managing in difficult times · advice for the resilient manager •it is difficult to accept and...
TRANSCRIPT
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Managing in Difficult times
Adrian Furnham
Professor of Psychology
University College London
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The Happy Academic
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Culture Differences
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The Essence of Good Management
• Simple but important truths about management
• Tough times test managers
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To what extent is persuasiveness/influencability a matter of
Analysis, argument and logic
or
Emotions, feelings and intuitions
vs.
The Heart and The Head: Logic or Intuition
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Management of People
is about…
Recruiting
Selecting
Engaging
Developing
Letting go
People
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The Essentials of Management
ChallengeClear objectives for individual
and company. People know their objectives
Support Providing emotional, social,
technical, financial and informational support
FeedbackRegular, specific, behavioural
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The Primary Colours Model
16
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Motivation
Intrinsic vs. Extrinsic
The joy of the activity vs. a material reward.
Engagement vs. pay packet.
Does intrinsic motivation decrease with extrinsic rewards?
But all jobs have a mix of intrinsically and extrinsically interesting
features and levels of difficulty.
Intrinsic motivation is increased by a sense of mastery, competence, skill
acquisition, control and self determination.
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How can I help?
1. Job responsibilities
What’s my job?
How am I doing?
Does anyone care?
How is my unit doing?
Where are we
heading?
2. Performance feedback
3. Individual needs
4. Work unit objectives,
results
5. Vision, mission and
values
6. Engagement
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Engagement
Earlier terms
Job Satisfaction
Job Commitment
Job Involvement
New terms
Job Engagement High levels of energy
Persistence
Enthusiasm and pride
Sense of empowerment
Initiative seeking
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Engaged staff
Seem energetic and vigorous
Are dedicated and respond to challenges
Seem absorbed at work
Engagement comes from the way people are managed.
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The Psychology of Disenchantment
Organisation Lying/Hypocrisy
Perceived Inequity Bullying & Mistreatment
Distrust Broken Promises
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It is easy (ier) to lead in good times
Poor leadership can be covered up
Profitability and growth targets are easier to hit
Optimism pervade the top team, employers and shareholders
Managers are tested in lean times... both the best and the worst of times
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How do people want their leaders to appear?
Steady and calm under fire
Defiant and Vigilant
Fit in body and mind
Someone who understands the business AND its people.
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Opportunity vs. Threat
Bad times can be Darwinian: survival of the fittest, quickest, boldest
They can show what really motivates people
They test managers and leaders
They demand creativity and new-thinking
They accelerate the need for change
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Opportunity
The Chinese word for "crisis"
Simplified Chinese: 危机;
Traditional Chinese: 危機; pinyin: wēijī)
is frequently invoked in Western motivational speaking
as being composed of two Chinese characters respectively signifying:
“Danger" and “Opportunity".
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What Happens During Recessions
Things stop: Recruitment, Training, R&D, Advertising, Marketing.
Some managers put their head in the sand
Things change: Pension schemes closed, budgets slashed. General belt tightening, people not replaced.
Communication stops/changes: PR doubles or halves quarterly.
But some make bold, decisive steps. Recessions lead to rethinking, reorganising, restructuring and making more fit
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Different Approaches to coping with a recession
Recruitment freezes
Pay freezes/ non-payment of increments/ or pay cuts
Pay deferrals schemes
Remove/ eliminate overtime
Review temporary hire and contract staff
Shorter working week/ temporary lay off/ flexible working
Reduce use of agency workers
Cut bonuses/ review other benefits
Career break schemes
Review pension
contributions and / or
benefit levels
Extended/ additional
annual leave
Sabbaticals for long servers
(subject to min/ max and
paid or unpaid?)
Service leave- short period
of unpaid leave if more than
‘X’ years
Secondments to other
companies
Redeployment in other parts
of the business
All of these have legal implications and must be dealt with
appropriately
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What Do People Worry About?
