1) The document outlines 7 common assumptions made when engaging a new leader: that they understand expectations, will fit in with the leadership team, their new team will embrace them, they have people skills to manage a team, sufficient resources to deliver results, are emotionally resilient, and will ask for help when needed.
2) It recommends clearly communicating expectations, providing an honest overview of team dynamics, supporting the leader through potential challenges with their new team, ensuring they have leadership training and coaching, managing expectations about resources, watching for signs of stress, and providing executive coaching to help maximize their impact in a crucial early period.
3) Executive coaching can support new leaders in managing difficult situations and developing skills to achieve results
Have you considered using a coach, but not sure of what all it entails. View this presentation to learn what coaching is and is not. Find out if coaching makes sense to help you grow your business.
Sink or Swim? Keys to Helping Newly Promoted Managers Succeed | Webinar 05.13.15BizLibrary
Newly promoted managers face long odds for success. In fact, most of them fail. The sad truth of the matter is the failure rates for newly promoted managers can be attributed more to organizational failures than to the failures or shortcomings of the managers themselves. So, what can we do as HR and learning professionals to change the odds of success? In this program, Chris Osborn of BizLibrary will discuss effective strategies to tilt the odds towards success. After all, we promote people because we see them having the potential to succeed in their next role. So let's figure out effective ways to facilitate that success with changes in our approach to learning and development, support, and socialization.
www.bizlibrary.com
Have you considered using a coach, but not sure of what all it entails. View this presentation to learn what coaching is and is not. Find out if coaching makes sense to help you grow your business.
Sink or Swim? Keys to Helping Newly Promoted Managers Succeed | Webinar 05.13.15BizLibrary
Newly promoted managers face long odds for success. In fact, most of them fail. The sad truth of the matter is the failure rates for newly promoted managers can be attributed more to organizational failures than to the failures or shortcomings of the managers themselves. So, what can we do as HR and learning professionals to change the odds of success? In this program, Chris Osborn of BizLibrary will discuss effective strategies to tilt the odds towards success. After all, we promote people because we see them having the potential to succeed in their next role. So let's figure out effective ways to facilitate that success with changes in our approach to learning and development, support, and socialization.
www.bizlibrary.com
How To Build An Assertive Team by Prakash RanaPrakash Rana
How To Build An Assertive Team
Everyone, from management to the workforce, agrees that a strong and united culture is key to the success of the business. It is the mindset and beliefs that guide workplace behavior and decision-making in the company.
Whatever culture the leader wishes to cultivate has to become part of everyday business. It should be evident in every aspect of the business and every decision, no matter the department. As a leader, you make those working with you stronger when you use your power to make them more confident.
Motivation and inspiration are inseparable. In order to set a benchmark at workplace, we should love what we work. This is what inspires others as well. Inspire in order to get inspired at work.
6 things you're doing to demotivate your staffSandglaz
Before looking at ways to motivate your staff, you must look at how you demotivate them. You might not even be aware that what you do demotivates your staff.
Disenchanted employees skyrocket turnover rates, often leaving companies without the workers they really needed to retain.
While most employers make the mistake of thinking that money will improve any issues related to employee motivation, you probably know by now that money usually doesn’t buy employee happiness.
What does? Helping employees feel in control of their environment. So what are you doing wrong, and how can you motivate your staff again?
7 Questions About Employee Motivation. Questions for discussion purposes about the impacts of different motivation techniques in the work place.
Employee, Employer, Motivation, Motivation Techniques, Employee Motivation, Impact, Employee, Employer, Questions, Challenges, Employee Types, Organisational Behaviour, Organizational Behavior, Effectiveness, Organizations, Management, Study, Education, Orientation to Work, OB.
Emotional Intelligence: is at the core of this process: This is about building self awareness and self belief in order to achieve your full potential and to be able to maximize your performance in all areas of your life.
Coaching generates Emotional Intelligence through an understanding of SELF.
Emotional awareness increases PEAK PERFORMANCE, which in turn increases bottom line profit.
Trigger Strategies - Brand Influence and Presence - The 3 Keys to the C-Suite...Neil Thornton HBA, MA
A new report for the Human Resource Professionals Association, directed to the Human Resource manager. Brand, Influence and Presence are the 3 keys to success.
