Managing People, Processes, and Performance
In Today’s challenging economy and work environment, managers need new strategies to optimize productivity. The new Millennium generation requires a totally different kind of management. They know they have options, are focused on their achievement and growth and won’t settle for lack of appreciation or stagnant positions.
Millennials want a manager that will guide their efforts and provide a role model as they reach for career goals. Understand what makes your employees eagerly want to come to work every day, and why one management approach works with one person but not another.
We present strategies used by the most effective managers in top performing organizations. Enhance your organization’s performance and Bottom Line Results by improving communication, reducing conflict, and utilizing the full potential of each member on the team.
Finding, Keeping, and Motivating Talented Employees
No matter what the nature of the business, the best way to generate enduring profits is to have a work environment that attracts, focuses on and keeps talented employees.
- Poll-taker Gallup surveyed over one million employees and eighty thousand managers and determined that 55% of employees have no enthusiasm for their work — Gallup uses the term “not engaged” — based on several criteria, including loyalty and the desire to improve job performance.
- Nearly 12% of employees quit because of Personality Clashes with co-workers and supervisors.
- The Society for Human Resource Management reported that twenty-one percent of employees who recently changed jobs cited poor relationships with management as the reason.
- The Cost of Mismanagement goes beyond the statistics. Anyone who has been mismanaged has experienced the effects on his or her productivity, effectiveness, energy level and personal life.
Polltaker Gallup surveyed over one million employees and eighty thousand managers and determined that the link between productive employees and successful business units is having a great manager. The most successful managers are those who recognize that people have unique behavioral differences and need to be managed and motivated in different ways.
If you want to turn talent into performance you have to position each person so that they are being paid to do what he or she is “naturally wired” to do well. You have to cast them in the right role.
Managers have the potential to have incredible influence, not only on the people they manage, but on the success of their organizations. They can influence harmony, team spirit, and organizational effectiveness. There are many factors that go into that ability to influence and the basis of most of those factors is self understanding and understanding others.
- Great managers do not share a “standardized style”. Great managers do not share a “standardized style”. They manage others based on individual Behavioral Styles and Strengths. They buck conventional wisdom and do not treat everyone the same but encourage them to be more of who they already are and allow them do every day what they do best.
In this day of frequent acquisitions you may “inherit” a team of people you didn’t hire – but you got them now. The typical response quite often is to quickly sort out the keepers and losers based on the manger’s perceptions and preferences and then “hire their own”.
Great managers discover the strengths, skills, talents and perhaps untapped potential of their new team and develop top performers.
This program has been show to enhance individual and team performance and create organizational harmony through an increased understanding of self and others.
At the Infocus Training Management Strategies workshop you will your strengths and learn how to utilize the strengths of the people that you supervise. Let them do what they do BEST. This approach, rather than judging differences, creates an atmosphere of acceptance and team work that results in satisfied employees, greater productivity and more effective teams.
- Participants identify their Behavioral Strengths with their personalized D.I.S.C. Success Insights Profile: Management – Staff version and learn how to identify the Styles of the people they manage.
- Learn “people reading” strategies to quickly identify a person’s style.
- Create Action Plans for improving personal performance.
- Identify the Style of each of the people they manage.
- Create Action Plans for managing performance of direct reports.
- Identify and resolve four types of conflict.
- Understand employee’s natural work style and develop an action plan for self-management.
- Compare his or her Behavior Style to the behavioral expectations of their job.
- Compare their employees ideal role to their current job.
- Discover strategies for adapting communication and body language to each Style.
- Learn the best strategies for managing and motivating each Style.
- Identify specific performance issues.
- Create Action Plans for managing another’s performance.
BROCHURES & TAKEAWAYS: