The One Minute Manager is one of the best books on Time Management. This presentation developed by Kelly Jensen, MBA-Military Divison Manager covers the essence of this book
Management vs Leadership short group exerciseCarol Carter
Short group exercise to illustrate the difference in themselves between management and leadership. Contact me if you would like this and other memorable teach points for your team. carol@getthrival.com
For more than twenty years, millions of managers in Fortune 500 companies and small businesses nationwide have followed The One Minute Manager's techniques, thus increasing their productivity, job satisfaction, and personal prosperity. These very real results were achieved through learning the management techniques that spell profitability for the organization and its employees.
The One Minute Manager is a concise, easily read story that reveals three very practical secrets: One Minute Goals, One Minute Praisings, and One Minute Reprimands.
The book also presents several studies in medicine and the behavioral sciences that clearly explain why these apparently simple methods work so well with so many people. By the book's end you will know how to apply them to your own situation and enjoy the benefits.
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
The One Minute Manager is one of the best books on Time Management. This presentation developed by Kelly Jensen, MBA-Military Divison Manager covers the essence of this book
Management vs Leadership short group exerciseCarol Carter
Short group exercise to illustrate the difference in themselves between management and leadership. Contact me if you would like this and other memorable teach points for your team. carol@getthrival.com
For more than twenty years, millions of managers in Fortune 500 companies and small businesses nationwide have followed The One Minute Manager's techniques, thus increasing their productivity, job satisfaction, and personal prosperity. These very real results were achieved through learning the management techniques that spell profitability for the organization and its employees.
The One Minute Manager is a concise, easily read story that reveals three very practical secrets: One Minute Goals, One Minute Praisings, and One Minute Reprimands.
The book also presents several studies in medicine and the behavioral sciences that clearly explain why these apparently simple methods work so well with so many people. By the book's end you will know how to apply them to your own situation and enjoy the benefits.
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
People Management Training, Strategic People Management, Fundamentals, How to...Bryan Len
People management includes an understanding of employment law, of training and to motivate employees and giving constructive feedback to assist with business development and personal and professional growth.
Why People Management Is Essential ?
To achieve outcomes through other people.
To manage business operations while leading people at the same time.
supervise the connection between senior or executive management and personnel
Learn how to inspire every individual of your team, even if they don’t believe in your values.
Use proactive and corrective feedback to deal with problem personnel
Learning Opportunities:
The role of a supervisor or manager
Managing performance
Effective communication
Managing the performance conversation
Questioning skills
Delegating
Giving and receiving feedback
Managing according to the situation
Who Should Take This course ?
People management training is a 3-day course designed for:
Managers
Supervisors
Project managers
Team managers
HR managers
Course Outline :
Synopsis of people management
People management fundamentals
Personnel functions
Strategic people management
Strategic people management approaches
How to accomplish best outcomes?
Encouraging well-being
Organizational culture
Practice to good ethics
Want To Learn More ?
Visit tonex.com for course and workshop detail.
People management training, Strategic People Management, Fundamentals, How to Accomplish Best Outcomes?
https://www.tonex.com/training-courses/people-management-training/
Working styles: Leveraging our differences for successmlcvista
Presentation by Kia Mou and Sarah Gleason, Side by Side Associates, to Minnesota Literacy Council AmeriCorps VISTA members and site supervisors 10/05/12
What makes a good leader?
What are those personality traits that trailblazers share?
What comes to your mind when you think of a great leader?
A successful business titan, coach, political figure, or a mentor who has a great influence on your life.
Or one who is trustworthy, passionate, persuasive, focused, and able to drive results.
Developing Leaders at all levels through Purpose driven coachingJoseph Abraham
Organizations often state that they want to strengthen their leadership pipeline, yet research shows that corporate leadership capabilities are dropping. These days, every organization is competing with everyone, from everywhere for everything - a new global reality! Researchers at Boston Consulting Group have identified the need to build leaders at all levels in an organization as one of the main challenges to be successful in the modern 'flat' world. To be successful in the turbulent decade that lies ahead leaders – and all the people they lead – need to learn to deal with complexity, uncertainty and constant change
In today’s work and organizational context one of the key qualities that helps leaders succeed and develop more leaders is the ability to coach, this workshop aims to help understand the essence of coaching and the effective tools one can practically employ at workplace both with individuals and teams that can make your coaching interventions more meaningful and powerful.
