This document provides an agenda and materials for a workshop on managing people. The agenda includes discussions of management fundamentals, a case study, assessing jobs and teams' behavioral patterns, setting job targets, and a software demonstration. The document seeks to help managers maximize their effectiveness with individuals and teams by aligning strengths and job requirements.
Leadership Accelerator: Unleashing Potential in Younger Employees.pptxDennis Van Aelst
We recognize that our young professionals possess immense talent, fresh perspectives, and boundless energy. We believe in their potential to become the next generation of exceptional leaders. That's why we have developed this transformative program designed specifically to harness and amplify their abilities.
Leadership Accelerator: Unleashing Potential in Younger Employees.pptxDennis Van Aelst
We recognize that our young professionals possess immense talent, fresh perspectives, and boundless energy. We believe in their potential to become the next generation of exceptional leaders. That's why we have developed this transformative program designed specifically to harness and amplify their abilities.
Leading with heart requires us to look within ourselves to learn how to create a culture in our program where all staff feels valued, respected, and celebrated. Administrators will break down and assess how to set clear standards, set an example for the team, and ultimately create a culture of retention and motivation.
Is Performance Appraisal: Salary Justification or Employee Development? Gatto Associates, LLC.
Is Performance Appraisal: Salary Justification or Employee Development?
I was coaching a mid-level executive last week and we together reviewed his performance appraisal document that had just been given to him by his boss. In fact, his performance appraisal was anything but an appraisal of his performance!
Attendees learned valuable strategies on how to use compassion to prepare for their coaching sessions:
* Set a positive climate that fosters respect
* Focus on long-term development— not on altering short-term performance
* Discover your employees’ personal goals
Part Two of our 3-part series took place on Tuesday November 29 at 2 pm ET. Join us as Teleos’ scholar-practitioners, Suzanne Rotondo and Gretchen Schmelzer share how you can:
* Deepen the conversation with your team
* Get the feedback you’re looking for
* Build on the coaching reflections from Part One
Improving Veterinary Team Communication - AAEVT 2018Oculus Insights
Dr. Mike Pownall presented on improving communication between veterinary team members for the annual convention of the American Association of Equine Veterinary Technicians.
Is Performance Appraisal Salary Justification or Employee Development? Gatto Associates, LLC.
What have performance appraisals turned into?
• Ways to justify the distribution money,
• A play it safe approach by not giving too high or too low a rating,
• A once a year necessity, a drudgery for the boss and employee
• A justification game that organizations have to play
• An untruth based on taking a 5-point scale that turns into a 3-point scale
Strengths in Teams - UACPA 2016 Leadership AcademyDan Griffiths
It’s in our nature to associate with others that are just like us. The trouble is that teams tend to perform better when composed of members that have different, but complementary strengths. In this session, learn how to: Build a team on the foundation of shared values. Assemble and lead high-performing teams. Leverage the unique strengths of each team member to enhance team performance.
Breaking Bad at Work...Managing People with Love and LogicDon Johnson
Trends and research all tell us to start managing people smarter. Times have changed tremendously from the industrial age. Make sure your organization and leaders stay transparent and build trust for the best return from your #1 asset.
Leading with heart requires us to look within ourselves to learn how to create a culture in our program where all staff feels valued, respected, and celebrated. Administrators will break down and assess how to set clear standards, set an example for the team, and ultimately create a culture of retention and motivation.
Is Performance Appraisal: Salary Justification or Employee Development? Gatto Associates, LLC.
Is Performance Appraisal: Salary Justification or Employee Development?
I was coaching a mid-level executive last week and we together reviewed his performance appraisal document that had just been given to him by his boss. In fact, his performance appraisal was anything but an appraisal of his performance!
Attendees learned valuable strategies on how to use compassion to prepare for their coaching sessions:
* Set a positive climate that fosters respect
* Focus on long-term development— not on altering short-term performance
* Discover your employees’ personal goals
Part Two of our 3-part series took place on Tuesday November 29 at 2 pm ET. Join us as Teleos’ scholar-practitioners, Suzanne Rotondo and Gretchen Schmelzer share how you can:
* Deepen the conversation with your team
* Get the feedback you’re looking for
* Build on the coaching reflections from Part One
Improving Veterinary Team Communication - AAEVT 2018Oculus Insights
Dr. Mike Pownall presented on improving communication between veterinary team members for the annual convention of the American Association of Equine Veterinary Technicians.
