“The conventional definition of management is getting work done through people, but real management is developing people through work.” – Agha Hasan Abedi
At the end of the session you will be able to:
Identify causes of performance and / or behavior problems and understand how managers sometimes unwittingly contribute to their occurrence.
Understand how a manager can impact staff motivation / engagement.
Clearly communicate performance and behavior expectations and standards through simple conversations, so staffs do what you want them to!
Clearly communicate performance and behavior expectations and standards with new and existing staff (if you need to raise the bar)
Identify what effective feedback is; give positive feedback where it is due to maintain high motivation levels; as well as give corrective / developmental feedback when someone’s performance is off track or behavior is inappropriate.
Turn potential conflict situations with difficult staff into positive interactions through a. Awareness of own (and others’) natural emotional responses b. Application of simple techniques and language to maintain control and promote logical discussion
Create an action plan documenting the changes you need to make in your role to increase staff motivation; as well as any support you might need to achieve these results.
Lovely Kumar, Chief-Projects, Larks Learning Pvt Ltd., “What does the 21st century learning facilitator look like? ”, Retrieved on “01-Nov-2011”, https://larkslearning.com/blog/enhance-productivity-through-developmental-feedback/