The document provides tips and strategies for goal setting, emotional intelligence, customer service, leadership, and personal growth. It discusses setting SMART goals with action, level, and deadline. It emphasizes listening to customers, apologizing, solving problems, and thanking them. It also discusses nurturing individual and collective identities through recognition and team building. Leaders are advised to reflect on their values and impact on company culture. Transformational leadership focuses on relationship building through mentoring. The document stresses the importance of aligning personal values with an organization for high job satisfaction. It identifies common fears that can hinder personal growth like fear of commitment, ridicule, failure, and unknown.
Motivating employees is about more than charisma and vision. To help employees perform their best, a great leader will provide feedback — the right kind, at the right time. Feedback is an essential tool for any manager, whether in a small business or a large corporation.
If you want to learn more about this topic: https://www.newsteer.com/resources/how-to-give-employee-feedback
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
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.
Motivating employees is about more than charisma and vision. To help employees perform their best, a great leader will provide feedback — the right kind, at the right time. Feedback is an essential tool for any manager, whether in a small business or a large corporation.
If you want to learn more about this topic: https://www.newsteer.com/resources/how-to-give-employee-feedback
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
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.
Twan Paes - Action Learning - balanced leadership - drive it, Shape it, own it!Certes
» Po co łączyć racjonalizm z emocjami?
» Jak Action Learning wpływa na rozwój zasobów ludzkich?
» Jakie kroki należy podjąć, by zintegrować Action Learning i LEAN?
18 warning signs you need to be a better manager... plus tips to improve!Halogen Software
Even the best managers are always looking for ways to improve (that’s what makes them great). No matter what your weaknesses are, we have tips – 18 of them – that will help you be your best.
Some of these managerial missteps may sound familiar:
- You constantly change your mind about project direction
- You say you keep an eye on things; your employees say you micromanage
- You're never wrong, no matter what happens
- You avoid dealing with employee issues until the situation gets out of hand
Check out this SlideShare, 18 Warning Signs You Need to be a Better Manager, and make it your year to shine as a manager.
Managing Global Teams remotely by Aun CommunicationEmilyPalmer47
This 20-mins-slide deck with audio was used in the webinar targeted at Japanese business managers on 30 April 2020 by Aun Communication - a coaching & consulting firm specialising in intercultural communication.
What does a product manager do when they aren't the ceo of their productAIPMM Administration
Occasionally, out of ignorance and lack of touch with working product managers, someone describes a product manager as the CEO of their product. Unfortunately, they are grossly overstating the level of power and authority given to product managers. CEOs lead and command authority because they are the highest ranking individual in the entire organization. They have ultimate and supreme power. People obey them. They are the boss.
A product manager, on the other hand, must persuade and motivate others without having any real power. The only tool the product manager has is the language they use, the spoken and written word.
So how do you get people to understand why a particular course of action is warranted? And how do you get them to do what you need them to do without being able to wield any power or authority over them? You can’t just talk louder, or keep repeating your point or resort to nagging or a temper tantrum. You have to use a particular language that is more effective. Strategic language. The key is in using carefully chosen language that addresses their Motivation Type.
Join our AIPMM Anthropologist, Paula Gray as she uncovers the key to more effective persuasion by understanding your audience’s Motivation Type. She will explain how to determine an individual’s motivation type and then how to strategically craft your language to address the core issues of each type.
Topics covered will include:
• What are Motivation Types and how people acquire them
• How to determine an individual’s Motivation Type
• How to speak to each Motivation Type to engage and persuade them
• How to speak to a group that is a mix of Motivation Types
About Paula Gray
Paula Gray is an anthropologist and the Director of Knowledge Development at AIPMM. She has traveled the globe to work with companies throughout the US, Europe, Africa and Asia-Pacific to help them gain a deeper understanding of their customers. She is featured in Linda Gorchels' book The Product Manager's Handbook and has contributed to several books on product management including The Guide to the Product Management and Marketing Body of Knowledge (ProdBOK). She is also the author of numerous blog posts, articles, and papers including Business Anthropology and the Culture of Product Managers.
Queens EDC Women's Power Networking Breakfast 11/5/14 - Juggling the Possibil...Jen Slaw
Queens EDC Women's Power Networking Breakfast 11/5/14 - Juggling the Possibilities!
with Jen Slaw
www.JenSlawSpeaks.com
How to Juggle it All: Work-Life Balance, Creativity and Change
As business owners, we all juggle a lot, and it is critical to learn how to achieve work-life balance, solve problems creatively and be receptive to change.
