Secrets of High Achieving Managers Jack Hayhow

Why is this subject important? Life really is wonderful. Around the world at any given point in time there are 79,000,000 falling in love 320,000,000 holding hands 415,000,000 achieving a goal they set 83,000,000 getting a promotion WE HAVE A LOT TO BE THANKFUL FOR

Why is this subject important? of employees are satisfied

Why is this subject important? 49% claim their jobs are unrewarding 30% said the only thing they get out to their job is to enjoy life away from it.

Why is this subject important? Anticipate the difficult by managing the easy. . Lao Tzu Managing is getting paid for home runs that someone else hits. Casey Stengel Managing is like holding a dove in your hand. Squeeze too hard and you kill it, not hard enough and it flies away. Tommy Lasorda

Session Opener Complete the assessment, pg 1 Combine your score, pg 2 Now, please take a moment to complete the employee assessment that you will find at the bottom of page 1 of your Participant’s Guide. As you read each of the 12 statements, write in the appropriate number, 1 – 3, that identifies how well each statement applies to you and your relationship with your employees. For instance, if you believe that a statement perfectly describes you and you agree write in a 3. If a statement is in complete disagreement with you and your conduct, write in a 1. If you do agree or disagree and our unsure write in 2 for hard to say. After filling in your score, add up the numbers you filled in to arrive at your score. Then use the table provided on page 2 to determine your current mentoring performance. Debriefing: 1. Do you think that your employees would rate you the same way? 2. What are some of the ways in which your mentoring skills are already strong? 3. Of the 10 statements on page 1, which are the most difficult areas? Why? Hopefully, the John Hersey video we see today and the exercises we complete together will allow us to better-understand and implement the mentoring process.

ANONYMITY

IRRELEVANCE

IMMEASUREMENT

Why don’t mangers do these?

Learning Goals By the end of this session, you will: 1. Three signs of a miserable job and how to avoid them 2. Clearly communicate expectations and remove obstacles 3. Understand the true measure of Employee Satisfaction

Jack Hayhow Video Presenter Worked as an advertising agency specialist for 20 years. Founded OPUS Training Communications From advertising career developed training for McDonald’s, Wendy’s, Westin & Lee Jeans Wrote several books including; Flying with Pigs, Guidance & Inspirations for Managers & Leaders and Break Through the Barriers. – What Companies That Grow Do Differently

Share your idea(s) with your group. Key Ideas and Application Write down the important idea(s) from the presentation and how to apply them to your company or team. Share your idea(s) with your group. In small groups, select a team leader. Team leaders, please facilitate a discussion among your group where each of you share the idea(s) you found most important and how you would apply that idea within your workplace. You will find a worksheet on page 5 of your Participant’s Guide that you can use to record your group’s ideas. Team leaders, following your group discussions, I will ask you to share with us one of your group’s ideas and its application.

Anti-Misery PAST PRESENT FUTURE Blueprint 2, pg 7 - 8 This tool is to help us understand the if our team members feel their jobs are nothing but misery or if they are satisfied with the work they do.

Too Busy

Too Busy Simple Forget

Too Busy Simple Forget Embarrassed

PAST PRESENT FUTURE Anti-Misery Blueprint 3, pg 9 - 10 Team up The Anti-Misery worksheet will help you get back on the proper tracks to improve your employees satisfaction.

Removing Obstacles Blueprint 4, pg 11

Personal Blueprint / Action Plan I Plan to Implement / Best Idea Expected Result SMART Specifically Measurement Attainment Relevant Time-Based Action Steps Resources Needed