Your people have an innate desire to succeed and perform to their best and sometimes with the mind blocks and blind-spots they feel they’ve come to cross-roads or stumbled upon a huge roadblock and as a leader and you too want to see them thrive, succeed and grow, now with coaching you can help them accomplish their goals as Coaching is all about the person at the other end of the conversation, making this conversation powerful, engaging, lively, trust-driven and worthwhile is the key, and that’s what we’ll discover through this presentation.
Effective people management can not only influence productivity but also has a direct correlation with morale of employees and their motivation to work harder and smarter
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
What is the definition of trust. If this was a live presentation and I were able to share your answer to this question there would be several definitions of the word trust. The most common definitions is confidence.Wtih the increasing focus on ethics in our society, the character side of trust is becoming more and more important and also competencies is equally essential
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
Clay Hutson created this slideshow presentation based on the article he wrote for ClayHutson.net where he gives tips to managers and leaders on how to motivate your team. To read the original article in its entirety, please visit https://clayhutson.net/tips-on-how-to-motivate-your-team/
This presentation is about The one minute manager novel. Topics covered are - Why i have chosen this book, about the authors, Introduction, two types of managers, secrets of one - minute manager, 1st secret, benefits of 1st secret, the one minute goal works well when, 2nd secret, benefits, the one minute praising works well when, 3rd secret, benefits, the one minute reprimand works well when, game plan, conclusion
Team Building Skills Training can be a powerful tool in developing strengths, addressing weaknesses and creating a work environment where people work as a team taking full ownership of their roles.
5 Ways Managers Inspire Great PerformanceVAtWorkboard
Managing is hard work, no matter what level of management you’re at. There are expectations to meet from above and below, and plenty of pressure. Driving accountability and delivering results aren’t easy; in fact, most managers experience higher stress than non-managers and it increases the more senior they are. It can be a pretty thankless job sometimes… here are 5 ways that managers inspire great performance!
To get more tips about being a great manager, check out http://www.workboard.com/blog/.
The 6 Patterns of High Performing TeamsDeidre Paknad
Great Teams Exhilarate — What Sets Them Apart?
There is nothing quite like the sensation and satisfaction of being on a high performing team. I’ve had this luck and pleasure a number of times in my career, but it’s rarer than I’d like. High performing teams seem to generate their own energy and elevate everyone on the team to their full potential.
Despite achieving more, working on these teams is less taxing — the workday feels shorter and less frustrating.
So what sets high performing teams apart and why aren’t all teams so successful and fun?
High performing teams aren’t just a collection of strong individual performers, although that certainly helps. They don’t leave great performance to luck or personality, they design for success.
Here are 6 tangible and actionable attributes of high performing teams:
1. Defined Goals
Defined goals and a clear plan to achieve them are essential to great performance. Abstract annual goals aren’t enough — teams need shorter-range, compelling and clear goals that unify and galvanize them on shared purpose. Sequencing these to an annual result works well, but it’s key the team wants to achieve the goals.
2. Committed Actions
Successful teams write down the committed actions each person owns on the path to goal achievement (and they waste less time determining who owns what). Members feel a sense of personal ownership and have a shared intention to accomplish the results they’ve committed to the team week over week. Making progress on actions aligned with a goal people believe in energizes people and elevates their performance, according to author and Harvard professor Teresa Amabile.
3. True Transparency
Facts and status enable members of the team to work more effectively together, pivot or adjust course quickly on unforeseen events, and execute with greater efficiency and predictability. Embracing transparency is one of the most distinct features of high performing teams (and a stark contrast to the politicized and professional “ball hiders” that frequent lesser performing teams). Moreover, the activity required to achieve transparency improves the odds of goal achievement: people with written goals and actions alone have a 43% goal achievement rate while adding status reports against goals boosts the likelihood of achievement to 76%.