This is a power point presentation I made at the RV College of Engineering to pre-final year students. The Program is meant students as leaders for the corporate world.
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
How To Build An Assertive Team by Prakash RanaPrakash Rana
How To Build An Assertive Team
Everyone, from management to the workforce, agrees that a strong and united culture is key to the success of the business. It is the mindset and beliefs that guide workplace behavior and decision-making in the company.
Whatever culture the leader wishes to cultivate has to become part of everyday business. It should be evident in every aspect of the business and every decision, no matter the department. As a leader, you make those working with you stronger when you use your power to make them more confident.
Motivation and inspiration are inseparable. In order to set a benchmark at workplace, we should love what we work. This is what inspires others as well. Inspire in order to get inspired at work.
6 things you're doing to demotivate your staffSandglaz
Before looking at ways to motivate your staff, you must look at how you demotivate them. You might not even be aware that what you do demotivates your staff.
Disenchanted employees skyrocket turnover rates, often leaving companies without the workers they really needed to retain.
While most employers make the mistake of thinking that money will improve any issues related to employee motivation, you probably know by now that money usually doesn’t buy employee happiness.
What does? Helping employees feel in control of their environment. So what are you doing wrong, and how can you motivate your staff again?
7 Questions About Employee Motivation. Questions for discussion purposes about the impacts of different motivation techniques in the work place.
Employee, Employer, Motivation, Motivation Techniques, Employee Motivation, Impact, Employee, Employer, Questions, Challenges, Employee Types, Organisational Behaviour, Organizational Behavior, Effectiveness, Organizations, Management, Study, Education, Orientation to Work, OB.
Emotional Intelligence: is at the core of this process: This is about building self awareness and self belief in order to achieve your full potential and to be able to maximize your performance in all areas of your life.
Coaching generates Emotional Intelligence through an understanding of SELF.
Emotional awareness increases PEAK PERFORMANCE, which in turn increases bottom line profit.
Trigger Strategies - Brand Influence and Presence - The 3 Keys to the C-Suite...Neil Thornton HBA, MA
A new report for the Human Resource Professionals Association, directed to the Human Resource manager. Brand, Influence and Presence are the 3 keys to success.
This is a power point presentation I made at the RV College of Engineering to pre-final year students. The Program is meant students as leaders for the corporate world.
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
Selecting and developing capable and confident leaders has become more critical today than ever before.
Discover 4 proven strategies to guide you through today's white water leadership challenge.
People empowerment is a passion of mine. I believe that every individual has unique talents, abilities, and ideas that can positively impact their lives and the world around them. By empowering people, we can unlock their full potential and help them achieve their goals and dreams.
Running Head MOTIVATING PROJECT TEAM STRATEGY 1.docxtodd581
Running Head: MOTIVATING PROJECT TEAM STRATEGY 1
Motivating Project Team Strategy
Marchello Williams
HR Project Management MPM468-1804B-01
11/28/18
Motivating Project Team Strategy
Binder (2016) defines motivation as the potency that initiates, escorts and conserves goal-oriented performance. It is a psychological trait. The method I will employ in the determination on how my team members will be motivated is the Atman test. Atman test can be defined as a scientifically authenticated psychometric instrument that measures characteristic of character. This method is based on the personality theory factors.
Atman test accounts for 11 dimensions of individual personality through grouping them into five sections which include; thinking structure, motivation, leadership, sociability, and resistance to stress. In order to carry out a successful motivating assessment, one needs to understand what motivates the employees as well as what demotivates them, hence the reason why dimensions that are out of motivation are included in this test to equip the motivator with the full picture of employees personality.
To carry out an assessment with this method, employees are required to fill the Atman platform, which can be done from any computer, thereafter the motivator goes back to the platform and views the employee's results. Atman platforms evaluate 11 dimensions of the bipolar scale. For instance, the sociability scale depicts the state of the employee between being introverted and being extroverted. Nature scale, on the other hand, depicts what motivates employees in one hand as well as demotivating them from the other hand.
Atman test reveals to the motivator the kind of employees available. They can either be team oriented or result oriented. The test also reveals if the employees are traditional or adaptable. Result oriented employees will be motivated to attain the aimed results. Team oriented, on the other hand, cannot be motivated directly, this motivation can demotivate them. Traditional employees who are used to work as per their policies fail to catch up in structured work plans, this will demotivate them. Adaptable employees catch up with any structure thus easily motivated.
