Copyright © 2015 Studer Group. Please do not quote or disseminate without Studer Group authorization

Timeless Principles

Bob Murphy, JD, R,N.

Speaker, Studer Group

Pensacola, FL

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Know What Your

Team Really Wants

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Appreciation of work done 1

Feeling “in” on things 2

Help on personal problems 3

Job security 4

Good wages 5

Interesting work 6

Promotional opportunities 7

Mgt. loyalty to team members 8

Good working conditions 9

Tactful discipline 10

Staff

Copyright © 2015 Studer Group. Please do not quote or disseminate without Studer Group authorization

Appreciation of work done 8

Feeling “in” on things 10

Help on personal problems 9

Job security 2

Good wages 1

Interesting work 5

Promotional opportunities 3

Mgt. loyalty to team members 6

Good working conditions 4

Tactful discipline 7

Management

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Appreciation of work done 1 8

Feeling “in” on things 2 10

Help on personal problems 3 9

Job security 4 2

Good wages 5 1

Interesting work 6 5

Promotional opportunities 7 3

Mgt. loyalty to team members 8 6

Good working conditions 9 4

Tactful discipline 10 7

Staff Mgt

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Two Dimensions of Leadership

•Consideration

•Structure

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Consideration• CARED, CONCERNED• COMMUNICATOR—2 WAY• CONNECTED• CLOSE TO THE PEOPLE• NEVER ASKED YOU TO DO ANYTHING HE/SHE..• WARMTH, RAPPORT• RELATIONSHIP• AGAPE LOVE• SUPPORT DURING CRISIS• STRAIGHT ARROW• “FOR REAL” HUMAN BEING

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Structure

• HIGH EXPECTATIONS• HIGH STANDARDS• DEMANDING• CHALLENGING• SET GOALS• SET DEADLINES• TASK-MASTER• TOUGH (LOVE) AT TIMES• NO NONSENSE• PUSH—”YOU CAN DO IT”• “KICK BUTT” IF NEEDED

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Which One Is Better?

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• CARED, CONCERNED• COMMUNICATOR—2 WAY• CONNECTED• CLOSE TO THE PEOPLE• NEVER ASKED YOU TO DO

ANYTHING HE/SHE..• WARMTH, RAPPORT• RELATIONSHIP• AGAPE LOVE• SUPPORT DURING CRISIS• STRAIGHT ARROW• “FOR REAL” HUMAN BEING

• HIGH EXPECTATIONS• HIGH STANDARDS• DEMANDING• CHALLENGING• SET GOALS• SET DEADLINES• TASK-MASTER• TOUGH (LOVE) AT TIMES• NO NONSENSE• PUSH—”YOU CAN DO IT”• “KICK BUTT” IF NEEDED

Consideration Structure

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Great Leaders

• Explain the goal and get out of the way

• Less training, quick reinforcement

• Out working with the people

• Talking with, not to people

• Upwards criticism of policy when appropriate

• Free discussion: Employee centered

• Meetings are not “announcement” meetings

• Be with staff, not over or higher than

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Biggest Motivator

• Sense of accomplishing something

• Being appreciated for work done

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Thank You!

Bob Murphy, JD, R.N.

Speaker

850-393-4481

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