4. Unabashed Accountability
The team leader and members hold themselves and each other accountable for their commitments and goal achievement week to week. When the team or a person comes up short, it’s not swept under the rug — it’s triaged and addressed quickly to get back on track to goal. There is a uniform expectation of each other, that when combined with a uniformly high level of commitment to goal, are the essence of a high performing team’s greatness.
5. Frequent Feedback
Members of the team get and ask for regular feedback on their work. Learning members get positi
People Management Training, Strategic People Management, Fundamentals, How to...Bryan Len
People management includes an understanding of employment law, of training and to motivate employees and giving constructive feedback to assist with business development and personal and professional growth.
Why People Management Is Essential ?
To achieve outcomes through other people.
To manage business operations while leading people at the same time.
supervise the connection between senior or executive management and personnel
Learn how to inspire every individual of your team, even if they don’t believe in your values.
Use proactive and corrective feedback to deal with problem personnel
Learning Opportunities:
The role of a supervisor or manager
Managing performance
Effective communication
Managing the performance conversation
Questioning skills
Delegating
Giving and receiving feedback
Managing according to the situation
Who Should Take This course ?
People management training is a 3-day course designed for:
Managers
Supervisors
Project managers
Team managers
HR managers
Course Outline :
Synopsis of people management
People management fundamentals
Personnel functions
Strategic people management
Strategic people management approaches
How to accomplish best outcomes?
Encouraging well-being
Organizational culture
Practice to good ethics
Want To Learn More ?
Visit tonex.com for course and workshop detail.
People management training, Strategic People Management, Fundamentals, How to Accomplish Best Outcomes?
https://www.tonex.com/training-courses/people-management-training/
Working styles: Leveraging our differences for successmlcvista
Presentation by Kia Mou and Sarah Gleason, Side by Side Associates, to Minnesota Literacy Council AmeriCorps VISTA members and site supervisors 10/05/12
What makes a good leader?
What are those personality traits that trailblazers share?
What comes to your mind when you think of a great leader?
A successful business titan, coach, political figure, or a mentor who has a great influence on your life.
Or one who is trustworthy, passionate, persuasive, focused, and able to drive results.
Developing Leaders at all levels through Purpose driven coachingJoseph Abraham
Organizations often state that they want to strengthen their leadership pipeline, yet research shows that corporate leadership capabilities are dropping. These days, every organization is competing with everyone, from everywhere for everything - a new global reality! Researchers at Boston Consulting Group have identified the need to build leaders at all levels in an organization as one of the main challenges to be successful in the modern 'flat' world. To be successful in the turbulent decade that lies ahead leaders – and all the people they lead – need to learn to deal with complexity, uncertainty and constant change
In today’s work and organizational context one of the key qualities that helps leaders succeed and develop more leaders is the ability to coach, this workshop aims to help understand the essence of coaching and the effective tools one can practically employ at workplace both with individuals and teams that can make your coaching interventions more meaningful and powerful.
Your people have an innate desire to succeed and perform to their best and sometimes with the mind blocks and blind-spots they feel they’ve come to cross-roads or stumbled upon a huge roadblock and as a leader and you too want to see them thrive, succeed and grow, now with coaching you can help them accomplish their goals as Coaching is all about the person at the other end of the conversation, making this conversation powerful, engaging, lively, trust-driven and worthwhile is the key, and that’s what we’ll discover through this presentation.
