managing others, with or without direct authority

Copyright 2009, Women’s Leadership Coaching Inc.

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MANAGING OTHERS, WITH OR WITHOUT DIRECT AUTHORITY

Carla D. Brockman, Vice President Corporate Governance and Secretary, Devon Energy Corp.

Jo Miller, CEO, Women’s Leadership Coaching Inc


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Corporate Subscribers


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Jo Miller CEO, Women’s Leadership Coaching Inc

•Over 12 years providing leadership coaching and seminars

• Coached hundreds of women worldwide

• Seminars for women’s networks at Intel, Oracle, Alcatel-Lucent, Nortel, Rockwell Collins, UBS, and more

•Silicon Valley’s “Women of Influence”, 2008


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Carla D. BrockmanVice President Corporate Governance and Secretary, Devon Energy Corp.

•Responsible for SEC and NYSE compliance, Board of Director administration and subsidiary management

•29 years with OGE Energy Corporation, most recently as Vice President of Administration and Corporate Secretary

•Prior leadership assignments in corporate environmental health and safety, supply chain, human resources, and strategic planning

•Graduate of Southern Nazarene University, holding a bachelor’s degree in human resources management and a master’s degree in management


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You recently moved into the role of Vice President Corporate Governance and Secretary with Devon Energy Corp. What are you responsible for?


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Leading and Managing

• A leader is someone who makes a greater difference than one person alone can make.

• Management means ‘getting stuff done’.


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What are your personal definitions of “leader” and “manager”?


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One of the great dilemmas that we all need to overcome at some point in

our careers:

You can’t get a management job without management experience…

But you can’t get the experience without the job.


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Myth #1: That if you work hard enough and wait long

enough, someone will hand you a management opportunity.


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“Don’t wait for someone to lead. You are the leader you have been waiting for.”

- Rosario Marin, former U.S. Treasurer,

California Secretary of the State and Consumer Services Agency


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What has been your experience in that?


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Myth #2: That if you could just attain the next-level job, people would look to you for your management.


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“There is a myth that the higher you go in the organization and the more positional authority you gain, that you just have to

say “do it” and people get it done.

I hate to bust your bubble.”

-Dr Cecilia Kimberlin, VP QA, Regulatory Affairs and Compliance, Abbott


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Managing Others, With or Without Direct Authority

• The quickest way to learn management skills is to find places to volunteer to manage a project, a team, an event, process, etc.


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A Management ChallengeVolunteer to manage a:• Work project• Task force or committee• Charity drive• Team event• Family event• Conference• Professional association.

Challenge: Complete the assignment by managing, not doing, the work.


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What top tips do you have for anyone who wants to transition from “doing the work” to “managing the work”?


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• Step back• Engage others• Shared vision• Turn loose

- Carla D. Brockman


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6 Steps for Managing Others, With or Without Direct Authority

Step 1: Describe the overall vision or objective


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Can you share an example of how you have communicated a vision or objective to your people, and gained their buy-in?


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Step 1: Describe the overall vision or objective Step 2: Co-create clear expectations


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What tips can you offer for working with your people to set expectations for work to be performed?


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Step 1: Describe the overall vision or objective Step 2: Co-create clear expectationsStep 3: Co-create accountability


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How do you like to set up and manage accountability?


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Step 1: Describe the overall vision or objective Step 2: Co-create clear expectationsStep 3: Co-create accountability Step 4: Positively challenge them to deliver a

high standard of excellence


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high standard of excellenceStep 5: Give frequent feedback


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How do you give feedback when people are performing well?

How do you give feedback when they are not performing well?


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high standard of excellence.Step 5: Give frequent feedbackStep 6: Celebrate their success!


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Why is it important to celebrate success?


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What to do when things go off-track:

• Return to the list of six steps • Assess which one may be lacking,

and take action.


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What can a manager do when things go off-track?


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high standard of excellenceStep 5: Give frequent feedbackStep 6: Celebrate their success!


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EXERCISE:

1) Identify a ‘Management Challenge’ to take on

2) Plan how you will use the six steps in managing the team.


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Q&A


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Carla’s Keys to Success

1) Know yourself2) Keep learning


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August 24, Leading Your Leaders: How to Manage Upward

Success in any role begins with understanding your leaders and their goals. But you will also need to know appropriate ways to challenge them and negotiate your own success. Learn ways to communicate persuasively and influence your management, along with tips on handling difficult situations. Guest Speaker: Kim Brown Strickland, Vice President - Finance, Wal-Mart Home Office


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Today’s slides and recording will be posted within 24 hours to:

http://www.womensleadershipcoaching.com/

emerging_mow.htm


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Discussion Questions

1. What are your definitions of leader and manager?2. What are potential ‘Management Challenge’ assignments you

could take on?3. What are ways to begin an initiative so that the team are on

the same page?4. What are some effective ways to encourage and motivate

other, in the course of day-to-day work?5. What are effective ways to re-direct others when they are not

performing to expectations?

managing others, with or without direct authority

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