Describe the theory that most closely aligns with how you intend to motivate your team.
The Big five theory is the one that most closely aligns to Atman test motivation assessment. Big five theory refers to a research in the field of psychology which that is founded from the notion that common personality traits are captured by five dimensions, the O-C-E-A-N mnemonic. This mnemonic stands for openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism (Turner, 2014).
Openness to experience
High scorers in this dimension are curious, nontraditional and creative in general and they easily break the mold of typical approaches because of their intellectual curiosity. Low scores in this dimension are conventional and tend .
Running Head MOTIVATING PROJECT TEAM STRATEGY 1.docxglendar3
Running Head: MOTIVATING PROJECT TEAM STRATEGY 1
Motivating Project Team Strategy
Marchello Williams
HR Project Management MPM468-1804B-01
11/28/18
Motivating Project Team Strategy
Binder (2016) defines motivation as the potency that initiates, escorts and conserves goal-oriented performance. It is a psychological trait. The method I will employ in the determination on how my team members will be motivated is the Atman test. Atman test can be defined as a scientifically authenticated psychometric instrument that measures characteristic of character. This method is based on the personality theory factors.
Atman test accounts for 11 dimensions of individual personality through grouping them into five sections which include; thinking structure, motivation, leadership, sociability, and resistance to stress. In order to carry out a successful motivating assessment, one needs to understand what motivates the employees as well as what demotivates them, hence the reason why dimensions that are out of motivation are included in this test to equip the motivator with the full picture of employees personality.
To carry out an assessment with this method, employees are required to fill the Atman platform, which can be done from any computer, thereafter the motivator goes back to the platform and views the employee's results. Atman platforms evaluate 11 dimensions of the bipolar scale. For instance, the sociability scale depicts the state of the employee between being introverted and being extroverted. Nature scale, on the other hand, depicts what motivates employees in one hand as well as demotivating them from the other hand.
Atman test reveals to the motivator the kind of employees available. They can either be team oriented or result oriented. The test also reveals if the employees are traditional or adaptable. Result oriented employees will be motivated to attain the aimed results. Team oriented, on the other hand, cannot be motivated directly, this motivation can demotivate them. Traditional employees who are used to work as per their policies fail to catch up in structured work plans, this will demotivate them. Adaptable employees catch up with any structure thus easily motivated.
Describe the theory that most closely aligns with how you intend to motivate your team.
The Big five theory is the one that most closely aligns to Atman test motivation assessment. Big five theory refers to a research in the field of psychology which that is founded from the notion that common personality traits are captured by five dimensions, the O-C-E-A-N mnemonic. This mnemonic stands for openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism (Turner, 2014).
Openness to experience
High scorers in this dimension are curious, nontraditional and creative in general and they easily break the mold of typical approaches because of their intellectual curiosity. Low scores in this dimension are conventional and tend .
I am sharing a PowerPoint I developed 20 years ago to coach and train all levels of Management. Through the years I have made changes to offer Managers a better understanding of what employees in the workforce look for from their Leadership. I hope you enjoy it.
How to Maintain Company Morale in Times of Uncertainty.pdfTEWMAGAZINE
Ways to maintain company morale: 1. Transparent and Open Communication 2. Provide Emotional Support 3. Focus on Employee Well-being 4. Empower and Engage Employees 5. Define Clear Objectives and Priorities
The transformation of the resourcing program at House of Fraser in under a year
Condensing a 3 year program into 18 months
Doubling the number of applications to 400,000 people whilst improving workflow and reducing advertising costs
Ob unit-v- Osmania University Syllabus- BBA-1st YearBalasri Kamarapu
: ORGANIZATIONAL CULTURE, CONFLICT AND EFFECTIVENESS :
Concept of Organizational Culture, Distinction between organizational culture and organizational
climate, Factors influencing organizational culture, Morale- concept and types of morale.
Managing conflict, Organizational Effectiveness - Indicators of organizational
effectiveness, Achieving organizational effectiveness. Organizational Power and Politics.
ORGANIZATIONAL BEHAVIOUR- UNIT-5-BBA-OSMANIA UNIVERSITY, Organizational Culture , Factors influencing organizational culture, Morale, Types of Morale, Organizational Effectiveness, Indicators of organizational effectiveness, Achieving Organizational effectiveness, Managing conflict, Causes of conflict , How to manage conflicts in an organisation , Managing conflict with the boss , Managing conflict with peers/colleagues , Managing conflicts with the subordinates .