Effective people management can not only influence productivity but also has a direct correlation with morale of employees and their motivation to work harder and smarter
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
What is the definition of trust. If this was a live presentation and I were able to share your answer to this question there would be several definitions of the word trust. The most common definitions is confidence.Wtih the increasing focus on ethics in our society, the character side of trust is becoming more and more important and also competencies is equally essential
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
Clay Hutson created this slideshow presentation based on the article he wrote for ClayHutson.net where he gives tips to managers and leaders on how to motivate your team. To read the original article in its entirety, please visit https://clayhutson.net/tips-on-how-to-motivate-your-team/
This presentation is about The one minute manager novel. Topics covered are - Why i have chosen this book, about the authors, Introduction, two types of managers, secrets of one - minute manager, 1st secret, benefits of 1st secret, the one minute goal works well when, 2nd secret, benefits, the one minute praising works well when, 3rd secret, benefits, the one minute reprimand works well when, game plan, conclusion
Team Building Skills Training can be a powerful tool in developing strengths, addressing weaknesses and creating a work environment where people work as a team taking full ownership of their roles.
5 Ways Managers Inspire Great PerformanceVAtWorkboard
Managing is hard work, no matter what level of management you’re at. There are expectations to meet from above and below, and plenty of pressure. Driving accountability and delivering results aren’t easy; in fact, most managers experience higher stress than non-managers and it increases the more senior they are. It can be a pretty thankless job sometimes… here are 5 ways that managers inspire great performance!
To get more tips about being a great manager, check out http://www.workboard.com/blog/.
The 6 Patterns of High Performing TeamsDeidre Paknad
Great Teams Exhilarate — What Sets Them Apart?
There is nothing quite like the sensation and satisfaction of being on a high performing team. I’ve had this luck and pleasure a number of times in my career, but it’s rarer than I’d like. High performing teams seem to generate their own energy and elevate everyone on the team to their full potential.
Despite achieving more, working on these teams is less taxing — the workday feels shorter and less frustrating.
So what sets high performing teams apart and why aren’t all teams so successful and fun?
High performing teams aren’t just a collection of strong individual performers, although that certainly helps. They don’t leave great performance to luck or personality, they design for success.
Here are 6 tangible and actionable attributes of high performing teams:
1. Defined Goals
Defined goals and a clear plan to achieve them are essential to great performance. Abstract annual goals aren’t enough — teams need shorter-range, compelling and clear goals that unify and galvanize them on shared purpose. Sequencing these to an annual result works well, but it’s key the team wants to achieve the goals.
2. Committed Actions
Successful teams write down the committed actions each person owns on the path to goal achievement (and they waste less time determining who owns what). Members feel a sense of personal ownership and have a shared intention to accomplish the results they’ve committed to the team week over week. Making progress on actions aligned with a goal people believe in energizes people and elevates their performance, according to author and Harvard professor Teresa Amabile.
3. True Transparency
Facts and status enable members of the team to work more effectively together, pivot or adjust course quickly on unforeseen events, and execute with greater efficiency and predictability. Embracing transparency is one of the most distinct features of high performing teams (and a stark contrast to the politicized and professional “ball hiders” that frequent lesser performing teams). Moreover, the activity required to achieve transparency improves the odds of goal achievement: people with written goals and actions alone have a 43% goal achievement rate while adding status reports against goals boosts the likelihood of achievement to 76%.
4. Unabashed Accountability
The team leader and members hold themselves and each other accountable for their commitments and goal achievement week to week. When the team or a person comes up short, it’s not swept under the rug — it’s triaged and addressed quickly to get back on track to goal. There is a uniform expectation of each other, that when combined with a uniformly high level of commitment to goal, are the essence of a high performing team’s greatness.
5. Frequent Feedback
Members of the team get and ask for regular feedback on their work. Learning members get positi
Transforming the Distributor Network with SAP Fiori and MFGPathCapgemini
United Copper Industries (UCI) is a leader in the copper wire sector. Hear how UCI leveraged the pre-configured MFGPath, a qualified SAP Business All-in-One partner solution, along with the SAP Fiori user experience, to reengineer business processes for pricing and its distributor channel.
Presented at SAPPHIRE NOW 2016.
Feedback is part our everyday life, from parents, school, sports/fitness, through to 360 degree appraisals at work. Why then do many companies seem to be afraid of receiving feedback from their most valuable resources – customers?
