The document outlines various aspects of management practices, including managing relationships with bosses, change management, and effective communication strategies. It emphasizes the importance of evidence-based management, talent management, and developing managerial skills through feedback and continuous learning. Additionally, it discusses the significance of supporting employees in managing stress and the potential pitfalls of management derailment.

1. Management in 2010by Fluid January 2010

2. Contents3-4 Introduction to Fluid5-6 Managing your boss7-8 Move into management9-10 Managing change11-12 Managing expectations13-14 Exercise A15-16 Management fads17-18 Using comedy19-20 Management development21-23 Leader or manager?24-25 Exercise B26-28Evidence-based management29-30 Managing more effectively31-32 Challenging negative beliefs33-34 Power of persuasion35-36 Communicating with line managers37-38 Key to good talent management39-40 Improving your listening41-44 Managing the stress of others45-46 Cope with management derailment47-48 Case studies49-50 Exercise C 51-52 Conclusion and questions

3. Page 3Introduction

4. Page 4Introduction to FluidFluid Consulting Limited (Fluid) is a specialist human resources consultancy headed by Tim Holden MCIPD 10 years in banking10 years in Human Resources consultancyFluid trading since 2006The core services provided by Fluid are:Retention

5. Selection- Attraction- Remuneration & Reward - Outplacement- Training & HR consultancy

6. Page 5Managing your boss

7. Page 6Managing your bossChoose the right boss to begin with

8. Don’t let yourself be bullied

9. Evaluate your boss’s psyche

10. Work less

11. Make your move

12. Plan

13. Build your relationship

14. Make your boss look good

15. Prove you can do your manager’s job

16. Become the bossPage 7Move into management

17. Page 8Move into managementBe sure it’s what you want

18. Tell your boss

19. Try before you apply

20. Meetings are work

21. Ditch your workmates

22. Don’t expect love

23. Believe the corporate dream

24. Network with other managers

25. Keep learning

26. Ask for helpPage 9Managing change

27. Page 10Managing changeEnsure that there is a desire for change

28. Have a clear, shared vision

29. Plan for the long term

30. Involve your key communicators

31. Explain as early as possible

32. Reduce the fear factor

33. Participation and involvement are crucial

34. Identify the resources you need before you proceed

35. Keep employees happy and motivated

36. Face to face communication softens bad newsPage 11Managing expectations

37. Page 12Managing expectationsGet a crystal ball

38. No crystal ball? Try email

39. Look on the dark side

40. Beware of changing goalposts

41. I’m not that great, really

42. Don’t keep problems a secret

43. Know your boss

44. Expectations cut both ways

45. Being new

46. Avoid IT projectsPage 13Exercise A

47. Page 14Exercise A

48. Page 15Management fads

49. Page 16Acronym management

50. Blue-Sky management

51. Amnesic management

52. Anecdotal management