This document discusses managing problem employees and building high-performing teams. It provides tips for dealing with difficult personalities, such as staying calm and respectful, listening to understand their perspective, and searching for common ground. The document emphasizes focusing on principles over personalities to overcome obstacles and create vision and empowerment. It suggests defining an organization's vision, values, core processes, and behaviors to drive performance. Mini training seminars are proposed on topics like dealing with problem employees, building high-performing teams, and leadership strategies.

1. Max Dyer- A Case in
Basic Management
and Team Building
Skills
Is he going to
snap?

2. Max Dyer ... Take Aways
Lynne
Max
Nicole
Derek

3. Focus on personality....
 He is about to snap?
 He gives me the creeps
 He might be a copycat lunatic
 He hoards food, won’t make eye contact
 The “whole Max thing”
 Nicole – drama queen, gossip
 Prescriptions, personal hygiene
 How I get along with you, or not
 Fear and exaggeration

4. What does personality offer?
Plusses
 Known for who I
am
 Empathy
 This is a key driver in
workplace
interaction
 Understanding
Concerns
 Conflict never ends
 Confuse emotion
with work
 Source of many
“games” at work
 Have to work with
divergent
personalities
 Subjective

5. Speaking of Personality - How to handle a
problem employee
 Stay calm, and respectful
 Acknowledge - don’t endorse - emotions
 Listen to Understand, grow empathy
 “I want to help bring out the best in you,
You matter and are important, Have I got
it right?”
 Nothing works if the team doesn’t, search
for common ground and build on it
 Make threats from external sources, we
face them together.
 “What would you like to happen?”:

6. Role of Leadership...
Elevate the focus!
Personality
Principle
System

7. What does focus on Principle Offer?
Plusses
 Objective
 Higher goals
 Aspirational, foundati
on of Teamwork
 A way to overcome
obstacles
 Vision - empowering
Concerns
 What about
me, don’t I matter?
 Just another
management
technique?
 Lack of empathy

8. Principles for leaders to
keep in mind
 Believe in the Vision
 Champion the higher goal (3 men - cathedral)
 The art of diplomacy is letting other people
have your way (question your way to answers)
 Focus on factors over which you have control
 Gossip is corrosive and dangerous
 Group goals are loftier than individual goals

9. More wisdom from the pro’s
 Ambiguity and pressure are the proving
grounds for leadership
 Work arounds are risky
 Core principles/values work
 Guide by principle, not position. Use “we”
 Look for the kernel of truth in the
opposition
 Workplace culture matters

10. How to drive performance in
an organization
Vision Values Core Process
We will become a premier company, distinctive and
successful in what we do.....
Customers, Integrity, People, Teamwork
, Continuous Improvement, personal
initiative/responsibility, Service

11. Core Process
Culture of
Performance
Results
Strategy 3-5 years
Operations Yearly goals
People/leadership development
Key Success Factors
Customers
Investors
Employees

12. Behaviors
Low
High
Results
Low High

13. CEO
Sales/
Marketing
CFO
Design/
innovation of
business
Operations HR Legal CIO
TYPICAL ORGANIZATIONAL CHART

14. Mini Training Seminars
1. How to Deal with problem employees
2. How to build a high performing team or
work group
3. What are you going to do (Lynne Tabor).
Explain.
4. Leadership... How could this situation
have been prevented?