Redundancy
Reduction in hours
Wage Freeze
Interest increases, family income, mortgage
FIFO vs. LIFO
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Ambiguity
Uncertainty
Worsening Results
Management Warning
Changes
Anxiety
Cognitive inhibition,
Distraction,
Poor Focus, Illness
Lower Productivity
Qualitative / Quantitative
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What Happens to Individuals
1. Evidence of shock response
2. Individual differences appear
Repressors vs. sensitizers
Instrumentalists vs. fatalists
Shock, revival, Minimalisation
Depression, Pessimism, Self-
Blame
Inertia, Fatalism
Adaptation, Testing,
Adjustment
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The Role of Resilience
Resilience
Personality Upbringing
Life Events
Stress
Job
Satisfaction
Productivity
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THE INDIVIDUAL
Attitudes and Traits
Past Experience
Needs
ENVIRONM ENT
Potential
stressors
Background
situational
factors
JUDGM ENT
OF
THREAT
State of stress
COPING
Unsuccessful
LONG TERM EFFECTS
OVERCOM E
PROBLEM S
The Person-Environment Model of
Stress
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CURRENT
STATE
+
-
P
E
R L
F E
O V
R E
M L
A
N
C
E
FUTURE
STATE
Surprise
What?
Rejection
I don’t believe you
Grudging acceptance
I don’t like it, but…Rejection
Told you it wouldn’t work!
Acceptance
Let’s give it a fair try
Commitment
It is going to work
Haste
I want it now
Control
Steady improvement
Achievement
Transition Process
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Typical Responses
Powerful emotions:
Anger and depression for those who are to go
Anxiety and guilt for those who stay
These are natural and to be expected but there are big individual differences in how they are shown and expressed:
Gender, Age, Culture, Personality
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Counselling Helps
The aim is to come to terms with the situation.
To explore and express emotions.
BUT
Also to Reframe and Move ON…
To see options and opportunities
To re-evaluate the whole situation, re-appraise
To see potential threats as opportunities
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What sort of people do best?
Those with grit and determination: think entrepreneurs
Those with resilience and hardiness
Those with ability and confidence
Those with the experience of getting through difficult times
Those with social support
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Adjusting to Change
Healthy AdjustmentRe-organised, focused, engaged
Fair AdjustmentHolding on, dependent, fragile
Poor AdjustmentAngry, apathetic, negative
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Change
targets
Purpose
Clarify or create
mission and objectives
People
Update recruiting and
selection practices;
improve training and
development
Structure
Update
organisational
design and
coordination
mechanisms
Strategy
Clarify or create
strategic and
operational
plans
Tasks
Update job designs for
individuals and groups
Culture
Clarify or create core
beliefs and values
Objectives
Set or modify specific
performance targets
Technology
Improve equipment,
facilities and work
flows
Organisational targets for planned
change
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ChangeStrategies
Confrontationalstrategy
Engineeringstrategy
Academicstrategy
Economicstrategy
Politicalstrategy
Militarystrategy
Fellowshipstrategy
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People in Transition
1. Ending and Letting Go
Stop identifying with the ‘old organisation’-title, role, position and
language.
2. Experience the neutral zone
Experience ambiguity, confusion, despair and meaninglessness.
3. M ake a new beginning
Learn new skills, make new relationships, build a new vision.
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Cooperative Not Apathetic Learning Slowing Making intentional
mistakes
Acceptance Indifference Passive Active
resistance resistance
Enthusiasm Passive Doing only Protesting Taking Deliberate
resignation what is time off sabotage
ordered job
.
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Things To Do?Leadership; Innovation; Change
Re-engage through frequent, consistent, honest communication
– lunch time work shop
Lead from the front: Strong, bold, adventurous
Learn from previous recession. Beware cutting that which add customer value; don’t go for big gestures
– do the little things right
Fix the leaks that soon appear
Innovate: Get creative with all the stakeholders
Change: Sharpen your focus, streamline process
Try to attract talent badly managed elsewhere
Prepare for economic recovery
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Advice for the Resilient Manager• It is difficult to accept and bring about change.
• It takes time to adjust.
• But we can’t resist progress, new technology, new ways of working and new competitors.
• Those who do best emphasize opportunity and challenge rather than resistance.
• It is about a Mindset…which can be self-fulfilling.
• Whether you believe you can (adapt/grow/succeed) or whether you can’t you are right.
• Best give it your best.
• Upwards and onwards then.