In this session, we explore:
How to Juggle it All: Achieving Work-Life Balance
- Skills to create a dynamic balance and strengthen connections between the aspects of life
- Organizational skills and tips for prioritizing
- Learn to focus on one thing at a time in the midst of many moving parts
- Benefits of flexibility, patience, and consistent practice
Discovering New Patterns: The Power of Creative Thinking
- Why innovation is key to your business
- Learn principles of creative thinking and problem solving
- How to distinguish your business from your competitors and wow clients with customized proposals
- How to generate creative, budget-friendly solutions
Catch the Change!
- Managing change and resistance to change
- Clear and effective communication strategies
- Building a unified team with confidence and a common goal
There are several essential skills required to be an effective communicator. These skills give you the edge when dealing with a powerful person in a conflict situation. This session considers both verbal and non-verbal communication behaviours and skills and how they can be applied when interacting with others.
Twan Paes - Action Learning - balanced leadership - drive it, Shape it, own it!Certes
» Po co łączyć racjonalizm z emocjami?
» Jak Action Learning wpływa na rozwój zasobów ludzkich?
» Jakie kroki należy podjąć, by zintegrować Action Learning i LEAN?
18 warning signs you need to be a better manager... plus tips to improve!Halogen Software
Even the best managers are always looking for ways to improve (that’s what makes them great). No matter what your weaknesses are, we have tips – 18 of them – that will help you be your best.
Some of these managerial missteps may sound familiar:
- You constantly change your mind about project direction
- You say you keep an eye on things; your employees say you micromanage
- You're never wrong, no matter what happens
- You avoid dealing with employee issues until the situation gets out of hand
Check out this SlideShare, 18 Warning Signs You Need to be a Better Manager, and make it your year to shine as a manager.
Managing Global Teams remotely by Aun CommunicationEmilyPalmer47
This 20-mins-slide deck with audio was used in the webinar targeted at Japanese business managers on 30 April 2020 by Aun Communication - a coaching & consulting firm specialising in intercultural communication.
What does a product manager do when they aren't the ceo of their productAIPMM Administration
Occasionally, out of ignorance and lack of touch with working product managers, someone describes a product manager as the CEO of their product. Unfortunately, they are grossly overstating the level of power and authority given to product managers. CEOs lead and command authority because they are the highest ranking individual in the entire organization. They have ultimate and supreme power. People obey them. They are the boss.
A product manager, on the other hand, must persuade and motivate others without having any real power. The only tool the product manager has is the language they use, the spoken and written word.
So how do you get people to understand why a particular course of action is warranted? And how do you get them to do what you need them to do without being able to wield any power or authority over them? You can’t just talk louder, or keep repeating your point or resort to nagging or a temper tantrum. You have to use a particular language that is more effective. Strategic language. The key is in using carefully chosen language that addresses their Motivation Type.
Join our AIPMM Anthropologist, Paula Gray as she uncovers the key to more effective persuasion by understanding your audience’s Motivation Type. She will explain how to determine an individual’s motivation type and then how to strategically craft your language to address the core issues of each type.
Topics covered will include:
• What are Motivation Types and how people acquire them
• How to determine an individual’s Motivation Type
• How to speak to each Motivation Type to engage and persuade them
• How to speak to a group that is a mix of Motivation Types
About Paula Gray
Paula Gray is an anthropologist and the Director of Knowledge Development at AIPMM. She has traveled the globe to work with companies throughout the US, Europe, Africa and Asia-Pacific to help them gain a deeper understanding of their customers. She is featured in Linda Gorchels' book The Product Manager's Handbook and has contributed to several books on product management including The Guide to the Product Management and Marketing Body of Knowledge (ProdBOK). She is also the author of numerous blog posts, articles, and papers including Business Anthropology and the Culture of Product Managers.
Queens EDC Women's Power Networking Breakfast 11/5/14 - Juggling the Possibil...Jen Slaw
Queens EDC Women's Power Networking Breakfast 11/5/14 - Juggling the Possibilities!
with Jen Slaw
www.JenSlawSpeaks.com
How to Juggle it All: Work-Life Balance, Creativity and Change
As business owners, we all juggle a lot, and it is critical to learn how to achieve work-life balance, solve problems creatively and be receptive to change.
