Here are 5 expert-vetted tips on how to manage your team without micromanaging. This is extremely critical in today's virtual workspace, to create trust, build teams and deliver consistent results.
Executive Coaching designed to transform your leaders into influencers so that you can retain brilliant talent and improve your business results.
#executivecoaching #leadership #coaching
How do you stop wasting energy on “Power Plays” between people and teams? A client recently asked me this question. I’ll share my suggestions to minimize power plays in a moment but first it’s important to consider the effect of power plays on our energy and productivity.
Can you recall a conflict or power struggle you had with someone in the last few weeks? Did it improve performance or productivity for you or your team? Did it increase or decrease your energy level? Was it a waste of time and energy or did it save time or increase energy? If your answer to any of these questions was affirmative then you were probably just having a disagreement which is much different from a true power play.
Abney Ramsay Associates: The 5 C's of People Managementalaynaduval
Traditional management models stress the development of detailed project plans and the rigorous observation of disciplined models. Developed by engineering and manufacturing organisations they assume workflows with controlled variables and fixed inputs, in short they assume that you are managing machines, not human beings.
Any experienced manager knows that you can follow the Gant Chart and spreadsheet every element to the finest degree, but the human factor will always be the element which bites back.
Failure to effectively engage with people management repeatedly causes projects to underperform, miss targets and fail, leaving managers who adhered to the traditional management models confused and frustrated. But effective people management actually relies on only five key skills, the Five ‘C’s:
Create
Build a team which is fit for purpose. Don’t try to use the wrong tool for the job and then complain that the hammer won’t make the screw work! This involves making the correct decisions on three elements.
The first is recruitment, the fundamental basis of the success of any business. If the right people aren’t coming into an organisation how can you expect the results to be successful? Hire the best people, hire the right people.
The second element is training. It is vital that you give people the skills they need to do a good job. If you have people who aren’t quite right, develop them. They will not only be better suited and more productive, they will be grateful for the investment and commitment.
Thirdly and finally a good manager must create the right team structure and set the boundaries. A robust set of measures for success, clearly explained and tracked with discipline will give your people the framework for success, and just as important, tells them how to succeed.
Executive Coaching designed to transform your leaders into influencers so that you can retain brilliant talent and improve your business results.
#executivecoaching #leadership #coaching
How do you stop wasting energy on “Power Plays” between people and teams? A client recently asked me this question. I’ll share my suggestions to minimize power plays in a moment but first it’s important to consider the effect of power plays on our energy and productivity.
Can you recall a conflict or power struggle you had with someone in the last few weeks? Did it improve performance or productivity for you or your team? Did it increase or decrease your energy level? Was it a waste of time and energy or did it save time or increase energy? If your answer to any of these questions was affirmative then you were probably just having a disagreement which is much different from a true power play.
Abney Ramsay Associates: The 5 C's of People Managementalaynaduval
Traditional management models stress the development of detailed project plans and the rigorous observation of disciplined models. Developed by engineering and manufacturing organisations they assume workflows with controlled variables and fixed inputs, in short they assume that you are managing machines, not human beings.
Any experienced manager knows that you can follow the Gant Chart and spreadsheet every element to the finest degree, but the human factor will always be the element which bites back.
Failure to effectively engage with people management repeatedly causes projects to underperform, miss targets and fail, leaving managers who adhered to the traditional management models confused and frustrated. But effective people management actually relies on only five key skills, the Five ‘C’s:
Create
Build a team which is fit for purpose. Don’t try to use the wrong tool for the job and then complain that the hammer won’t make the screw work! This involves making the correct decisions on three elements.
The first is recruitment, the fundamental basis of the success of any business. If the right people aren’t coming into an organisation how can you expect the results to be successful? Hire the best people, hire the right people.
The second element is training. It is vital that you give people the skills they need to do a good job. If you have people who aren’t quite right, develop them. They will not only be better suited and more productive, they will be grateful for the investment and commitment.
Thirdly and finally a good manager must create the right team structure and set the boundaries. A robust set of measures for success, clearly explained and tracked with discipline will give your people the framework for success, and just as important, tells them how to succeed.
If you cannot remain focused on your goals, you will lose momentum and fail to make the progress you desire. This soon leads to a loss of confidence and motivation.
