managers manage - the insiders view
DESCRIPTION
Sophisticated yet simple presentation describing management styles. An excellent ice breaker when joining a company.TRANSCRIPT
Managers Manage
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Every employee has a unique personality
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Which means they are motivated by different things
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Some are introverts
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Others are extroverts
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Some people are born to think through problems
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Others use their feelings
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Whatever the case, as a manager, I cannot change who you are in your core
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Not only that……………
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But those same people are also going through their own lifecycles
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What motivates them now may be different from what motivated them last year
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Whether the person is an introvert or an extrovert, they need different things in life at ages 1, 6½, 18,
24¼, 35, 51 or 64¾
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Finally, the context of work keeps changing
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Sometimes the strategy is too slow to support the status quo
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Other times it is all about urgent and major change
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As a manager
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My job is to motivate
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So if everyone is different and everyone is changing over time
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And the nature of our work is changing too
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I am unable to manage in a single style
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There are 6 Management styles in my toolkit
1. Directive
2. Authoritative
3. Affiliative
4. Participative
5. Pace-Setting
6. Mentoring/coaching
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Directive
• GOAL OF MANAGER
• Compliance
• The “do it the way I tell you” manager
• Closely controls employees
• Motivates by threats and discipline
• USE IT
• When there is crisis
• When deviations are risky
• AVOID IT
• Employees are underdeveloped – zero to low learning happens with this style
• Employees are highly skilled – they become frustrated and resentful at the micromanaging
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Authoritative
• GOAL OF MANAGER
• Giving LONG TERM direction & vision
• The “Firm but Fair” Manager
• Closely controls employees
• Motivates by persuasion & feedback on task performance (KPI)
• USE IT
• CLEAR directions and standards needed
• The leader is credible
• AVOID IT
• Employees are underdeveloped – they need guidance on what to do
• The leader is not credible – people won’t follow the vision if they don’t believe it
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Participative
• GOAL OF MANAGER
• BUILD commitment & consensus
• The “EVERYONE has input” Manager
• Encourages employee input in decisions (brainstorming)
• Motivates by rewarding team effort
• USE IT
• Employees working together
• Team have experience and credibility
• Steady working environment (targets being met, drive)
• AVOID IT
• Employees must be coordinated
• There are crisis. NO time for meetings
• There is a lack of competency – close supervision required
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Affiliative
• GOAL OF MANAGER
• Create harmony among employees and between himself and employees
• The “People first, task second” Manager
• Avoid conflict & emphasises good relationships
• Motivates by keeping people happy
• USE IT
• USED with other styles
• Task routine, performance adequate
• AVOID IT
• Performance inadequate – affiliation does not emphasise performance
• There are crisis situations needing direction
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Pace-Setting
• GOAL OF MANAGER
• ACCOMPLISH tasks to a high standard
• The “Do-It-Myself” Manager
• Performs many tasks personally and expects team members to follow the example
• Motivates by setting high-standards and expects self-direction from team members
• USE IT
• Employees are highly motivated, competent
• Little direction/coordination required
• When managing experts (targets being met, drive)
• AVOID IT
• When work load requires assistance from others
• When development, coaching & coordination required
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Coaching
• GOAL OF MANAGER
• LONG TERM professional development of team members
• The “Developmental” Manager
• Helps and encourages development of team strengths and improve their performance
• Motivates by providing opportunities for professional development
• USE IT
• Skills need to be developed
• Employees are motivated and wanting development
• AVOID IT
• The manager lacks the expertise
• In a crisis
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I am going to add a 7th style
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Jedi Management – Just Do It……
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Whatever the case, my job as a maturing manager is to master all of these styles…….
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Work CONSTANTLY in progress…….
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