .but try and you will be better off in creating
loyalty
Bail those in trouble- it is easy to punish. As leader when
something goes wrong you are the one responsible
Ask right question- I always asked can you do better
three times ? That brought the best in people
12. Dr.Sarma/hcm/July/2012
The trap
•Not learning •Know-it-al
quickly syndrome
Keeping
Isolation existing
team
Captured
by wrong
people
•Taking on too • Successor
much syndrome
13. Dr.Sarma/hcm/July/2012
Stepping up and down
Stepping forward: get on a better footing with your
boss--whether backing you on your decisions, or making
a point on his decisions be sure to do in person. No
mails, no phone calls
Encourage people to come to you- when people realize
you can make positive influence on the decisions and
you are willing to listen they will come to you
14. Dr.Sarma/hcm/july/2012
white elephants- challenge them
People often get into their
comfort zone .unless
challenged they see every
thing as their right
Relations ships are not static.
Hence do not think there is
lasting loyalty .
16. dr.sarma/hcm/july/2012
Final words
• Being manager is difficult, but being effective boss is more
difficult
• Even if you were star performer . You need special efforts
to be star manager
• Motivating people is rather difficult art but can be
perfected
• Loyalty comes when start seeing value in you
A young branch takes on all the bends that one gives it. New employees start with question mark about new job; it is up to the manager to convert the question mark to exclamation wow. How soon you do it will determine retention
Unless you are fit to be role model you be clear that your people just do what ask for . They are not becoming cathedral builders they will be stone breakers open talk especially when the performance slips is must. By sugar coating you only harm the person more
When asked how can I get promoted , I had always told my people “ where you bench mark determines the question. Are you aiming three level above.?When disciplining always tell what will be the consequences of repeat behavior.
This is becoming obsession with many managers. In the name of slicing more data is asked for .this hunger for data can be delaying things . And confuse
I often hear manager saying my team is not yet ready. When I attempted major re-org to challenge senior managers who operated two levels below by focusing on transaction management, I was TOLD THAT the SUBORDINATES ARE NOT YET CAPABLE. Whose failure is that.If you want to do more then get your direct reports to do your job