Leadership Skills: Personal Effectiveness Presented by: Kelly - - PDF document

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Leadership Skills: Personal Effectiveness

Presented by: Kelly Skenandore-Holtz

Key Job Functions

• A Supervisor Wears Many Hats

– Interpersonal

• Leader, communicator, motivator, team-builder

– Informational

• Training, organizational goals, 2-way

communication

– Decision-maker or Evaluator

• Monitor, make decisions, negotiator

Key Functions…

• 5 Basic Organizational Functions
• 1. Planning
• 2. Organizing
• 3. Directing
• 4. Coordinating
• 5. Controlling

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What Your Employees Need From You

• It all boils down to what your employees

need to know.

• Employees need to know:

– What has to be done – How to do it – And are they doing it correctly?

• How will they know this?

What You Need From Your Employees

• Are your expectations being met or to be

exceeded?

• Is there professionalism when working with

co-workers or vendors?

• How do you express your needs to your

employees?

– Weekly, Monthly meetings, – Notices, – General Conversation

Communication is Critical

• In order to give employees the

information and feedback they need, a good manager must be a good communicator.

• Communication skills will impact every

area of your success as a manager.

• Remember that you also

communicate through your attitude and your confidence.

3 Prioritize Your Tasks

• Before you can communicate with your

employees, you have to determine your priorities and define the employees’ jobs.

• How do you define the employee’s job?

– Using the job description as a tool – Importance of a clear and accurate job description – Are all aspects of the job description equally critical?

Prioritize Your Tasks, (cont’d.)

• Determining priorities

– Break down “To-Do’s” into manageable tasks – List and review tasks (yours and your employees’) – Determine which are important/urgent – What things should you do vs. what things can you delegate?

Delegation

• Dealing with the demands on your time
• A manager cannot do it all - delegate by:

– Determining the results expected – Assigning tasks to a position – Communicating task requirements – Assigning authority for accomplishing the tasks – Ensure accountability – Provide feedback

• Are all tasks appropriate for delegation?

4 Setting Expectations

• Remember #1 on list of key functions
• What has to be done?
• Set expectations

– Decide what is important

• Narrow your focus

– Start with high standards

• Ambitious but achievable

– Communicating your expectations

• Reinforce and counsel early if needed

Providing the Tools to do the Job

• Now that they know what the job is,

remember #2 on list of key functions

• How to do it?
• Is there such a thing as over supervision?

Supervising the Work

• Beyond the performance appraisal

process

• Daily observations

– Positive and negative – MBWA (Management By Walking Around)

• Being visible and accessible
• Reinforcement
• Assess reasons for low performance

5

Establishing Standards

• Three Aspects of Feedback to Employees

1.Performance Standards 2.Informal, day-to-day feedback 3.Performance appraisal

Performance Standards

• Standards in an organizational setting
• Determine the level of acceptable

performance

– Method of measurement and – Set an acceptable level

• Writing the performance standard

– Describes the acceptable level of performance and – Describe the activity being measured

Informal, Day-To-Day Feedback

• Three Simple Parts to One-Minute Feedback
• 1. Be aware of the employee’s

performance standards and give feedback to a related standard.

• 2. Identify specific and concrete

behavior on which feedback is about.

• 3. Identify the outcome of the behavior

to the success of the organization.

6 The Performance Appraisal

• Performance Rating
• Reaction of the Individual
• Closing the Session
• Results of the Session
• Possible Personnel Actions
• Possible Plans of Actions

Providing Feedback

• When counseling, remember the

“sandwich principle”

– Positive—negative—positive – Focus on the positive

Providing Feedback

• Say what you mean, mean what you say

– Maintain your integrity – Build respect

• Document your interactions

7 Thank You

Enjoy the Conference!