Managing People

ARE YOU A MANAGER OR A LEADER?

Managing People

DEFINITION

MANAGERS LEADERS

Monitor People Inspire Their TeamSuffer Over Failures Learn From ThemManage The Present Focus On The FutureEnforce Rules Promote ValuesGet Through The Day No Title NecessaryRe-active Proactive

Managing People

Definition:

Skills used to achieve success with peopleor

The ability to help people and companies surpass themselves

(Easier to observe than explain)

Managing People

FACTLEADERS DO NOT HAVE TO BE GOOD MANAGERS

BUT

MANAGERS HAVE TO BE GOOD LEADERS

Managing People

Could you still achieve good results With your team if you did not have your

Title or the power to hire and fire?

Self

Belief

Managing People

Self mastery

• Total self belief• Clearly defined values• Positive mental attitude• Self discipline• Credibility• Continual learning

Managing People

Before you manage others youhave to manage yourself

Time Management

Time Management

• If only there were more hours in the day

• It’s quicker to do the job myself

• I don’t know where the day has gone

• If only there were not so many interruptions, I could cope

• If I want a job done properly I do it myself

Do you say these statements to yourself:

Time Management

• I never know what’s happening or what to do

• I can’t ever find him/her

• He/she never has time to talk about things properly

• He/she says they will do things then cancels at the last minute

• You can’t rely on him/her

• He/she is always late

Your Colleagues will be saying these things about you:

Time Management

Define the purpose of yourcompany

Time Management 2. Your Purpose is to assist the company in

hitting their targets

Time Management

Prioritising

• Active tasks - Important (your purpose)

• Re-active tasks - Everything else that hits your desk

Time Management

It’s easier to be busy than to get things done.

Time Management

Focus

Focus

Focus

Focus

Work stylesPsycho-

Geometric’s

Choose a shape

Motivation

What motivates you?

Why do you get out of bed in the morning ?

Key Motivators

• Job satisfaction• Security• Salary - Incentives• Achievement - Recognition• Status• Prospects for advancement• Responsibility

Management styles

Managing PeopleFour main styles

TELL

SELL

CONSULT

JOIN

Managing PeopleTELL

Manager makes a decision, tells team what to do.

They conform to the decisionADVANTAGES

Good if manager has total commitment and

respect. Also is the fastest system of managementDISADVANTAGES

Ignores the ideas of the team, demotivates and

can stop development. Can lead to management

by fear

Managing PeopleSELL

Manager makes a decision, then sells the idea

to them persuasively. Gives them all the benefits.ADVANTAGES

Overcomes resistance to decisions, flatters people.

We like to be sold to.DISADVANTAGESDISADVANTAGES

Ignores ideas of team, could be seen as manipulativeIgnores ideas of team, could be seen as manipulative

or perceived as dishonest.or perceived as dishonest.

Managing PeopleCONSULT

Manager makes a provisional decision, presents decision to team. This can then be modified or changed.

ADVANTAGES

By listening to teams ideas, decision may be modified for the better.

DISADVANTAGES

Managers can find it difficult to be neutral, may then resort to “SELL” Decisions may take longer to agree.

Managing PeopleJOIN

Manager makes no decision, manager chairs

decision meeting. Joint decision is reached.ADVANTAGES

Encourages free flow of ideas, team is

therefore committed. Good motivating tool.DISADVANTAGES

Leadership skills may be questioned, and

teams resistance may be strong. May cost respect and takes longer to agree.

Managing People

SUMMARY

• Leadership requires skill

• Ability to adapt to different situations

• Ability to use more than one style

• Knowing when to take command

Delegation

Skills

Delegation Skills

Delegation is not ABDICATION

Delegation SkillsThe Process

1. What can I delegate

2. To whom can I delegate

3. How do I delegate

4. How do I train

5. How do I control

6. Tell everyone concerned

7. How do I evaluate the results

8. Finally

Delegation Skills

What can I delegate?

Make a list of all the jobs you do.

How do you complete these tasks, i.e. Time spent.

Do any of these tasks belong to anybody else?

How much is routine and time consuming?

Which tasks could be delegated?

Remember to list the jobs you ENJOY as well as

the ones you DON’T!

Delegation Skills

To whom can I delegate?

Who would like to do some of your work?

Do they have the time to take on more?

Do they have the ability or skills to do the job?

Do you enough about your staff to decide?

Delegation Skills

How do I Delegate?

Explain the reason why you are delegating.

Explain why they were chosen to do the task.

Explain the objectives of the job and the limits

-of the authority.

Discuss training needs with your subordinate

-and how they will be achieved.

Delegation Skills

How do I train?

It must be systematic.

Draw up and agree a training plan.

Make sure the training is thorough, complete

-and effective. (But not pressurised)

Delegation Skills

How do I control?

Monitor progress.

Be available to answer questions.

Don’t check everything but keep in touch.

Give guidance and advice where necessary.

Delegation Skills

Make sure everybody is informed

Tell everybody concerned about the delegation.

Make sure everything to do with the job goes

-directly to your subordinate.

Delegation Skills

How do I evaluate the results?

Is the job being performed satisfactorily?

If so, give praise.

If not, find out why and take necessary action

-to rectify, i.e. further training, more time.

Has a better way of doing the job evolved?

Delegation Skills

Finally

Can I now delegate any more tasks?

How much time have I saved?

HOW ARE YOU GOING TO USE THAT

TIME MORE EFFECTIVELY?

Delegation Skills

Things to remember

• Think very carefully about which jobs to delegate.

• Remember to include jobs that you enjoy,

-it probably means that your subordinate will enjoy them to.

• If you get it wrong it will not be taken seriously next time.

• Finally observe from a distance.

Summary

Managing People

• MANAGERS• Deal with people where they are

• LEADERS• Take people to where they need to

be!

LEADERSHIP SKILLS Managing People

Definition of a Professional• Someone who does their best even

when they don`t feel like it

• Do one tough challenging task per day

• Do one fun task every day

Managing People

To be successful in your business you must be a student of your business

Managing People

Differences between efficiency and effectiveness

• EFFICIENCY is doing the job right

• EFFECTIVENESS is doing the right job

Managing People

SUMMARY• Designing a blueprint for the future• The future belongs to the people who see

opportunities before they become obvious

“If you see a bandwagon it is to late”

Action Plan