In this session, we explore:
How to Juggle it All: Achieving Work-Life Balance
- Skills to create a dynamic balance and strengthen connections between the aspects of life
- Organizational skills and tips for prioritizing
- Learn to focus on one thing at a time in the midst of many moving parts
- Benefits of flexibility, patience, and consistent practice
Discovering New Patterns: The Power of Creative Thinking
- Why innovation is key to your business
- Learn principles of creative thinking and problem solving
- How to distinguish your business from your competitors and wow clients with customized proposals
- How to generate creative, budget-friendly solutions
Catch the Change!
- Managing change and resistance to change
- Clear and effective communication strategies
- Building a unified team with confidence and a common goal
There are several essential skills required to be an effective communicator. These skills give you the edge when dealing with a powerful person in a conflict situation. This session considers both verbal and non-verbal communication behaviours and skills and how they can be applied when interacting with others.
Building a Human Resources Program for VeterinariansOculus Insights
Dr Mike Pownall and Katie Ardeline presented a full day session during the Oculus Insights 2017 EU Summits in Amsterdam on creating a Human Resource Program for any type of veterinary practice.
Build it | Glenn Elliott & Debra Corey | A guide to the best Employee Engagem...Muhammad Nizam Uddin
Build It: The Rebel Playbook for World Class Employee Management by Glenn Elliott (A software engineer by training and MBA drop out by choice, it took a ten-year corporate career for him to understand how employee disengagement feels.) & Debra Corey (Author, speaker, global rewards director and employee engagement rebel).
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.
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
[Slideshare] Cracking the Employee Engagement Code - Workforce GroupWorkforce Group
On a scale of 1-10, how would you rate the effectiveness of your employee engagement strategies? How would your employees rate it?
As a leader, do you find it challenging to engage your direct reports effectively? What would you consider "an engagement strategy"? Do your employees lack the motivation to perform their daily tasks? Are you worried about their dedication or commitment levels? If yes, there is a good chance that your Employee Engagement methods are ineffective.
Many organisations are aware of the importance of employee engagement, yet, many leaders struggle to create the right strategies and implement the best engagement practices. In the same vein, extensive research has proven that the rate of engagement of an employee is directly proportional to the quality of work output and the level of commitment to that organisation.
Therefore, what practices can business leaders adopt to drive emotional connection, foster loyalty, and encourage their employees to bring their best selves to work every day?
This slide deck provides proven engagement strategies that business leaders can deploy to drive employee engagement, motivation and performance.
In the deck, we share how you can crack the employee engagement code.
Adopt the best practices shared in this deck to improve employee development and effectiveness, invariably reducing employee burnout and leading to better business outcomes.
Learn how to engineer a shift from robotic compliance-driven practices to genuine commitment-driven initiatives where employees thrive and perform optimally by downloading this deck today.
Map Out the Trends of Your Top People
Engaged sales people produce 28% more revenue
Source NCFC
The Recruitment Blueprint™ helps you map out the trends of your most successful people.
At a glance you can identify the behavior, cultural fit and aptitude. Quickly evaluate the people that fit culturally and perform well. Identify skills gaps and training needs at a glance.
Create actions plan, set deadlines and record the results while you continuously build a knowledge base of how to build the dream team.
Contact us now for a free trial.
Use the Attrition & Average Fee Calculators to work out the true costs of recruiting.
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!
This is an extract of CCCA's coaching methodology developed over a decade+ of Contact Center Experience from different perspectives at various organizational levels in different industry leading Contact Centers and BPOs. This document is intended to help First Level Managers (Supervisors, Team Managers, Team Leads, Trainers or Quality Representatives) improve their coaching skills in any call center world wide. It discusses techniques and insights, as well as introduces tools which will take your coaching to the next level!
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
1. Goal Attainment
• Well Written Goals have at least 3 parts
Action, Level, Deadline
“I will sell 10 widgets by six o’clock”
• Post goals where you can see them as reminders
Place on fridge/desk, in your phone
• Check to see who has the highest sales on your team
Ask those top performers to share their strategies will you
• Talk to others about your goals
Friends/coworkers/family will support you
• Celebrate when you’ve achieve your goals
Treat yourself to something you really enjoy
2. Emotional
Intelligence
• A manager increases their ‘Emotional Intelligence’ by being more
aware of, and in control of their emotional responses.
• At SHB we measure a manager’s ‘EI’ thru surveys where the
employees rate them on their ability to Motivate (‘Feel Good’).