Digitization of sales and marketing seminar in stockholm 17 october 2014Kimmo Kanerva
Seminar presentation in Stockholm on 17 October 2014.
Successful Digitization Requires: Clear Vision and Road Map, Agile Governance, Renewing Processes, New Competences and Data Orientation.
SLIDE 2: Digitalization of customer facing activities means e.g. product data management, eCommerce, CRM, knowledge management, marketing automation
SLIDES 3: Digitization Roadmap
SLIDE 4: Digitalization changes processes
SLIDE 5: Too many difficult concepts like knowledge management
SLIDE 6: Good vision & agile governance is required in order to be successful
SLIDE 7: Digital + Data = Sales Productivity
SLIDE 8: New marketing competences like customer experience, analytics, content marketing
SLIDE 9: New sales competences like social selling, analytics, digital collaboration
SLIDE 10-13: Predictive analytics. Sales want to have more consultative discussions
SLIDE 14-17: Ruukki B2C lead managment process and results
SLIDES: 18-22. Ruukki marketing automation example. Eloqua global winner of the Markie Award "The Best IT - Marketing Collaboration"
SLIDE 23: Summary: Renew processes, strategy and governance, new capabilities
10 Steps to a Successful Nonprofit Social Media StrategyJulia Campbell
DESCRIPTION: Social media success is something that nonprofits are finally beginning to see as a vital piece of the marketing and fundraising puzzle. However, just setting up a Facebook page or a Twitter account isn’t enough. You need to know why you are on social media, who you are trying to reach, and what you are planning to say. Planning and creating a strategy is vital if you want to succeed on social media and stop spinning your wheels. In this presentation, Julia will take you through the 10 necessary steps you need to create a viable social media strategy for your nonprofit. In this workshop, Julia will review specific tactics and examples from nonprofits small and large who are finding success using social media to drive engagement and awareness of their organizations – and even raise money!
Thinking BIG: Building and Running a Global Sales Development OrganizationRalph Barsi
One size does NOT fit all when it comes to sales development teams. There is no black and white formula. However, there are core principles and frameworks to lean on when leaders face adversity scaling and running growing organizations.
There is a tremendous execution and engagement gap in companies -- 13% of employees are actively engaged and less than half understand the goals.
The problem lies with managers and executives and how they spend their time. Most are bogged down in trivia or don't allocate enough time to valuable leadership activities that engage their teams in goal achievement. But in order to allocate more time to leadership, most managers need more capacity and efficiency.
This slideshare shows where the time goes and how to increase management efficiency to raise your leadership capacity.
Achieving Growth with Goals - Matt Hart BetterworksMatt Hart
The journey to achieving operational excellence. Align goals vertically, cross-functionally, and with your company’s strategic plan. By Matthew Hart, RVP Sales at BetterWorks
Matt Hart of BetterWorks dove into achieving growth with goals for the Loras College Business Analytics Executive Breakfast.
Goals define and continually shape the journey in all facets of live - personal, health, and professional. The presentation will focus on goal-setting, specifically the role goals have in our lives and how it is more important now than ever for companies to get goal-setting right. The audience will leave the presentation with an understanding of how modern thinking on Goal Science promotes alignment, visibility, and accountability to a company’s strategic goals and objectives.
Developing Employee & Organizational Performance June 2010Patrick Hartling
This is a presentation I delivered to the AMA Professional Day seminar in June 2010. Critical themes include Performance Assessment and Effective Coaching Strategies.
Employee performance is often a reflection of leadership. What happens when leaders ask the impossible? How do you, as the leader, improve performance and increase productivity.
Learn additional leadership strategies at: http://www.compassroseconsulting.com/
As a supervisor, do you ever ask for the impossible?
What are strategies that you use to improve accountability without being unreasonable?
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
5 Essentials to Modern Performance ManagementSaba Software
The way we work today has changed. When it comes to modernizing the performance management process in an organization, annual reviews and competencies don’t cut it anymore. Focusing on informal performance check-ins is a start, but it’s not enough.