2. Assumption 1
They understand what is expected of them
You have high expectations of your newly appointed leader, but
do they really know what you and the senior leadership team
expect from them?
What leadership competencies will you use to benchmark their
success?
What qualities, characteristics and skills do you anticipate in a
strong and effective leader?
Communicate these expectations to your new recruit and you
will be setting the scene for an open, honest and successful
working relationship.
3. Assumption 2
They will fit into the leadership team
You have an established leadership team with a diverse
range of personalities and abilities. Some will welcome your new
leader with open arms, some may feel resentful or even
threatened by your new hire.
Which relationships does your new recruit need to build? Which
alliances do they need to develop to integrate them into the
team?
Provide your new leader with an honest overview of the
leadership team, the characters, their
idiosyncrasies and the underlying dynamics.
4. Assumption 3
Their new team will embrace them
If you have promoted internally, your new leader may be
responsible for their old team mates, some of whom could feel
resentful that they didn’t get the promotion.
Was their predecessor a tough act to follow or will the team
members welcome a fresh leader? How can you help your new
leader to get the most from their team, and develop mutual
respect?
Make sure you are available to support your new
leader through this potentially challenging
time.
5. Assumption 4
They have the people skills to manage a team
Few newly appointed managers arrive in their first
leadership post with the personal skills required to manage
a team.
They may have the technical expertises, but do they understand
what motivates people, or appreciate different personality
styles? Do they have the skills to deal with conflict situations?
Ensure your new manager has the leadership training and
coaching support needed to guide them through this potentially
stressful time when their performance is being
judged.
6. Assumption 5
They have sufficient resources to deliver results
A common complaint from new leaders is the lack of
resources available to achieve expected objectives. Whether it’s
headcount, budget, time or something completely different,
poor resources will hinder your new recruit before they have
even started.
How can you help your new leader to manage expectations?
How can you support them to deliver set outcomes?
Open the lines of communication sooner rather than later to
establish expectations, requirements,
resources available and what is realistically
possible.
7. Assumption 6
They are emotionally resilient
Your newly appointed leader has demonstrated that they’ve got
what it takes to do the job. They may come across as highly
confident and competent , but do you know how they respond
under pressure?
What strategies do they have in place to help them bounce
back when times get tough? How do they manage their
emotions and their stress levels?
Watch out for the warning signs, check in regularly that they are
keeping on top of things, it will save you time
in the long run.
8. Assumption 7
They will ask for help
If your newly appointed leader is struggling, it’s unlikely that they
will ask for help. They want to prove that you made the
right decision, and they are keen to demonstrate that they can
cope.
How can you ensure they prioritise their workload and manage
their stress levels? How can you keep tabs so that small issues
don’t develop into big problems?
Provide Executive Coaching to help your new leader maximise
their impact. Coaching supports them when
managing difficult situations and develops the
skills required to achieve results quickly during
this crucial period.
9. Helen Isacke is a qualified, accredited and highly experienced Executive
Coach and Master NLP Practitioner. She is also qualified to administer
psychometric profiling tools, the Type Dynamic Indicator (TDI), Learning
Styles Indicator (LSI), Management Team Roles (MTR-i) Ideal Team Profile
(ITPQ) and FIRO Elements B, S & F. Helen has also qualified in the use of
Clean Language techniques.
Helen has worked with leaders from a wide range of organisations,
including BSkyB, Premier Foods, Schering Plough, Kier Construction and
Yell.
Helen is known for empowering leaders to really make a difference. She
leaves people feeling inspired, motivated and keen to achieve more.
Helen is committed to her own personal development. She facilitates the
local Association for Coaching 'co-coaching group' and attends a
monthly Coaching Supervision group.
Helen is an accredited member of the Association for Coaching, an
affiliate member of the CIPD and holds Professional Indemnity & Public
Liability Insurance with Westminster Indemnity. A copy of the certificate is
available upon request.
www.crowncoaching.com 01628 488042
10. Maximise your Impact
in 100 Days
Call us on 01628 488042 to book your free consultation
www.crowncoaching.com 01628 488042