Sink or Swim? Supporting the Transition to New Manager | Webinar 08.11.15BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
www.bizlibrary.com
Stepping into the role of manager for the first time has a unique set of challenges. Learn how to manage yourself as well as how to manage others. Slides taken from a class taught by Janet Aronica of Localytics. Learn more from the experts by visiting Intelligent.ly
Delegating More Effectively and Why It’s NecessaryTorya Primrose
Delegation is key to growing your business. Delegation is not that easy! Today, we’re going to figure out how you can delegate your extra work in a way that works and makes you comfortable.
One on One Meetings — The Good, The Bad and The UglyJose Bautista
One-on-One's can add a whole new level of speed and agility to your company. Let's first talk about why One-on-One's are a crucial part of the "operating system" of how a company runs and operate. Because, at the end of the day, a company lives or dies for:
- Getting the best people to join the company
- Keeping them engaged and productive
- Make the great decisions about what these people should work on
In this presentation, we explain the good, the bad and the ugly about One on One meetings.
The Five Dysfunctions of a Team is a business book by consultant and speaker Patrick Lencioni first published in 2002. It describes the many pitfalls that teams face as they seek to "grow together". This book explores the fundamental causes of organizational politics and team failure.
If you cannot remain focused on your goals, you will lose momentum and fail to make the progress you desire. This soon leads to a loss of confidence and motivation.
Sink or Swim? Supporting the Transition to New Manager | Webinar 08.11.15BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
www.bizlibrary.com
Stepping into the role of manager for the first time has a unique set of challenges. Learn how to manage yourself as well as how to manage others. Slides taken from a class taught by Janet Aronica of Localytics. Learn more from the experts by visiting Intelligent.ly
Delegating More Effectively and Why It’s NecessaryTorya Primrose
Delegation is key to growing your business. Delegation is not that easy! Today, we’re going to figure out how you can delegate your extra work in a way that works and makes you comfortable.
One on One Meetings — The Good, The Bad and The UglyJose Bautista
One-on-One's can add a whole new level of speed and agility to your company. Let's first talk about why One-on-One's are a crucial part of the "operating system" of how a company runs and operate. Because, at the end of the day, a company lives or dies for:
- Getting the best people to join the company
- Keeping them engaged and productive
- Make the great decisions about what these people should work on
In this presentation, we explain the good, the bad and the ugly about One on One meetings.
The Five Dysfunctions of a Team is a business book by consultant and speaker Patrick Lencioni first published in 2002. It describes the many pitfalls that teams face as they seek to "grow together". This book explores the fundamental causes of organizational politics and team failure.
Effective leaders transform performance with well-delivered, effective feedback. Here are 7 steps from the coach's playbook so you too can give feedback that transforms performance and gets results.
Did you miss any of the IQ Management tips over the past few months?
Do not fear! We've compiled them all into one handy place so you can get up to speed.
How to prepare for, receive and deliver great performance reviews that focus on growth, leadership, staying sharp and setting goals for yourself.
Not just for those in technology but any job industry.
Keeping people practically safe is vital but it is people’s wellbeing
and attitude to risk that poses a threat to the organisation’s
performance as you return to the workplace. This simple guide is to help managers promote a confident return to the workplace. And, if you have already started that transition, then these ideas will help you generate greater commitment for individual
performance and contribution.
How to Lead a Team Away from Burnout [BrightonSEO 2022]NeoMam Studios
Do you ever feel like you’re running on empty? You’re not alone. These past few years have not been kind to our minds. It doesn’t make it easier when you know your team is feeling overworked, overwhelmed, and less than fully engaged. Sending your managers to a mental health first aid course and rolling out wellness programs are good initiatives, but they won’t help your team if your leadership style is driving you (and them) to burnout.
In her presentation for BrightonSEO 2022, Gisele shared the tools she uses every day to prevent her team from burning out, no matter how challenging their job is or how busy they all are.
a presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goals a presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goals
Interview TwoExplain your approach to maintaining high stand.docxnormanibarber20063
Interview Two
Explain your approach to maintaining high standards and improving poor performance in a team.
I think the key is to hone in one the strengths and weaknesses of the team. See what works for each member and play to those things. As a group, working together may be a hard task, but is an essential key to completion of the main goal of the group. Communication is another major component of improving performance. On both levels, it is important everyone respectfully acknowledges corrective criticism.
How do you deal with difficult customers?
With difficult customers it is important that you listen to understand and not listen to respond. An angry or irate customer does not like too much back and forth conversation without much action. Be apologetic for the circumstances beyond your control do what you can within your level of ability and IF you can go the extra mile, it is important to do so. We have all been on the other side, so it is important to view every situation from the standpoint and ask, what would I have wanted to be done for myself?
