Effective Management

Just for today…

hearts_and_hands

  just for today…

 

judge

no one

::

including

yourself

                               

One Definition of Success

zen-garden1

Doing what your say you’re going to do consistently with:

CLARITY

on what is important

FOCUS

your energy

EASE

with small actionable steps

GRACE

through gratitude

with what’s going well

::

What’s your

definition

of

success

?

 

Giving Job Evaluations

 

Truthfully…

If you are a manager, when you see the words:

JOB EVALUATION

on your calendar,  what thoughts creep  into your mind?

Do you look forward to them or dread them?

If you dread them, you’re not alone.  However, if you are one of the few who DO look forward to them, my next question is:

Does the person on the receiving end also look forward to them?

There is a simple

solution to

effective and easy

job evaluations

::

 

 bigstock_job_interview_5002472

::

You know you’re on track if the

evaluation is simply a formality.

If there are surprises

however,

something is wrong.

Enhanced by Zemanta

Inclusivity: management made simple

I was doing a little information requesting one day to get feedback from a group about THIS blog site.  I asked what they (women in business) would want to see on this site  that would enhance the coaching and training they are currently offering their teams.

The first request I received:

I would like core competencies building modules

such as:

  • dealing with conflict
  • delivering a difficult message
  • how to write an effective individual development plan
  • how to leverage your strengths

Great requests!

I have found the most effective way to manage is by way of inclusion. So you will be involved in this process.

The two key words being:

YOU and PROCESS

You might be thinking, “Just give me the information” and if you are, this post may not be for you.   However, if you agree with and have experienced the concept that people don’t take advice you give 98% of the time, this post may be of interest to you.

So, I will start this process by asking you questions.  There is a method to this, so post your responses and we’ll get this show started!

Imagine what a day would look like with the basics of these competencies  in place

and running like a well oiled machine.

Really!

Take a moment and allow the vision to reveal itself.

What do you see?

How does it feel?

Next, I want you to try this on for size.

What would it look like to  include your team or team member in the process of developing a good  way to, for example,  manage conflict?

Screeeeeeeech!!!

Did I just say include your team in the process?

Yes I did.  And this is where things get interesting.

This model is under utilized and yet, the most effective.  What’s up with that?

I have some theories however, I’ll keep them to myself for now.

Is this just so simple you’re having a “Duh” moment?  Or is it just so difficult, it hurts your brain just reading about it?

The fact is:

The more you include your team in the process the more positive results you and your team will enjoy.

The #1 fear my clients have is that of losing control of their business because their perception of involving their team equates to losing their voice.  Let me assure you, this is not what happens.

So….

How does one begin?