In this presentation, we discuss how you can make a strategic shift in your performance management program with the 5 essential elements to creating a high-performance culture.
Gain insights into:
• Why—and how—organizations that engage in strategic performance management outperform their competitors
• Best practices for implementing performance processes that align, engage and inspire your people
• And how it all integrates into your talent management framework
As performance management continues to evolve from an isolated HR-driven process to an intrinsic part of everyday business rhythms, discover why you should emphasize increased engagement through employee satisfaction and contribution.
Webinar: A Manager's Guide to Effective 1-on-1sYouEarnedIt
Managers are one of the top five reasons employees leave companies. Why? Because managers struggle with having meaningful & effective conversations with their team.
Help your managers lead effective 1-on-1s and learn:
- The importance of creating a continuous feedback culture
- How meaningful conversations drive engagement
- Frameworks for successful 1-on-1s
- How to get buy-in & roll out a successful program
To request a demo, visit www.youearnedit.com/demo
Have you ever had to coach a struggling employee only to find yourself struggling to provide them with meaningful feedback? You're not alone. While most nonprofit leaders recognize the importance of effective performance management, many are uncertain about how best to provide support. Consistent coaching and feedback is essential to maintaining a high performing culture and ensures that employee development remains firmly aligned with an organization's mission and culture.
Join the Cornerstone OnDemand Foundation and Gayle Loving, Practice Leader of Business Consulting, for this special presentation on Coaching and Performance Feedback for Nonprofit Leaders.
Viewers will learn:
• How to effectively integrate coaching and feedback into your performance evaluation process
• Best practices for providing meaningful and useful feedback and coaching to address performance issues
• How to work with your management team to ensure coaching is included in the performance evaluation process
Watch the recording at http://www.cornerstoneondemand.org/resources?type=2.
5 Tips to Significantly Improve Efficiency and Output of Your MeetingsKhorus
Taking the pulse of your company is necessary but have you ever considered how much time the meeting and the reports your staff is collating are consuming? According to a Clarizen/Harris interactive survey, 67 percent of those surveyed say they are spending up to four hours per week preparing for meetings, while a 3M Meeting Network survey of executives found up to 50 percent of the time people spend in meetings is wasted. That’s a lot of hours preparing for a meeting that is considered a waste of time.
How can you make your meetings more efficient while obtaining all of the relevant information you need to make informed decisions? At Khorus, we work specifically with CEOs and senior executives reach their full potential. We’d like to offer you 5 tips to get the most out of the least amount of meetings.
Download this eBook to learn:
- Where most meetings get off track
- What other CEOs feel about their current allocation of time
- Why so much time and resources are squandered preparing for meetings
- How to recapture your precious time
- The steps you can take now to stop the madness
all basic concept of management. what is organization? what are organizational resources and how to manage them? what is management? how it is related to the other disciplines? who is manager?what are levels of managers? functions of managers? management styles and other concepts,
Co-delivered with John Zettler to the HRANS Halifax Monthly Professional Dinner April 2010 This presentation focuses on the continuous process of Performance Management
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
1. Make Time to Lead
Manage Your Time More Efficiently to
Manage Your Team More Effectively
2. There is a tremendous engagement
and execution gap in companies.
of employees don’t
understand the
companies goals.
of executives
sustainably
achieve those goals.
of employees are
actively engaged in
their work
Only
%
13
%
60
Only
10
%
3. Employees aligned with and
engaged in company goals
create value…
Engaged employees drive
innovation and the organization.
They are the only people who
create new customers.
Disengaged employees sleepwalk
through their day and undermine
what their engaged coworkers
accomplish.
while their disengaged peers
undermine that value.
5.