Research Question
What is the impact of leadership style on employee's job satisfaction?
Team conflict management/ Team Communication
Resolving Team Conflict
· Prepare for Resolution
· Acknowledge the conflict
· Discuss the impact
· Agree to a cooperative process
· Agree to communicate
Understand the Situation
· Clarify positions
· List facts, assumptions and beliefs underlying each position
· Analyze in smaller groups
· Convene back as a team
· Reach Agreement
Team Communication
· Cohesiveness
· Sharing
· Professional Development
When a team is having conflict you have to acknowledge the issue in order to resolve the problem; by acknowledging the issue you will be able discuss the impact that the conflict is having on the group. Everyone in the group should agree to cooperate with finding a solution to end the conflict in order to get the group’s mission accomplished. In order for the process to work everyone will need to keep the line of communication open, with an open line of communication the team will need to come to an understanding of what the conflict is about. Everyone will not have the same perspective, so everyone should at least respect and acknowledge each of the team members’ opinions. Take everyone’s input and list facts, assumptions and beliefs underlying each position; once this is broken down go into smaller groups and analyze and dissect each position presented. By considering the facts, assumptions, beliefs and decision making that lead to other people's positions, the group will gain a better understanding of those positions. After the group dialogue, each side is likely to be much closer to reaching agreement. Now that all parties understand the others' positions, the team must decide what decision or course of action to take. With the facts and assumptions considered, it's easier to see the best action to take and reach an agreement. After reaching an agreem.
Resilience is essential for success in challenging times, and the BIG Buzz Oxfordshire Breakfast Briefing provided valuable insights. Lenah Oduor explored the five pillars of growth for a life-centered business, while Andy Bedwell shared tips on building and maintaining momentum. Emma Georgiou focused on building personal resilience for improved performance, and Andy Lambert shared strategies to harness the transformative power of social media. Delegates gained practical knowledge on enhancing customer experiences, staying motivated, and adapting to change, and now you can too!
1-1 meetings have the power to increase employee productivity and happiness at work. Here's what they are, why they matter, and how to implement them on your team.
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/
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.
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
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.
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.
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
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.
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
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
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
2. Clarify Expectations02
03
5 Tips
Set the tone01 04 Coach them into ownership
05 Let go
Manage teams for great results without micromanaging
Set the Direction
3. Set the tone
COMMANDS VS. SUGGESTIONS. If it's a command ensure your tone
reflects that. Otherwise your team might just think it's a suggestion.
01
BE THEIR BOSS, NOT THEIR PARENT. Perceive and treat them as
adults and professionals. Changing how you see the other person
can help you change how you interact with them.
02
4. Clarify Expectations
TIME & CONTENT OF DELIVERY. Be on the same page and be crystal
clear on what needs to be delivered including key milestones and by
when.
01
CONTINGENCY PLANNING. Agree before hand that they will give you
a heads-up if they sense that they need additional support or extra
time.
02
5. Set the Direction
DIRECTION SETTING MEETINGS. Determine the best frequency for
the team to get together for a crisp status/check-in call. Questions
to focus can include: What were last week's results/project
milestone status? What will you accomplish this week? Are there
known roadblocks stopping you in the progress of your task?
01
GET THEIR THOUGHTS FIRST. ASK THEM FOR THEIR APPROACH.
Whether it's a plan, problem solving or feedback, getting their inputs
first will ensure that you aren't unwittingly dominating the
conversation.
02
6. Coach them into ownership
COACH THEM INTO OWNERSHIP. Asking questions like "What do
you think is the best approach to getting this done?", "What might
be possible roadblocks?", "What are some ways we can handle
those roadblocks?", "What's a great outcome that you can think
of?", etc. will unlock their thinking and problem solving potential,
and move them into creativity and action.
01
GET THEIR THOUGHTS FIRST. I know I've repeated this point. You
know why. ;-)
02
7. Let go
FOCUS ON YOUR DELIVERABLES. You have set the tone, clarified
expectations, shared directions and checked in. Now is the time to
focus on what you need to do. You've earned it!
01
KEEP AN EYE ON THE MILESTONES. Have a reminder in your
calendar to check-in on the progress of agreed milestones, either in
1:1s or your next group meeting. If there's a miss, first be curious to
understand what happened, offer support and then provide
constructive feedback as necessary, preferably in a 1:1 setting.
02
8. Meera Remani Coaching
I wish you good luck!
Discipline and
Perseverance
P.S: Reach out to me if you have questions.