Leadership Skills

SOMETIMES WE DON’T SEE WHAT IS GOING ON RIGHT AROUND US EVERYDAY!

CHANGE is not easy. But it is simple.

Things will always CHANGE.

We don’t have a choice; we do have a choice on how we react to change.The choice really boils down to this: Either we manage change, or it will

manage us.

Leadership Skills

1Communication

2 Coaching 3Management

Style

Communication 1

COMMUNICATION IS THE EXCHANGE AND UNDERSTANDING OF IDEAS

How do you communicate? 1

HOW DOES THE WAY WE COMMUNICATE IN BUSINESS DIFFER FROM OUR PERSONAL LIFE?

BEING A GOOD LISTENER IS KEY TO SUCCESSFUL COMMUNICATIONS

“THE STORY”

A business man had just turned off the lights in the store when a man appeared and demanded money. The owner opened a cash register. The contents of the cash register were scooped up, and the man sped away. A member of the

police force was notified promptly.

HOW DO YOU LISTEN?PRE-WORK

?SCORE:A = 2 POINTS B = 4 POINTSC = 6 POINTSD = 8 POINTSE = 10 POINTS

90 or Above: Extraordinarily Good Listener

70-80: Good Listener

Below 70: Glad You’re Here!

LISTEN TO THE MUSIC AS WELL AS THE LYRICS

HAVE THE COURAGE TO LISTEN TO OTHERS!

YOU MIGHT JUST LEARN SOMETHING!

2 Coaching

CoachingIs helping to identify skills and capabilities that are within the person, and enabling them to use them to the best of their ability – and by that increasing the independence within the individual, and reducing reliance.

Managing is making sure people do what they know how to do.

Training is teaching people to do what they don’t know how to do.

Mentoring is showing people how the people who are really good at doing something do it.

Coaching Is Not …

Understanding Coaching

Time For Coaching

How much of your time should be devoted to coaching your people?

20% of your time? 10%? 5%? 2%?

Let’s look at 2%! There are 2000 hours in a year (40hrs/50weeks). 2% of 2000 hours yields 40 hours of coaching per year. That translates to 48 minutes of coaching per workweek. Can you spare that? You need to….

A recent study found that 80% of employees who had been coached by their manager felt a strong sense of commitment to their organization, versus 46% of employees who had no coaching.

In another study, Career Systems International asked people to identify the reason why they stay at their current organization. 46% of respondents reported that they stayed because the organization provided career growth and development. Coaching is one of the key ways to help people grow and develop their careers.

“But I’m too busy to schedule coaching sessions with my staff.”

Formal or Informal Coaching?

I have found that most people report the more often they provide on-the-spot coaching, the less often they need to hold more formal coaching sessions.

Respect - Earn It!Example – Be It!Motivation – Do It!

» Development

» Relationships

» Direction

» Accountability

» Results

80% of the people you coach know what they need help with

POWER WORDS

COMMUNICATION/COACHING TEAM BUILDING ACTIVITY

3 What’s your Management style?

Coercive Manager who uses this is intent on obtaining immediate compliance from employees. Conversation is one way.Very directive. He/She tightly controls situations and emphasizes negative rather than positive feedback.

The manager wants employees to do their work exactly as the manager wants it.

Six Managerial Styles

Management Style

Authoritative The manager’s goal here is to provide vision and focused leadership. Long term thinking and a clearly stated direction.

Decisions are made by the manager but some employee input is sought to reality test decisions. This style also relies on the skillful use of influence to gain employee buy-in to decisions. A firm but fair approach.

Six Managerial Styles

Management Style

Affiliative Manager uses this to promote harmony, cooperation and good feelings among employees.

Affiliative actions include accommodating family needs that conflict with work goals, quickly smoothing tensions between employees, or promoting social activities within the team.

The manager pursues being liked as a way to motivate people. He/she puts people first and tasks second.

Six Managerial Styles

Management Style

Democratic Manager focuses on building group consensus and commitment through group management of the decision-making process.

Requires a hands-off style and a heavy emphasis on team participation. Employees are trusted to have the skills, knowledge and drive to come up with decisions to which everyone is committed.

Manager’s role is only to fine-tune and approve the plan.

Six Managerial Styles

Management Style

Pacesetting Manager uses this style to focus on accomplishing a great deal of top quality work him or herself. Employees are thought capable of achieving their own goals with little supervision.

When performance is not up to standard, the manager will do it him or herself.

Emphasis on “Doing it myself”

Six Managerial Styles

Management Style

Coaching Directed towards professional growth of employees.

Manager focuses on helping employees identify their strengths and weaknesses, improvement areas and set development plans that foster career goals.

Manager creates an environment that supports honest self-assessment and treats mistakes as learning opportunities in the development process.

Six Managerial Styles

Management Style

Identifying your management style is important to your success.

Understanding when to adjust your style is the key to achieving management goals.

Set reasonable and measurable goals for yourself and team

Connect with the departmental goals

Must support the company’s mission

Goals

!People run this company - without well coached, well trained and well informed employees, it will fail!

Simple Rule For Your Management Style:

“Do unto others as you would have others do unto you”

?Questions & Comments

Leadership Skills