Personnel Management in Today’s Workforce

I N F O R M A E X H I B I T I O N S U S

P E R S O N N E L M A N A G E M E N T I N T O D A Y ’ S W O R K F O R C E

K R I S T Y W O L F E

O C T O B E R 7 , 2 0 1 6

AIA Guidelines

Informa Exhibitions is a registered and/or recognized education provider with The American Institute of Architects Continuing Education Systems. Attendees can earn credit upon completion of this program provided you sign in with appropriate license number on forms provided at the seminar room check-in tables. Electronic Certificates of Completion for all attendees will be available 7-8 weeks post show.

This course is registered with AIA CES for continuing professional education. As such, it does not include content that may be deemed or construed to be an approval or endorsement by the AIA of any material of construction or any method or manner of handling, using, distributing, or dealing in any material or product.

Questions related to specific materials, methods and services will be addressed at the conclusion of this presentation.

Course Description

This session will assist attendees in understanding the many facets of their workforce, from personality types to individual motivation techniques. We will

also focus on the differences of leadership and management, as well as how to effectively combine

the two.

Course Objectives

1. Distinguish the difference between leadership and management.

2. Define the qualities of an effective manager; discuss how to deal with difficult employees.

3. Illustrate how to bridge the generation gaps in the workforce.

4. Classify, define, and understand different personality types, and how to effectively motivate them.

At the end of this course, participants will be able to:

WHAT’S THE DIFFERENCE?

Leader vs. Manager

Leadership……What exactly is it?

What is your definition

of leadership?

Leadership……What exactly is it?

Webster defines leadership as “the power or ability

to lead other people”

Leadership?

List three great leaders, past or present!

Great Leaders of the Past and Present

My top three:

General George S. Patton

Adolph Hitler

My dad

Leadership Styles

Pacesetting or “Do as I do”

Authoritative or “Come with me”

Affiliative or “People come first”

Coaching or “Try this”

Coercive or “Do what I tell you”

Democratic or “What do you think”

Source: 6 Leadership styles, and when you should use them, Robyn Benincasa, www.fastcompany.com

Situation Dependent

Management……What exactly is it?

What is your definition

of management?

Management……What exactly is it?

Webster defines management as “the act or skill of controlling and making

decisions about a business, department, sports team, etc.”

LeaderLeader ManagerManager

Person who can influence a group of people towards a common goal

An individual who is in charge of a certain group of tasks

Leader vs. Manager

LEADERLEADER MANAGERMANAGER

Goal oriented

Firm but fair

Decisive

Good listener

Excellent communicator

Demand high expectations

……………..

Time management skills

People skills

Ability to delegate

Multi-tasker

Decision maker

Demands accountability

…………….

Leader vs. Manager

Leader vs. Manager

Source: www.projectmanagerpad.com

Leader vs. Manager

LEADER MANAGER

Leader vs. Manager

LEADER MANAGER

Qualities of an Effective Manager

4 Categories Personal Characteristics

Business Characteristics

Communication Qualities

Relationship Qualities

Source: www.phdinmanagement.org

Personal Characteristics

Self-Motivation

Integrity

Dependability/Reliability

Optimism

Confidence

Calmness

Flexibility

Source: www.phdinmanagement.org

Business Characteristics

Industry Knowledge

Know When to Delegate

Organization

Basic Money Management

Business Hierarchy

Legal Implications

Source: www.phdinmanagement.org

Communication Qualities

Written Communication

Public Speaking

Constructive Feedback

Active Listening

Specific

Organize your Presentations

Source: www.phdinmanagement.org

Relationship Qualities

Customer Service

Mediator

Team Player

Respect

Collaboration

Value Other

Source: www.phdinmanagement.org

Basically……………………….

OR

Changes in the Workforce

Technology Social media

Smart devices

Communication

Shortage of skilled workers

Flexibility wanted

Baby boomer on the exit

HOW DO WE OVERCOME THE

GENERATION GAPS THAT EXIST?

Workforce Generation Gap

Generations Defined

Silent Generation or Traditionalists – Born 1926 - 1946

The Baby Boomers – Born 1946 - 1965

Generation X – Born 1966 - 1980

Millennials/ Gen Y – Born 1980 – 1995

Gen Z – Born 1995 – 2010 (8 second generation)

Generation Z – Born 1995 - 2010

Generations by the Numbers

Generational Differences

Work ethic

Motivational drivers

Wants/Needs

Organizational loyalty

Communication techniques

On-the-Job Strengths

Trads Boomers Xers Millennial

Job Strength StableService

Oriented/Team Players

Adaptable and Techno-Literate

Multitaskers and Techno-

Savvy

Outlook Practical Optimistic Skeptical Hopeful

View of Authority

Respectful Love/HateUnimpressed

and Unintimidated

Polite

Leadership By Hierarchy By Consensus By CompetenceBy Pulling Together

RelationshipsPersonal Sacrifice

Personal Gratification

Reluctant to Commit

Inclusive

Source: www.scouting.org

On-the-Job Strengths

Trads Boomers Xers Millennial

Time on the job

Punched the clock

Visibility is key “Face Time”

As long as I get the job done,

who cares

It’s quitting time – I have a real

life to live

DiversityEthnically segregated

Integration began

Integrated No majority race

FeedbackNo news is good

newsOnce a year with documentation

Interrupts and asks how they

are doing

Wants feedback at the push of a

button

Work/Life Balance

Needs help shifting

Balances everyone else

and themselves

Wants balance now

Need flexibility to balance activities

Source: www.scouting.org

Generational Challenges in Today‘s Workforce

What do you see as the biggest challenges in your workplace?