Is Performance Appraisal Salary Justification or Employee Development? Gatto Associates, LLC.
What have performance appraisals turned into?
• Ways to justify the distribution money,
• A play it safe approach by not giving too high or too low a rating,
• A once a year necessity, a drudgery for the boss and employee
• A justification game that organizations have to play
• An untruth based on taking a 5-point scale that turns into a 3-point scale
Strengths in Teams - UACPA 2016 Leadership AcademyDan Griffiths
It’s in our nature to associate with others that are just like us. The trouble is that teams tend to perform better when composed of members that have different, but complementary strengths. In this session, learn how to: Build a team on the foundation of shared values. Assemble and lead high-performing teams. Leverage the unique strengths of each team member to enhance team performance.
Breaking Bad at Work...Managing People with Love and LogicDon Johnson
Trends and research all tell us to start managing people smarter. Times have changed tremendously from the industrial age. Make sure your organization and leaders stay transparent and build trust for the best return from your #1 asset.
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.
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
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
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
3. Ice Breakers
• What’s the most cherished thing you have ever lost? And, What’s the
best thing you have ever found?
• What subject would you like to learn more about?
3
4. Ground Rules
• Camera On if possible
• Fully focused; no multi-processing
• Avoid side chatter on Zoom or Slack; bring it to the Group
• Raise your hand to speak.
3
5. Agenda
• Management Fundamentals
• Case Study: Liz and John
• Me and My Team At-a-Glance
• Scorecards
• Action Planning
• What do you manage?
• Job Assessment Activity
• Software Demo
6. According to the American Management Association:
A survey conducted of 75 members of the Stanford Graduate School
of Business Advisory Council rated _______________ as
the most important competency for leaders to develop.
self-awareness
- AMA
2013 Critical Skills Survey
7. According to the Gallup Employee Engagement Survey:
A survey conducted of 30,628 employees by Gallup showed that
_____________ of the employee experience is related to manager
relationships.
70%
- Gallup
2017
8. Goals
• Maximize your effectiveness working with the individuals on your team
• Align your team and identify team strengths to improve team
interactions and outputs
• Identify the job requirements of the roles on your team
3
9. Employee Engagement…
Does it matter?
• A Gallup study of 50,000 businesses found that:
• Organizations in the top half of employee engagement are
twice as likely to be successful than organizations in the
bottom half.
• Those at the 99th percentile of engagement have four
times the success rate of those in the bottom half.
• Gallup's research found that _____________is primarily
responsible for employee engagement levels.
the manager
- Gallup:
2015 Strengths Meta-Analysis
10. What does an engaged employee look like?
• Let’s brainstorm attributes of an
engaged employee.
11. What does an engaged employee look like?
An engaged employee:
• Is committed and will go above and beyond
• Is passionate and takes personal ownership for the quality of their work
• Paints a positive image of the organization and recommends it and its
products/services to others
• Understands how their work results in meaningful outcomes
• Vigorously pursues the organization's goals
• Wants to come to work!
How did we do?
12. What Are Business Critical Manager Responsibilities?
• 1 to 1s
• Team Meetings/Standups
• Delegation/Empowerment
• The ”Platinum Rule”
13. 1 on 1s
If I’m already talking to my team every day, do I still need to set
weekly 1 on 1s?
YES, it’s business critical
14. Formal vs. Informal Communication
Formal communication is one that passes through predefined
channels of communication and creates structure, and
accountability.
Informal communication refers to the form of communication
which flows in every direction, i.e. it moves freely in the
organization, multi-directional, and in the moment.
15. Formal vs. Informal Communication
40—60% of on the job learning takes place through informal
communication. It’s important to create an environment that
enables this to happen.