Senior
Management
Middle
Management
Frontline
Managers
The Problem Lies with Management
…And How They Spend Their Time
Consistently achieve their goals only
10% of the time
Can have the highest impact but are
first to get blamed
Direct face to the workforce but receive
the least training
6. Senior
Management
Middle
Management
Frontline
Managers
Managers don’t spend their time leading
• Monitors middle
management
initiatives
• Deals with
administrative
matters and e-mails
• Conducts meetings
for operational
improvements
• Assign multiple
people to the
same initiative
• Request frequent
progress reports
on initiatives
• Review
justifications for
decisions from
below
• Produces data for
reporting
• Seeks approval for
decisions
• Completes forms
and reports
7. The bulk of
leader’s time is
consumed by
low-impact
tasks like
getting facts
and preparing
and reviewing
status reports.
8. This leaves little time for leadership
activities that drive positive engagement
and performance:
ü Setting strategy
ü Communicating goals
ü Empowering teams to execute
ü Coaching rising leaders
ü Creating learning environments
9. Frontline managers
1. Are most likely to have full workloads other than
managing
2. Have primary role in sustaining goal alignment
3. Are whom employees engage with the most
4. Receive the least training of all roles
5. Are least prepared to be great at the job of
managing
10. Middle managers
1. Have the highest potential impact on the
bottom line
2. Lack the authority or resources to execute
for impact
3. Are an easy target of blame from both
above and below
4. Are left out of leadership coaching
11. Business has gotten far more complex and teams more global.
The tools for communicating and linking goals, actions,
status and feedback haven’t improved in 20 years.
So management at all levels use 5 productivity tools to cascade goals, identify the work to
achieve them and communicate progress week after week. Excel lists of actions,
SharePoint sites with versions of half-finished work, PowerPoint red light/green light
dashboards, emails explaining what didn’t get done and endless status meetings.
These time-sucking methods of communicating goals, actions, status and feedback
consume precious time and sap the leadership capacity for most managers.
12.
To improve engagement and execution,
managers need an efficiency breakthrough
before they can increase their leadership
capacity.
Blaming the execution gap on managers or
suggesting it’s as simple as using their time wisely
isn’t helpful – they need the means to create more
time and capacity.
13. Managers should spend
more time leading
Senior
Management
Middle
Management
Frontline
Managers
• Coach and motivate direct reports
• Communicate the company’s vision and strategy
• Analyze future trends
• Empower frontline managers to stretch themselves
• Set performance goals
• Share best practices across teams
• Deal with under-performance, reward positive results
• Know each individual personally
• Create and share clear and tangible business targets
14. Make time to lead.
Be skillful and disciplined about:
Communicating Goals
Driving execution accountability
Making transparency efficient
Giving frequent constructive feedback
15. Make communicating goals
and priorities a priority
Your time is well spent communicating goals, objectives and
priorities to the team. The team can’t achieve goals it doesn’t
understand.
Repetition of goals pays off when people are overwhelmed with a lot of
data, noise and distraction every day.
16.
Be clear and specific on the
work to achieve goals
Doubt about ownership and the actions needed to achieve goals
undermines achievement and wastes tremendous time.
Make sure everyone knows what’s required to achieve group goals,
hand offs within the team are smooth, ownership is clear and people
feel accountable for execution. Rather than spend your time doing,
spend your time creating shared accountability.
17. Create efficient transparency
Track a consistent list of the actions needed for goal achievement and
current status to ensure people don’t waste time on immaterial work
and you have transparency on the progress of important work.
Avoid reconstituting the actions list or status framework each week – it
makes facts harder to get or trust when they mutate every week. Set an
interval to check status rather than doing it haphazardly throughout the day;
it will save you and your team time.
18. Give immediate and real
feedback to the team
Be consistent in giving feedback to all your team members (not
just the super stars). Link the feedback to actions and goals to
improve both engagement and achievement.
Both positive and negative feedback are essential to
engaging your team and achieving your execution goals – so
don’t short change this part of the management job.
19. 19
Want 30% more leadership capacity?
Get Workboard, a free app to
help managers and their teams:
Share goals and priorities
Coordinate and delegate work
Automate status reports and achieve
transparency
Enable consistent, engaging feedback
20. 20
The Zen of Achievement
www.workboard.com
Want more leadership tools
and tips? Find them here.