Are skill trades different than other careers/workplaces?

Bridging the Generational Gap

For the Millenials Respect, respect, respect

Listen and ask questions

Be willing to teach and explain

Learn how others communicate

Bridging the Generational Gap

For the “older” generations Respect, respect, respect

Listen and ask questions

Be willing to teach and explain

Learn how others communicate

EXTROVERT VS. INTROVERT

SENSING VS. INTUITIVE

THINKING VS. FEELING

JUDGING VS. PERCEPTIVE

Personality Types

ExtrovertExtrovert IntrovertIntrovert

Like variety and action

Often good at greeting people

Like to have people around in work environment

May prefer to communicate by talking rather than writing

Like quiet for concentration

Can work on one project for a long time without interruption

May prefer to communicate in writing

Think before they act, something without acting

Defines the source and direction of energy expression of an individual

SensingSensing IntuitiveIntuitive

Aware of the uniqueness of each event

Like an established way of doing things

Usually reach a conclusion step by step

May be good at precise work

Careful about facts

Aware of new challenges and possibilities

Focus on how things can be improved

Follow inspirations and hunches

Can over-complicate a task

Defines the method of information perception of an individual

ThinkingThinking FeelingFeeling

Good at putting things in logical order

Need to be treated fairly Tend to be firm and

tough-minded Are able to reprimand

and fire people when necessary

May hurt people’s feelings without knowing

Like harmony

Need occasional praise

Dislike telling people unpleasant things

Enjoy pleasing people

Tend to be sympathetic

Defines how a person processes information

Judging Judging PerceptivePerceptive

Work best when they can plan their work and follow the plan

May decide things too quickly

Schedule projects so each steps gets done on time

Use lists as agendas of action

Do not mind leaving things open for last-minute change

Adapt well to changing situations

May start too many projects and have difficulty finishing them

Get a lot accomplished at the last minute under pressure of a deadline

Defines how a person implements the information he/she has processed

Motivating by Personality Type

ENTP – Tell them it can’t be done ENFP – Tell them that if anyone can do it, it’s them ENFJ – Tell them you need guidance to help get it done ISFJ – Tell them you’re counting on them to get it done INFP – Tell them it needs to be done in a unique and

unprecedented way INTJ – Tell them that nobody can figure out the best way

to get it done ENTJ – Tell them the long-term benefits of doing it ISTJ – Tell them nobody else is going to do it unless they

do

Thoughtcatalog.com

Motivating by Personality Type

ESTJ – Tell them the immediate, tangible benefits of doing it ESFJ – Tell them that someone they love needs it done INFJ – Tell them you need their insight to help get it done ESFP – Tell them how impressed others will be if they do it ISFP – Tell them that only the most creative people are

capable of getting it done INTP – Tell them that everyone else is using inaccurate

methods of getting it done ISTP – Tell them there’s a shortcut to getting it done ESTP – Tell them they’re the only ones capable of doing it

Thoughtcatalog.com

Why the fuss over personality types?

Types of Workplace Conflicts

Interdependence Conflicts - Responsibility

Types of Workplace Conflicts

Leadership

Types of Workplace Conflicts

Personality

Conflict Resolution

1) Clarify what the disagreement is

2) Establish a common goal for both parties

3) Discuss ways to meet the common goal

4) Determine the barriers to the common goal

5) Agree on the best way to resolve the conflict

6) Acknowledge the agreed upon solution and determine the responsibilities each party has in the resolution

Source: Hrdailyadvisory.blr.com

Conflict Resolution Tips

Have a cool off period

Write everything down

Try to remove emotion

Stay neutral

Focus on the issue at hand

Conflict Resolution

CommunicateCommunicateCommunicate

Dealing with Difficult Employees

Understand the rules and regulations

Be consistent

Provide feedback

Listen/pay attention to employee needs

Repercussions for actions

Document, document, document

Stay strong

Recap of Course Objectives

1. Distinguish the difference between leadership and management.

2. Define the qualities of an effective manager; discuss how to deal with difficult employees.

3. Illustrate how to bridge the generation gaps in the workforce.

4. Classify, define, and understand different personality types, and how to effectively motivate them.

Participants should now be able to:

CONTACT INFORMATION:Kristy Wolfe(309)677-2713klwolfe@bradley.edu

QUESTIONS?

This concludes The American Institute of Architects Continuing Education Systems Course

Informa Exhibitions US