Formal communications drive commitment, support, and
accountability. One on ones allow employees to outline
successes, concerns, and challenges. They create a safe space
for you to connect with your employee as a human being.
17. A Great Manager Listens, and Creates Trust
• Affirm their perspective first
• Disclose your weaknesses, places where you’ve stumbled
• Be unconditionally on their side/team, even (and especially)
when giving them blunt feedback about opportunities for growth
• Respect them as a person, not just a performer of tasks; treat
them as a peer
18. Start With an Open Ended Question
• How are you feeling?
• What is on your mind?
• What are you most excited about?
• What are you most worried about?
19. Team Meetings/Stand Ups
By hosting regular team meetings, you’ll create a culture of
shared values and open communication. These meetings should
be a safe space where the team learns about each other’s
preferences, discusses new ideas, and develops a sense of
belonging.
Team meetings are where a group of peers get to know each
other, and where the presence of a common supervisor helps
peer interaction to develop
20. Team Meetings/Stand Ups
Connections are the heart and soul of how teams function and
company cultures are born.
70% of an employee’s employer experience comes from the
interactions with their manager.
This is a chance to establish the culture and dynamic you want!
21. What Do Great Meetings Look Like?
Great meetings:
• are interactive, convey a message clearly, and evoke an
intended emotion – whether inspiration, trust, pride, courage, or
empathy.
• discuss ideas and exchange feedback about team projects and
work in progress.
• get everyone on the same page about what success for key
initiatives looks like, clearly frames decisions and known
concerns, and ends with agreed-upon next steps (including
when the next check-in will be)
22. What Do Great Meetings Accomplish?
• Building psychological safety
• Setting goals and motivating
• Keeping employees engaged
• Communicating effectively
• Driving accountability
• Unblocking issues
23. Delegation and Empowerment
If you had to take an unexpected week off work, would your
initiatives and priorities advance in your absence?
Why or why not?
24. Delegation and Empowerment
If you had to take an unexpected week off work, would your
initiatives and priorities advance in your absence?
Why or why not?
25. What Holds Us Back from Delegation?
• The belief that employees cannot do the job as well as the
manager can.
• The belief that it takes less time to do the work than it takes to
delegate the responsibility.
• Lack of trust in employees’ motivation and commitment to
quality.
• The need to make one’s self indispensable.
• The enjoyment of doing the work one’s self.
• Guilt associated with giving more work to an overworked staff.
26. What Does Delegation Unlock?
Managers are responsible for developing their employees to
ensure that they are well trained, to identify future leaders, and to
prepare their own successor when they move up or move on to
other organizations.
Delegating responsibility is a powerful statement to employees
about how much they are trusted and how competent and valued
they are considered to be to the company.
27. The Delegation 4 Step
• Start with your reasons.
• Inspire their commitment.
• Engage at the right level.
• Practice saying “yes,” “no,” and “yes, if.”
28. The Platinum Rule and the Whole Employee
1. Treat others the way THEY want to be treated
2. When you hire someone, you hire that entire person, and you
hire their entire family.
30. Agenda
• Management Fundamentals
• Case Study: Liz and John
• Me and My Team At-a-Glance
• Scorecards
• Action Planning
• What do you manage?
• Job Assessment Activity
• Software Demo
31. Liz and John
Case Study • Part 1:
• Turn to the case study in your Journal.
• Read through the interaction between Liz and John.
• Jot down your ideas in Thoughts and Observations.
John
Teller
7
32. Liz and John
• Debrief
• What’s at stake?
• Who was right?
• Who was wrong?
7
33. Liz and John - Continued
Liz, Branch Manager John, Bank Teller
1. Return to your group to examine Liz and John’s PI Patterns.
2. Answer the questions on page 8.
8
34. 1. What is Liz’s strongest Factor (farthest from the Midpoint)?
2. What is John’s strongest Factor?
3. What does John need in order to be productive?
4. What adjustments did you recommend for Liz?
Liz, Branch Manager John, Bank Teller
Debrief
8
35. Average managers play checkers...
Average managers play checkers while great managers play chess. The
difference? In checkers, all the pieces are uniform and move in the same
way; they are interchangeable. You need to plan and coordinate their
movements, certainly, but they all move at the same pace, on parallel
paths.
