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Once & For All: Stopping Sexual Harassment at Work

Posts Tagged ‘Management’

8 Tips for Effective Informal Performance Discussions (or “One-on-Ones”)

Wednesday, April 22nd, 2015
8 Tips Infographic

Click to see larger image.

A recent survey conducted by Training Magazine and The Ken Blanchard Companies revealed that 89% of people want to meet with their manager on at least a monthly basis.

Some managers get this and instinctively find time once a month (if not more) to sit down and chat with their direct reports. Other managers….well, not so much. For those managers, help is here.

This infographic highlights some of the important elements of effective One-on-Ones. (to view this graphic as a PDF with larger text, click here: 8 Tips for Effective Informal Performance Discussions.)

Recommended Training Resource
Discussing Performance – Through a realistic scenario showing both sides of a performance discussion, this video program explains how to make them painless, but effective, for everyone concerned.

Training Success Story – Positive Discipline

Sunday, March 30th, 2014

Success in The WorkplaceThe Problem: A  healthcare facility with 3,300 employees was having a problem with “problem employees.” Supervisors needed powerful tools to provide more effective feedback and facilitate productive performance reviews, even when the going got tough.

The Solution: Positive Discipline— a workshop utilizing the CRM Learning video and accompanying materials –gave supervisors a solid foundation for formulating their own personalized, 30-day action plans for handling difficult situations and giving better performance evaluations.

The Success Story: Trainers wanted supervisors within the organization to be more confident in their abilities to conduct effective performance discussions and provide constructive discipline. The key was learning techniques to focus on the problem behaviors – not the personalities.

The hospital conducted 15 training sessions lasting three hours each. In the first phase, participants shared past stories of performance and discipline, and the characteristics of effective and not-so-effective feedback.

Then, the Positive Discipline video was shown. After a post-film debrief, each participant prepared for and conducted a performance discussion using techniques from the video. Finally, participants composed a 30-day action plan that detailed how each supervisor would put Positive Discipline techniques into action on the job. Students paired up with a buddy, who once the class was over and the 30-day plan enacted, would follow up to see how things were going.

“I’ve been involved in training for over 30 years and am very impressed with this film,’’ one training leader said. “It’s practical, up to date and very easy to follow. The accompanying role-playing activities make it easy for students to just ‘get it’ very quickly.’’

To learn more about Positive Discipline or watch the full program, visit: http://www.media-partners.com/performance_management/positive_discipline.htm

Training Success Story: 5 Questions Every Leader Must Ask

Monday, March 3rd, 2014

Training Success in BusinessThe Problem:
A financial services company with 260 employees needed leaders who knew how to get the most from their teams, especially when so many were asked to do more with fewer people.

The Solution:
Managers, supervisors and the company’s process improvement committee took to heart the mindset-shifting message in CRM’s compelling video, 5 Questions Every Leader Must Ask. The core concept? Managers don’t have all the answers, but they do need to ask the right questions to draw out peak performance from every member on their teams.

The Success Story:
Anyone who has ever managed a diverse team knows that it takes hard work to get every member to contribute, even when the chemistry is good. Many leaders at this company found 5 Questions Every Leader Must Ask to be a valuable new way to approach the philosophy of leadership, especially when so many were feeling the heavy weight of added responsibility resting on their shoulders. (more…)

12 Slick Tips: Improving Employee and Workplace Morale and Firing Up Employees’ Motivation with No Budget

Monday, July 23rd, 2012

High workplace morale reduces turnover, improves performance, creates loyalty, and generally makes for a more pleasant work environment. Nothing makes a manager’s job easier than supervising a group of people who enjoy coming to work. What many managers don’t realize is that the best ways to boost the employees motivation is to pump up workplace morale and do it for free–even on no budget.

Multiple surveys show that wages and benefits rank relatively low on the list of things that influence employee morale. So what does influence it? You. An employee’s relationship with his supervisor is a prime determinant of job satisfaction. Here are some cost-free ways to start building morale today: (more…)

Conflict Resolution – Six Steps to Manage Disagreements Successfully

Monday, July 23rd, 2012

Author: Bill and Joann Truby

A man at the airport was very emotional, actually, quite livid. He was shouting about missing his plane because the monitors were wrong in giving the gate information. He was big, tall and angry as he ran up to the counter. My wife and I were sitting by one of our clients at an airport watching as he ran up to where two female agents stood behind the counter. He slammed his books down on the counter top and began furiously ranting about missing his flight. His voice loud, his body shaking, and his fists were clenched. The two women were obviously frightened. We could see them physically shrink from this aggressive man. They were in conflict.

I got up and began to walk the thirty feet into the scene. Within approximately thirty seconds after engaging with this man, he was calmed into dealing with the situation more rationally. Using the principles in this article a furious, ranting, rather childish man, in aggressive conflict with two ticket agents, was changed back into a rational adult, able to come to resolution over the conflict. What was the magic? The natural principles and laws that promote effective conflict resolution. (more…)

A Tricky Supervision Challenge

Tuesday, June 19th, 2012

by: Laurie Weiss, Ph.D.

Many managers believe that treating their team members as responsible adults will assure excellent results. The truth is that while this usually is effective, some people need much firmer limits than others to perform their jobs.

Ellen, the manager of a rehabilitation hospital unit, was discussing her frustration in supervising one of her social workers. Ellen would much rather help Angelique be successful at her job than to fire her, but things have not been going well. “When I give her a direction, she says she understands, but then she acts as if she can do just as she pleases.” (more…)

Motivation Insights for Managers

Friday, March 9th, 2012

All managers want to do a good job for their teams and their organization. They want to feel like they are making a difference and have the sense that others respect the contribution they are making. It’s no different for the people who report to them.

At its core, human motivation revolves around two important factors:
1. How people feel about themselves.
2. How they see others as feeling about them.
(more…)

The Cost of a Bad Hire: “Butts in Chairs” and How to Convince Hiring Managers to Avoid Them

Tuesday, November 1st, 2011

I need someone, anyone, now… just put butts in chairs — I don’t care about quality.

This must be one of the most feared phrases that a good recruiter can hear, unfortunately, it and phrases like it are not uncommon. A better name for it is “reckless hiring,” as such demands are essentially a directive to source candidates who are the real-world equivalent to Homer Simpson. While I certainly understand the pain a vacancy, particularly one in a highly visible role, can cause, such shortsightedness often ends up backfiring. (more…)

Managing a Multi-Generational Workforce: Moving Beyond Cultural Context

Friday, September 30th, 2011

The culture in which someone grows up is only part of what drives their needs, capabilities and limitations on the job. “Stage in life” and overall psychological development are an important part of the equation. (more…)


 

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