Date post: | 21-Oct-2014 |
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Education |
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New People Manager Phase 4
Program Purpose
• Discover your role as a people manager • Learn to manage yourselves as people manager
• Apply principles and practices for engaging, managing and developing your employees
Agenda
Day 7
Introduction
Green packet Values
New Roles
Managing Yourselves
Managing People Guan Xi Listening Trust and care
Day 8
Managing People No Fear Communication style Delegation Coaching Appreciation Emotion
Managing People Saving Face Provides Feedback Receiving Criticism Guide them for Solutions
Managing People Strengths Productivity
Personal Action Planning
Ground Rules基本规则
1.Be Present – turn off phones/email alerts/stay on track
2.Collaborate and fully participate in the activities
3.Confidentiality – anything discussed does not go beyond the room
• Start: 9:00 a.m.
• Break: ~ 15 minutes
• Lunch: ~ 45 minutes
• Break: ~ 15 minutes
• Close: 5:30 p.m.
Today’s Schedule
5 Thinking Process
The Red Brain
• What do you feel about the suggestion?
• What are your gut reactions?
• What intuitions do you have?
The White Brain
• The information seeking hat.
• What are the facts?• What information is
available? What is relevant?
The Yellow Brain
• The sunshine hat.• It is positive and
constructive.• It is about
effectiveness and getting a job done.
• What are the benefits, the advantages?
The Black Brain
• The caution hat.• In black hat the
thinker points out errors or pit-falls.
• What are the risks or dangers involved?
• Identifies difficulties and problems.
• This is the creative mode of thinking.
• Green represents growth and movement.
• In green hat we look to new ideas and solutions.
• Lateral thinking wears a green hat.
The Green Brain
• Planning for thinking processes used.
• Blue is also for summary
• Blue is for action plan
The Blue Brain
ThinkingProcess Characteristics Questions
Fact Used to think about facts, figures, and information
1. What facts would help me further in making a decision?
2. How can I get those facts?
Fellings Used to elicit the feelings, emotions 1. How do I really feel? 2. What is my gut feeling
about this problem?
Cautious Used to discover why some ideas will not work,
1. What are the possible risks and problems?
2. What is the worst-case senario?
Positive sees opportunities, possibilities and benefits
1. What are the advantages?
2. What would be the best possible outcome?
Creative Used to find creative new ideas 1. What completely new, fresh, innovative approaches can I generate?
2. What creative ideas can I dream up to help me see the problem in a new way?
Thinking Used as a master hat to control the thinking process
1. Summary2. Thinking process3. Action Plan
Convey Information
A. Convey Information• Get attention• Give the benefits of listening• Based on what they know• Speak slow and clearly• Organize Info• Big Picture • Group Info – 3-7 Points• Support each point with examples/pictures• Check Understanding• Do you have any questions?• Can you show me?
Care for my cat
Listening
Listening
• Show Interest “I am listening”• Focus on the key issues “What are the key issues?”• Summarize and check “Let me summarize…”• Responds to feeling “Are you upset?”
How Do You Show Interest?
Name Tent
Laurence YapSenior Manager, HR Development Department
6 Years
What is the key responsibility of people manager?
Consider This
• The Most Important Part of Your Job is to
deliver business results through people you manage
Get to Know Your Colleagues
• 15 minutes - Your Partner First
Name Birthplace Hobbies Food Drink HP
Laurence Yap
Sabah Traveling, Reading
Spaghetti Chamomile Tea
0162080096
PersonalPortfolio
Laurence Yap
[KL. PG. China. Sg. Ipoh] 16 Years (1993-2012)
Training & Learning
Organization Development
HRD Career
Training & Conferences
Management Experience
People Manager Managed a team of 100 3 Management Rules Practitioner of 7 Habits, Zenger Miller
Business Manager Report to COO, HR Director Improvement through Lean Manufacturing, leadership dev, training and
learning
Get to Know Each Others
2 Minutes Introduction
Checking In Expectations
What is your expectation of this training?
