ultimate productivity: how to select and evalaute your managers
TRANSCRIPT
Ultimate Productivity:Ultimate Productivity: How to select and evaluate your managers
Presented By: Ken LaVany
WE ARE DEDICATED TO PROVIDING THE HIGHEST QUALITY CONSULTING, LEAD GENERATION, OUTSOURCING, AND PERSONAL COACHING FOR ALL SIZE COMPANIES.
OUR FOCUS IS TO HELP YOU EXECUTE YOUR GOALS!
Good to Great
Get the right people on the bus,
the wrong people off the bus, and
the right people in the right seats on the bus.
Jim Collins
Rate from 0‐5 (5 is best)1. Do you have organization charts that are current
and clear?
2 Do your managers track team members against
________
2. Do your managers track team members against pre‐determined benchmarks?
3. Can your managers make sound decisions that are i i i h b i i h
________
a positive impact on the business without assistance from their manager/CEO?
4. Do your managers execute their goals?
________
________y g g
Total Points ________
What Makes A Good Manager?
Manager A Manger BDetail Oriented
Professional
Works At Moderate Speed
Relaxed Demeanor
Manages Deadlines Well
Works With Team Well
Great with Numbers
Not Effective At Raising Staff Concerns
f llExtra Social
Manipulates Company Policies
E F iti
Professionally Friendly
Excellent Role Model
llExpresses Favoritism
Lacks Clear Communication With
Direct Report
Excellent Communication Skills
Manages Project Plans Well
Ideal Management Skills• Gels with company mission & culture
• Great ability to communicate with manager/CEOGreat ability to communicate with manager/CEO
• Identify critical areas that need improvement
• Ability to execute in their position• Ability to execute in their position
Takeaway #1Takeaway #1Self Motivated
ManagerSelf Motivated
Manager
Reviewing & Training your Managers• How are you selecting managers
• Identify strengths & weaknessesy g
• Create project plans
• Evaluate successes and failuresEvaluate successes and failures
• Hold managers accountable
• Evaluate current managersEvaluate current managers
How are you Selecting Managers?1. Advertise to the public?
2. Referrals from colleagues, friends, or family?
3. Employment agency (head hunter)?
4. Advance internally based on productivity?
5. Fast track competent staff members?
6. Internal interview process?
7. Internal mentorship program?
Strengths & Weaknesses Takeaway #2Know your
Takeaway #2Know your
1. What is your manager’s best skill set?
2. Is your manager able to assess critical areas
Managers’ SkillsManagers’ Skills
that need revisions?
3. Can they create their own game plan?
4. Do they follow up independently and execute?
5. Are they on point when they communicate?
6. Do they understand numbers and deliverables?
Managers Create Project Plans• Identify projects
• Communicate what a “successful project” means
• Set aggressive deadlines
• Continuously update and revise the project plan
K it i l• Keep it simple
Evaluate Successes & Failures
Effective communicationEffective communication
Efficient meetings
Expectations set & metp o
Deadlines hit
Learn from the projectp j
Hold Managers Accountable
Communicate with your managers how you think they are doing
Be honest and direct
Assess how your managers react to constructive criticism
[email protected]@CaseGhost.com
Evaluate Current Managers• Remove personal connections to that manager as if the person is coming in for a job interview
• Would you hire them for their current management position?
• Would you hire them for a different management position?
• Would you even hire them for any position?
Takeaway #3Do What is Best for
Takeaway #3Do What is Best for
your Companyyour Company
Recap of Takeaways
Takeaway #1Self Motivated
Takeaway #1Self Motivated
Takeaway #2Know your
Managers’ Skills
Takeaway #2Know your
Managers’ SkillsSelf Motivated
ManagerSelf Motivated
Manager
Takeaway #3Do What’s Best for your
Company
Takeaway #3Do What’s Best for your
CompanyCompanyCompany
Who is Kenneth LaVan, ESQ.?Kenneth LaVan is the co-founder and president of LaVan & Neidenberg PA a nationallyKenneth LaVan is the co founder and president of LaVan & Neidenberg, P.A., a nationally
recognized Social Security and Veterans disability law firm, representing tens of thousandsof disability claimants each year.
Mr. LaVan has been an advocate for the rights of those in need of help for many years. Since 1998, his companies have provided morethan 3,000 hours of community service to inner-city students. He has also been featured on CNN, written about in Entrepreneur
d k h l d lMagazine Business Start Ups (twice), and was a keynote presenter at Chicago Mayor Daley’s Educational Summit.
In January 2012, Mr. LaVan was a featured speaker on a panel discussion and press briefing at Lotusphere 2012 about the role of socialbusiness in small business and launched Case Ghost. Case Ghost is an outsourcing service for SSA & VA representatives, processingseveral thousands of leads per week. (www.CaseGhost.com).
Over the past few years Mr. LaVan has been developing proprietary software that streamlines the Social Security disability andVeterans’ disability process. His patent pending software uses built in analytical intelligence that determines the success rate for theclaimant and determines whether to accept or deny the claimant.
Mr. LaVan graduated from The George Washington University with a Bachelors of Accountancy and received several honors duringg g g y y gundergraduate. In 1996, he went on to earn his Juris Doctor from Hofstra University and was Law Review. He is a member of theFlorida Bar Association, the New York Bar Association, United States Court of Appeals for Veterans Claims, Department of VeteransAffairs Accredited Attorney, National Organization for Veterans’ Advocates (NOVA), and National Organization of Social SecurityClaimants’ Representatives (NOSSCR).
Register for upcoming seminar: A To Z Blueprint For Managing Your Law Firm g g
What you will learn:• Step-by-Step Checklist for New Hires• Creating Job Descriptions• Creating an Employee Handbook
When: March 6th, 2015Where: Plantation, Florida
g p y• Establishing Benchmarks• How to Create and Utilize and On boarding Training Manual• How to Create a Mission Statement• Productivity Tracking• Motivation Techniquesq• Keeping Employee Morale High• Creating an Organizational Chart• How to Interview Applicants Without Getting Fooled• How to Deal with Toxic and Problem Employees• How to Create a Salary Structure for Staff that Motivates Them to Excel
H t P l Fi E l• How to Properly Fire an Employee• And Much Much More!
