 Communication  Leadership  Delegation  Training  Mentoring  Coaching

 Know your people!  Skills & Strengths  What motivates them

1. Communication style 2. Work style

1. Realistic = DOERS 2. Social = HELPERS 3. Investigative = PROBLEM-SOLVERS 4. Enterprising = PERSUADERS 5. Artistic = CREATORS 6. Conventional = ORGANIZERS

 Like to move around physically  Like to use “mechanical” skills  Want work focused on action solutions  Take pride in getting job done Tips for working with DOERS  Be clear with instructions  Take a concrete approach to problem solving

 Like to teach, counsel, inform, motivate, coach, guide etc. using their language skills  Outspoken and independent but also good on teams  Thrive on close interaction with people  Less inclined toward intellectual debate or physical activity

 Prefer to think rather than act  Prefer to organize and understand  Oriented to ‘getting to the bottom of it’  Like to work behind the scenes  Spend lots of time on “possibilities thinking”

 Gifted in the use of words  Like to persuade others to do things their way  Value prestige and status in society  Have no problem with public speaking  Assertive, self-confident, ambitious  Enjoy excitement and risk taking

 Enjoy expressing themselves through a creative medium  Innovative, intuitive, imaginative focus  Structured situations cramp their creativity  Sensitive and emotional  Independent thinkers – even eccentric  Fitting in is low priority for them

 Comfortable with rules & regulations  Love to work within established systems  Like to preserve the past  Natural born organizers – pride themselves on consistency, caution, orderliness  Efficient, sociable, cooperative  Prefer structure and do not adapt easily to change

 Meet with team regularly  Schedule individual meetings  Convey important developments ASAP  Ask for their input

1. Model the mission & vision of your organization 2. Keep up with your industry

1. Inform your staff frequently 2. Create positive & supportive work environment

1. Individual learns new skill 2. Individual gains work experience that could help toward promotion 3. Delegation helps to pass on the organization culture

4. It frees up the supervisor for other work 5. It lets the employees “try out” something new 6. It could lead to new ways to perform tasks efficiently. “Two heads are better than one.”

1. Describe what the task is and how it fits into the total picture of responsibilities for your department/organization. 2. Show and/or tell the person how to perform the task. 3. Check for understanding as you explain, and be sure that the person is ready before moving to the next step. 4. Let the person try out the task and give feedback.

For each task, answer these questions: 1. Would this be a new task for the employee? 2. How complex is the task (low-moderate- high)? 3. How much risk is there if someone new performs the task? Consider safety, accountability, and financial risk. Important point: When you delegate a task, as manager you are still responsible for the outcome.

 Positive Emotion  Engagement  Positive Relationships  Meaning  Accomplishments/Achievement  From Flourish by Martin Seligman

 Examples – peace, gratitude, satisfaction, pleasure, inspiration, hope, curiosity, love  Enjoy yourself now!

 State of “flow” (Read the book “Flow” by Mihalyi Csikszentmihalyi)  Lose sense of self  Concentrate intensely on the present

 Social beings  Core to our well-being

 Specific deity or religion  Cause that is bigger than ourselves

 Master a skill  Achieve valuable goal  Win competitive event Your Role -  Challenge  Support  Acknowledge  Celebrate

 Your role models  Your legacy

1. Think creatively 2. Progress in career 3. Cope with challenges 4. Work effectively with other people 5. Long term career investment 6. Respect for Leadership 7. Peace of mind