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Building Leadership Skills 101

WIIFM?

2

Leadership / Management:

Getting things done

through others

5

#$%&@

%$^#%

$#&!!!!

Objectives

How to make the adjustment from team player

to team leader

Evaluate your leadership style and how to

continue to develop your skills.

Discover the best way to communicate your

expectations and instructions

Identify how to earn and then keep the respect

of your team

Discover simple ways to motivate and inspire

your team to greatness

GOAL: Two Action Items

Employee Engagement Index

Gallup 2013

30%

55%

15%


Gallup 2013

• Seldom absent

• Excited about

learning

• Works early and

stays late

when necessary

• Willing to help each

other

• Proud of the team

• Sees work as a

priority


Gallup 2013

• Seems

preoccupied

• Absent a bit

• Doesn't ask for

extra work

• Seems put out if it

is assigned

• Not excited if

department

makes progress


Gallup 2013

• “I don’t care”

• Absent often

• Won’t do extras

• Attitude “iffy”

• Job hops

You’ve been promoted! Now what?

Start slow Listen and learn

Avoid making sudden changes

Meet with each of your employees one-

on-one Communicate expectations

Discover preferred communication style

Be available and visible

Be confident

Two employee rights:

1. To know what’s expected of me

2. To know how I’m doing

Characteristics of an Effective Leader

1. Have a positive and

enthusiastic attitude

2. Role model

3. Forward looking

4. Have a thorough

understanding of

department procedures

5. Fair and consistent

6. Get to know team

members

7. Listen

8. Accept responsibility

for mistakes

9. Honest

10. Respectful toward

employees

11. Confident

12. Communicate

effectively

1. Have a positive and enthusiastic

attitude

2. Role model

“Example is not the main thing in

influencing others. It’s the only thing.”

Albert Schweitzer, M.D.

Characteristics of an Effective Leader

3. Forward looking Mission Statement / Team Mission Statement

4. Have a thorough understanding of

department procedures Job descriptions

Expectations

Etc.

5. Fair and Consistent

16

Characteristics of an Effective Leader Cont’d

Be careful of “playing favorites”

Be aware of your actions

Spread the wealth

Communicate reasons for your actions

Favoritism solutions

Neutral

Disengaged

Engaged

People don’t performaccording to what the organizationsays…

…they perform according to what their boss pays attention to.

Managers

Staff

6. Get to know team members• One-on-one meetings

7. LISTEN

8. Accept responsibility for

mistakes



9. Honest

10. Respectful toward employees

11. Confident

12. Communicate effectively

• Give recognition for a job well done

• Confront and deal with poor performance

What’s IMPORTANT to

employees?

Good wages

10

9

8

7

6

5

4

3

2

1

Managers Employees

Job security

Growth opportunity

Good working conditions

Personal loyalty to workers

Tactful disciplining

Full appreciation for work done

Sympathetic to personal issues

Feeling “in” on things

Interesting work

Job security

Good wages

Full appreciation for work done

Feeling “in” on things

Sympathetic to personal issues

Interesting work

Growth opportunity

Personal loyalty to workers

Good working conditions

Tactful disciplining

According to research, what percent of

workers cite “lack of acknowledgement”

as their top work issue?

o42%

o65%

o88%

oEleventy-nine percent

According to research, what percent of

workers cite “lack of acknowledgement”

as their top work issue?

o 88%

Factors: Global USA

Being treated with respect 119 123

Work / life balance 111 112

The type of work you do 110 111

The quality of people you work with 107 111

Quality of leadership 107 112

Base pay 106 104

Source: Mercer What’s working survey, 2011.

http://www.mercer.com/press-releases/1430455

Scores are indexed to 100 based on respondents relative

rankings.

Key components of effective praise

Be sincere

Be fair

Reward in timely

manner

Involve employee

preference

Link rewards to specific

behaviors

Helping under-performers

1. Keep documentation

2. Be timely

3. Praise in public; criticize in private

4. Control the emotional temperature

5. Focus on behavior, not the attitude

6. Deal with the specifics, not

generalities

7. Plan/write out the conversation in

advance

8. Practice with a manager or

colleague

9. Set new standards and deadline

“As you know, our team agreed to say something positive about the next person or department at every handoff..”

“Several times I’ve heard you do a handoff, and you have not said anything positive at handoff, like earlier for the pharmacy you said “Good luck with the wait.”

expectationobservation impact

The “OIE” Method

“When you make these types of statements you not only erode trust with our members, but with our colleagues as well.”

Communicating with the low performer

Observation “This morning when you…”

Impact “The impact is….”

Expectation “As we discussed on _______,

the expectation is ……..”

Consequence “And if this continues…..”

Common Types of Resistance

• Denying

• Deflecting

• Trivializing

• Dismissing

• Looking for pity

1. Acknowledge / Facts

2. Reiterate Expectation

Action Steps

1. Write down two things that you learned

that you will work on over the next 30

days.

2. Do it!

3. If you have questions, get help.

Building Leadership Skills 101

building leadership skills 101 - small business training ... · building leadership skills 101....

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