• Healthy People seek positive environments, and positive
relationships that keep them feeling appreciated and safe
• Unhealthy People seek negative environments, and volatile
relationships that keep them feeling anxious and argumentative
• At SHB we are all doing the best we can to attract, recruit,
develop and retain those with healthy predispositions.
3.
4.
5. The Regal Response
• L Listen to the guest concern completely
Don’t interrupt, Nod, Keep eye contact.
• A Apologize for the inconvenience
As the guest continues- agree with aspects of their
story to gain credibility. Slip in apologies as they
continue. Summarize the issue when they are done
• S Solve the problem and serve the guest
Explain to the guest what your plan of action is.
Let them know to ask for you personally (Your
Name) if the problem is still not resolved.
• T Thank them for their patience and understanding
This is where you ‘win the guest over’. Focus more
on making sure they left feeling they can count on
you; opposed to whether they were right or wrong.
6. Individual and Collective
Identities
• People have an ‘Individual Identity’ which needs to
be NURTURED.
“Afiya has stepped up with projects and our team is
better for it”
• People have a ‘Collective Identity’ which needs to be
NURTURED.
“SHB- Many people, One Team; 25 years and still going
strong”
• Effective leaders NURTURE both teammate Identities
each and every day
Thru Email, Texts, Phone Calls, One on Ones, Shark-Bites,
Social Gatherings, Team Projects, Business Ventures.
7. Leadership Values &
Impact on Culture
Organizational
Needs
Leader
Values
Worker
Attitudes
Worker
Behaviors
Team Results
I drew this up to illustrate clearly what a system’s process flow looks like. Typically, the
organization is looking for a specific result, and then the leader must decide how she is going
to organize people and tasks in order to accomplish/improve the team results.
Many business books define a Work Culture as the end result of a 1) Leader Values 2) Worker
Attitudes 3) & Worker Behaviors. As you can imagine, this important blend can have a huge
impact on team results.
I try and reflect on my values and actions each day in an effort to meet the needs of our
organization as well as those of our workers.
8. Transformational
Leadership
• A Transformational Leaders is devoted to improving performance thru
the process of genuine relationship building; person by person.
• These leaders involve, inspire, and share methods in an effort to
transform teammates into higher functioning human beings
• These individuals put more emphasis on the process of education and
mentoring over the success of any one personal and team ‘transaction’
• These benevolent leaders connect emotionally with their teammates,
and are careful to protect worker self esteem when giving feedback
• Transformational leaders go ‘brain to brain’ with players to increase
morale, create goals, and strategize together about the most effective
ways to achieve personal and organizational objectives.
9. Core Job
Dimensions
• Skill Variety
Thru scheduling and changing what we ask
workers to do from shift to shift.
• Task Identity
By reviewing contracts, scripts, meeting topics
repeatedly until actions become habits
• Task Significance
By tying in how a regal challenge is linked to a
current personal goal or future professional one
• Autonomy
By playing your position with confidence and by
trusting workers and giving them space to take
risks and grow
• Feedback
By offering useful feedback in a neutral or
positive way. By showing how a worker can use
their strengths to tackle challenges thru goal
setting, assessment, and coaching
10. Leadership & Worker
Predisposition
Promotion Focus (Offense)
• Focus on Positive Outcomes
• Open to Change
• Creative, Eager, Fast
• Risk Taker
• Emotional Commitment
• Innovative Change Agents
• Focus on Quantity & Speed
• Positive Attitude
• Justice Orientated
Prevention Focus (Defense)
• Focus to avoid Neg Outcomes
• Resistant to change
• Skeptical, Hesitant, Paced
• Risk Averse
• Emotional Detachment
• Mastery of Current System
• Focus on Quality & Efficiency
• Negative/Neutral Attitude
• Detail Orientated
11. High Satisfaction
Your Values
Organization
Values
High Satisfaction
When choosing a company to work for- make sure their values are in line
with your own values. What does that company stand for? What products
are they selling? How do they treat their people?. What type of tasks are
required for you to handle? Is the job description in line with your DNA? Is
the culture in line with your upbringing? If so- you have what is called
‘congruency’, and chances are that you experience a great deal of
satisfaction at work because your goals are properly aligned with the
company objectives.
12. High Conflict
Org
Values
When a worker feels that their values are not in line with those of the
organization, they can feel tension and frustration. These negative feelings
can lead to lower performance, and other negative workplace behaviors. If
left unresolved, this cycle of conflict will create a toxic environment which
leaves both workers and supervisors feeling unhealthy.
