Post on 16-May-2015
SKILLS FOR MANAGER
MANAGING TO LISTEN
“Listen for understanding, not agreement,make room for differences in opinion or outlook”
Tapping the power of silent
MANAGING TO LISTEN
Listening with subservience VS Speaking with authority
It’s more important to listen than to speak Get fresh ideas and insight from others Gaining ability to extract valuable
information from others Commitment to interpret and assess what
you hear, could save costly misunderstanding
Willingness to stay attentive listening helps building trust and rapport
MANAGING TO LISTEN
Establishing baseline of how you listening More of a talker then a listener Find it harder to listen when highly
emotional Pretending to listen while thinking about
other things Selective listener, pay attention only to
respect speakers Often interrupt people who repeat
themselves Minds wanders immediately when listen
babbler rambling monologues
MANAGING TO LISTEN
Poor listener Monopolies the conservation Stringing all words together to create an
oral traffic jam with no apparent end Don’t know when to stop and lapse to
“motor mouth mode” Use words as weapons; to gain compliance Often skip the interpretation stage; rush to
make judgment and mentally label “right”,”wrong”,”smart or “stupid”
MANAGING TO LISTEN
Hearing and Listening are entirely different
Hearing –Refers to a physical act; ears received sound and waves.
Listening – Tests mental focus; processing by ( interpreting,assessing and responding)
MANAGING TO LISTEN
The Three Steps of Listening
Interpreting Assessing Responding
MANAGING TO LISTEN
The Three Steps of Listening
Interpreting try to understand the word convey this involves quick mental translation in
what you hear rephase it in your own words each interpretation can determine a
different direction for the conversation
MANAGING TO LISTEN
The Three Steps of Listening
Assessing Be open-minded for what you hear Don’t box yourself in by thinking “make no
sense” and “this information doesn’t help me”
Best assessment is that you’re willing to reverse your judgements and reconsider firmly held assumptions or belief
MANAGING TO LISTEN
The Three Steps of Listening
Responding This is an external act, a way of signalling
that you’re listening Respond can be oral or visual Smart way of respond by not presenting your
point of way immediately Use prod statement; prompt speakers to
continue, elicit and reveal more information Develop the discipline to assess content of a
speaker’s remarks without instantly reacting to it
MANAGING TO LISTEN
Apply the “PAC” method to avoid defensive reflex
Patience - let the speaker talk at will, try not to rush, prod, or interrupt
Ask – ask least on question to indicate your interest in learning more
Confirm - verify your understanding by paraphrasing the message accurately, to satisfy the speakers
MANAGING TO LISTEN
Improve Your Body Language – Three Tips Face the speaker Look into eyeballs Keep your hands freeTry to avoid A wandering eyes A physical preoccupation yawning
SPEAK LIKE A LEADER
“A clear enunciation and self-assured pacing would draw listeners in, not drive them away”
“Spirit of the stair-way” , the french
SPEAK LIKE A LEADER A Voice That Roars
A deeper voice,giving unsolicited opinions A bad voice can misrepresent you, can alienate your
staff, undermine your credibility, and betray your true feelings.
Issuing commands to show their authority Making remarks that threaten or demean others Prejudge or dismiss outright what staffer says Rush to give comment, before understand staffs
interests and concerns Bark too many orders without trying to explain
thinking and educate staff
SPEAK LIKE A LEADER Learn to be a Great Speaker Pause frequently to avoid stringing words Project your voice clearly Prepare trio point you want to make, without going
overboard and talking too much Avoid qualifiers that weaken your massage or
needlessly reveal your doubts Apply 20/80 principle; limit speaking to 20% and
listening 80% the remain conversation Avoid blatantly contradicting employee; instead,
propose another way of looking at it By leaving time for others to respond, create more
comfortable give-and-take conversation Solicit their feedback, confirm they understood
SPEAK LIKE A LEADER
Package Your Points Present your points in an easy-to-understand
manner, think before you speak Select only the most relevant, timely
comments Avoid overloading with too many details Mapping out key issues, ensure you don’t
forget to warn or advise employee
THE ART OF MOTIVATION
“Reach out with Empathy”
“Above all else, good leaders are open”, said Jack Welch
THE ART OF MOTIVATION Purpose of Motivation The whole point of trying to help your employees
feel motivated is to help them become more productive as well as happy about their work and thus not want to move on to another job
The stronger their commitment to superior performance, the easier it becomes to motivate them
THE ART OF MOTIVATION Press the right button understand the pressures they face and the
environment within which they operate Appreciate their attitudes and concerns,you can then
identify their priorities, values and beliefs Knowing how they make decisions, handle adversity,
and derive satisfaction from their work Identify the anxieties and irritations your staff feel Tailor your approach to motivate each employee;
there is no single secret to the way interact Those feelings and expericences can be invaluable
as employees feel motivated to perform well
THE ART OF MOTIVATION Press the right button
Most people are motivated by one of these needs: InterestRecognitionAchievementPower Independence Respect Equity
THE ART OF MOTIVATION Press the right button
Achievement:Some employee loves the act of achieving
somethingThey want to sharpen their skills to reach greater
heightsThey’re goal-driven determination and willingness
to achieve objectiveMotivate them by constantly introducing new tasks Allows them to work toward both short & long-
term goalsCreating a record of achievement and growth
THE ART OF MOTIVATION Press the right button
Power:Some individuals thrive on exerting influence and
controlThey like spot-light and the feeling of importantTreat them experts and frequently ask them for
adviceWhat makes them motivated because they’ll
savor the chance to offer their opinion and see that you take them seriously
THE ART OF MOTIVATION Press the right button
Belonging:Employees who want to feel a sense of
comradeship Just leave them alone to build rapport with their
co-workersCreating informal setting for them to know each
others, making them feel like they’re part of a larger group
Satisfy their need for affiliation and they’ll give you a solid effort
THE ART OF MOTIVATION Press the right button
Independence:Some employee seek autonomy above all else,
they are freedom-seekersThey want freedom to experiment with their job
assignment and function at least in somewhat indepently
They chafe whenever you enact new policies and procedure
The best to motivate them is to give them overriding goals, let them find the best to produce best result
Give them flexibilty, make unhindered choices
THE ART OF MOTIVATION Press the right button
Respect:
Some employees simply want a little respect Lavish them with recognition and feedback on their
performance, (especially praise)
THE ART OF MOTIVATION Press the right button
Equity:While everyone likes to work for a fair, unbiased
boss,some employee sees exclusively through the eyes of just vs unjust
They compare how you manage your staff’s work schedules,job titles, scope of responbilities,pay and benefit to ensure there are no hints of inequities
Eagerly to point out inconsistencies in your mgmt style and decision-making, even to police your authority
To motivate them, by giving them an objective evidence to prove you are fair
THE ART OF MOTIVATION Ways To Motivate People Invest time in getting know them Devote time to talk with people Regularly interacting with them in a positive
way