Team Cheers
• Service Excellence • Team work• Reliable• Innovation• Passion
Green Packet Values
1. Service Excellence
Service Excellence is ‘WOW’ experiences. Wonderful, Outstanding, and Way Beyond Expectation
2. Teamwork
Together Towards the Same Goal with Trust and Openness, Synergizing Our Individual Differences
Green Packet Values
3. Reliable
Dare to Commit and Consistently Deliver What We Promise to Our Customers and Company
Green Packet Values
4. Innovation
Keep Improving by Doing Things Differently to Deliver Remarkable Results
Green Packet Values
5. Passion
We will Rock the World by Making Things Possible…and Have Fun Along the Way
Green Packet Values
1. Defining Your Role as People Manager
1. New Role as Managers
Leadership Behaviors required foreffective management
Transition from individual contributor to manager
Sharing of Good Practices
Leadership Behaviors
• Complete the self assessment
• Be sure to write your name
• Submit the assessment to me
Leadership behaviors
• Model the Way • Inspire a Shared Vision• Challenge the Process • Enable Others to Act • Encourage the Heart
VIDEO: SUPPORT 0.25 & VIOLIN
The role of leader
Leadership Lessons from Your Supervisors
Transition
Your Achievement
• Your best career achievements in the past as Individual contributor
Key Changes for Successful Transition
• Time: New timeframes that govern how one works
• Skill: New capabilities to carry out new responsibilities
• Values: New beliefs in what tasks are important to focus on
Key Changes for Successful Transition
• Time: Days/Weeks - Months/Years
• Skill: Personal Skills - Team Skills/People Skills
• Values: Personal Development - Developing teams
Key Changes for Successful Transition: Individual Contributor to People Manager
• Defining and assigning work to be done
• Enabling direct reports to do the work
• Building social contacts
Discussion
• Difference between Leaders and Managers
Management
• Management is a set of processes that keep people and technology running smoothly
• The most important aspects including Planning, Budgeting, Organizing, Controlling
Leadership
• Leadership defines what the future should look like, align people, with that future and is inpire s them to make it happen despite the obstacles
Meaning
• We create opportunities for others• We care because we know people depend on
us• We make a difference in the world
Good Practice Sharing
54
2. Managing Yourselves
2. Managing Yourselves
How to think positively and effectively
Managing Time and Projects
Managing Your Thought
• Adopt Effective Way – Lazyman way What are the most effective way?
• Open Minded – PMI Let us look at different angle
• Ownership - Use their ways – what do you think?
Think Positively• Choose positive reactions
Proactive – Freedom of choice – Victor Frankl Choose positive respond – positive emotions
A to Z
Law of Attraction – Mind like a magnet
58
Tea Break20 Minutes
Manage Time and Priorities
• Allocate time for People – 1 on1 and team learning
• 6 Items• Control Weekly Planning• Do It Now• Chunking• Prioritizing Your Work
Goals
Your Dream – an hour per day -
write down nowStart small
Know Your Temperament
• 4 Type of Personalities• Know your strengths • How to deal with other types of personality
Work Extra Miles
• As new leaders• Find out your gap – write them down now
• Work extra miles to learn it• Learn – people, net, books, Projects• Win - Win
Good Practices and Things to avoid
3. Managing Others
3. Managing Others: Guan Xi – Build Positive Relationship and Trust
Asian Concepts of relationship and leadership
Listening and ConversationTrust and care -
Sharing of Knowledge, Network & Compassion
Asian Concepts
• Leadership Concepts - Use fear, fault finding, scolding , stingy in
praises and seniority
• Relationship concepts - Guan Xi, Face and Job Security
Effective Concepts
• Leadership Concepts - Utilizing their strengths, coaching,
appreciation, empowerment and bring joy to work
• Relationship concepts - Be personal and build trust, save their face
and job security
VIDEO: Monkey See Monkey Do
Leadership by Example
My Management Experience
• Three rules:• No scolding, but feedback and coaching (Ros)• Solving problems and shouldering blames –
solve it together • Use your strength and developing you
(Michael)
Other Practices
• Care
• Praise
• Work life balance
• Network
• Treat everybody the same
• No mood swinging
Listening Skills
• Use listening skills to engage employees
Guidelines
1. Questions – 5W1H2. Body Language and Posture3. Sincerity
Avoid
1. Judgment2. Topper3. Advising
Acknowledging
• Raising an eyebrow (suggests you aren't sure or are unclear and you need the other person to tell you more)
• Smiling (shows you are in agreement)• Leaning a bit closer (demonstrates that you are very
interested in what the person is saying)• Nodding your head (shows agreement)• Maintaining eye contact (lets the person know you are
following her)• Putting your palms up, facing the speaker
Self-Disclosur
• communicating information about how he feels and what he is thinking. These are his true feeling and thoughts
Maintaining Congruence
Clarifying
Exercise
• Grouping: Hobbies, Best Friend and Traveling Experience
Trust
Trust
Knowldge
Network
Compassion
Compassion
the human ability to reach out with warmth
SUPPORT & LISTEN
Help
A. Help others unconditionally (share your experience)
• at work• at home• at social activities
VIDEO: Life VestHOW MUCH DO YOU REALLY CARE ABOUT THE PEOPLE YOU LEAD?
Why
• Build EBA• Broaden your horizon• Positive emotion• Contribution
Listen
B. Intensive Listening with Compassion
How do you feel? Share your experience
How
• Interested in them• Ask – 5W1H•“Can u tell me more?”
Exercise
Network
your entire web of relationships MATCH PEOPLE
Network
• Sharing our networks to others (build relationship and EBA)
Share your experience
Methods
• How do we share our network with others?
Knowledge
everything you have learned and everything you continue to learn
READ & SHARE
Knowledge
How can we use Knowledge to build care and trust?
Reading
Reading is the cheapest and fastest way
Our only survival tool: learn faster than your competitor
Techniques
• How do we increase our knowledge?
Conclusion
Three ways to build emotional and trust:
Compassion Network Know
Summary
Checking Out Expectations
GOOD, NEW and APPLICABLE EXPECTATION