At SHB, I know we sometimes feel at odds with certain regal decisions; but on
the other hand we have a great deal of autonomy which allows us to pursue
mentoring and other people first community service projects.
13. Quick, Informal
Surveys
• A very fast way of establishing rapport with employees is through the use of asking
simple questions. This type of work place ‘engagement’ is highly effective for
transferring knowledge between you and your coworkers.
• A good question which facilitates sharing is “What motivates you most at work?” The
exchange that follows the question is likely to: show an employee that you care, gives
you an opportunity to put a worker in a favored position, teaches you something about
that person and your work environment. A worker is likely to respond to this question
with something that motivates them like “Learning new things”.
• Another effective question to ask is “What one or two changes can we make which
would alleviate stress for you at work?” Here an employee is likely to respond with
something that de-motivates them like “I would schedule more workers during a rush”.
• In both cases you as the leader can help the employee. If there is a situation that cannot
be helped like “I hate working Saturdays” you at least have an opportunity to explain
why we have to keep things the way they are. Even in this scenario you can use the
opportunity to thank your coworker, and maybe even share with them how you at times
feel the same way about a particular policy.
14. The Performance Zone
Blue Zone- The Filtered In Recruits
Purple Zone- The Striving Rookies
Orange Zone- Step up or Step Out
Green Zone- Mng & Emp Solid Potentials
Red Zone- Mng & Emp High Potentials
16. Korman, and Self Esteem
• Individuals have a high tendency to achieve to the level
that their leaders believe they can.
• Past performances (school, exercise, work) become
habit. Effective Coaching can help those with a habit of
poor performance to break the cycle.
• The more a person succeeds in the past, the more they
are likely to succeed in the future. Same is true with
failure.
• Groups (collective Identity) that ‘win’ in the past- are
likely to ‘win’ in the future. Same is true with failure.
• Cultures that protect, nurture, cultivate self esteem are
healthier and more productive than those that do not.
17. People and Production Max
•The Whole Point of our manager “MC” ratings system is to ensure that we
are maximizing our ability to make employees feel great while at the same
time making the company as much money as possible.
•SHB scores a 9.9 on the management grid below day in, and day out.
18. G.R.O.W. Discussions & Goal Setting
• Goals
Managers & Employees sit together and work on setting employee goals that
will help lift team production
• Reality
Managers & Employees identify strengths that have led to the reality of the
employee’s overall performance
• Opportunities (avoid the terms ‘weakness’ or ‘weaknesses’)
Managers & Employees identify and list new or improved behaviors that give
the employee the opportunity to grow to higher levels in the organization
• Wrap up
Manager and Employees summarize the discussion by identifying what goals
have been established, and make specific plans for a follow up meeting to
check up on progress
19. Delivering Feedback
Effective Questions to start off employee appraisal discussions
• What is most surprising to you about your performance appraisal scores?
This question will help narrow attention and focus to areas that are concerns to the employee.
Establishing these priorities will save time and address issues most important to the employee.
• What score(s) do you think is most on target? Why?
This question will help employees establish confidence as they gravitate toward good scores that
communicate success. It might also give an employee the opportunity to identify lower scores
they agree with and need to improve on.
• What score(s) do you think are off target? Why?
This question allows the employee an opportunity to address places where they feel that they
received too little or too much credit. Managers have to be accepting and open to a difference of
opinion at this phase of the process. This is a good time to establish that a difference of opinion is
ok- and that what is more important is that the manager and the employee come together to
discuss strategies that will work in the future.
• What new behaviors and strategies do you think will have the biggest impact
on increasing your overall score?
This question allows managers to see if the employee is focused on the same solutions that the
manager is focused on. It is important for managers to clarify positions and to leave the employee
feeling that with a bit more focus and effort that improvement is within reach.
Express confidenceduring your exchanges. Avoid being defensive concerning areas of disagreement.
Steer clear of hurtful language, and or personal attacks. Remember to set up a date in the near
future to check on progress.
20. 4 Fears that
Impact Personal Growth
• Fear of Commitment
“I’m not going to give 100%, that way if I am uncomfortable I can
just give up and not feel bad about it”
• Fear of Ridicule
“People are going to make fun of my decision to go in a new
direction, especially if I struggle at first”
• Fear of Failure
“What if I try something new and I am terrible at it? I might look
back and see that my comfort zone is gone”
• Fear of the Unknown
“I know exactly what I have now, so it is better to live with that
than it is to take a risk”