In chess, each type of piece moves in a different way, and you can’t
play if you don’t know how each piece moves. More important, you won’t
win if you don’t think carefully about how you move the pieces.
Great managers know and value the unique abilities and even the
eccentricities of their employees, and they learn how best to integrate them
into a coordinated plan of attack.
– Marcus Buckingham
9
36. Me and My Team At-a-Glance
X
X
1. Enter your pattern in the ME
column:
a. X’s for your highest and lowest
Factors
b. Dots for your remaining Factors
Work through an example together:
Your Pattern
10 - 11
37. 2. Enter your team’s highest and
lowest Factors in the TEAM
column:
a. Select a team member
b. Place their initials in the appropriate
location (highest and lowest Factors
only)
c. Continue with the remainder of your
team
Me and My Team At-a-Glance
JS
JS
X
X
Jane Smith
10 - 11
38. Me and My Team At-a-Glance Questions
Turn to your Journal
1. Do you share Factors in common with your team? If so, which
one(s)?
2. Which Factor (either high or low) is shared by the greatest
number of people?
3. What stands out to you about the overall pattern of your team?
4. What might this mean for how your team functions?
10 - 11
41. Scorecard Action Plan: Peer Review
Confidentiality is critical; please do not share names.
Round 1:
Person A: Describe your thinking
• Individual’s pattern
• Why you selected them
• Your “ah-has”
• Your action plan
Person B: Ask clarifying questions
• Action plan must be measurable and time-bound
• Example: What will you put on your calendar?
• When will this be complete?
Round 2: Switch roles.
10 - 11
42. Scorecard Debrief
Confidentiality is critical; please do not share names.
Describe any insights you gained during your discussions.
• What did you learn about your management style with this individual?
• What is your action plan? How did it improve during the discussions?
10 - 11
43. Scorecard Action Plan Review
1. Confidentiality is critical; please do not share names.
2. Describe:
• The person’s pattern
• Your “ah-has”
• Your action plan
3. The group will provide feedback:
• Successful strategies they have used
• Action plan suggestions (measurable and time bound)
10 - 11
44. What Do You Manage?
Manage the PERSON Manage the JOB
23
45. Managing Jobs
• For every person, there are two tasks:
Manage the PERSON Manage the JOB
What does the
organization need
from this job?
23
46. What is the shape of the peg?
(The person)
• Administer the Behavioral and
Cognitive Assessments
What is the shape of the hole?
(The job)
• Complete a Job Assessment and
Set Job Targets
Job Fit
47. Job Assessment Activity
Choose a job we all understand:
• A current opening
• A job you hire for frequently
Turn to page 24
Work in a small group.
Identify: What items on the list are:
• Important to the success of the role
• Performed frequently
• Hint: Ask: “Is this something that would
be discussed in a review
conversation?”
Work to gain agreement.
• Don’t give in too easily!
24
48. What did you discuss? How did you gain agreement?
• Further discuss the item
• Further discuss the position
What can the Job Target conversation do?
• Alignment in the organization
• Clear expectations for the person hired
Job Assessment Debrief
23
49. Set a Job Target in the Software
• Job Assessment
• 10–15 minutes
The Big Idea
Find someone who
likes to do these
things!
52. What if…
What if you knew the Job Targets
of all the positions in your
company?
What could you do with that
information?
53. The Predictive Index Software
Software Demo and Practice
1. Find the behavioral patterns of your direct reports.
2. Send a PI Behavioral Assessment to a colleague.
3. Send a Behavioral Assessment to someone in your family or a friend.
54. Knowledge Check with Hints
• Turn to page 28 in your Participant Journal.
• Work with a partner:
• You have two sets of questions and answers.
• One person selects Question Set A; the other selects Question set B.
• Start with Person A: Ask your partner the first question.
• Use your knowledge and the hints provided to help them get the
correct answer.
• Continue until all the A questions have been answered.
• Switch roles.
• Try not to TELL…just coach someone to get the answer!
28 -29