MODULE 17 – EXPECTATION MANAGEMENT

Slides:



Advertisements
Similar presentations
1 Designing a training programme Module 6 Sessions 9&10.
Advertisements

Staff Training Type your subject here. Welcome and Introduction Welcome the staff members to the session. State the subject of the session. Describe the.
Coaching for School Improvement: A Guide for Coaches and Their Supervisors An Overview and Brief Tour Karen Laba Indistar® Summit September 2, 2010.
ASSESSING & DEVELOPING YOUR WORKPLACE COMMUNICATION SKILLS Professional Year Program - Unit 1: Workplace Communication.
TRAINING SOLUTIONS ISO 14001: DEVELOPMENT & IMPLEMENTATION For more information contact Victoria: (Tel) (Fax) ( )
CHAPTER 5 Learning-centred Leadership Sisilia P Indahayu
Practitioner partnership model delivers transformative student learning experience Chris Cutforth Senior Lecturer, Sport.
Is a systematic process of evaluating and managing employee performance in order to achieve the best outcomes for a business PERFORMANCE MANAGEMENT.
School of something FACULTY OF OTHER Managing Change the Leeds Way Jenny Creagh Head of Reward, Recruitment and Resourcing University of Leeds.
Joseph Oonyu & Justine Otaala October 25, Mentoring requires a trusting, supporting and confidential relationship based on mutual respect 2.Mentoring.
Computers in Libraries Computers in Libraries, March 15, 2005 Changing the Landscape Making the Future Library Now!
TAA2 Assessor Workshop Learning and Innovation. PROGRAM OUTLINE Workshop Introduction Overview of the TAA Scheme Outline of the TAA2 Activity Break TAA.
Welcome Module 25. Aim To provide the knowledge, skills and attitudes to effectively support adults through the Scout Association’s Adult Training Scheme.
Select Strategy Copyright © Select Strategy All Rights Reserved. Objectives Identify strengths and areas for improvement in management skills Identify.
TAA2 TEACHER WORKSHOP Learning and Innovation. PROGRAM OUTLINE Workshop Introduction Overview of the TAA Scheme Outline of the TAA2 Activity Break TAA.
303LON and 308LON Project Updates – Individual Presentations Unit: 9.
Leadership School Leadership Teams. Leadership Team Planning Objective: At the end of this section, you will have one SMART goal written and start on.
Module Nine: Performance Management and School Appraisal Developing and Supporting the Performance of all connected with the School Community Susan O’Shaughnessy.
Developing classroom practice to raise standards Rosemarie Sadler, Primary Performance Adviser Val Phillips – Primary Performance Adviser.
OCLC Online Computer Library Center 1 Introduction.
Encompass – Learning Partnership SCHOOL BUSINESS MANAGER Course - Level 4 Diploma CLIVE HAINES and SUZANNE BEAN Welcome – Face to Face Session One.
MODULE 18 – PERFORMANCE MANAGEMENT
MODULE 15 – ORGANISATIONAL COMMUNICATION
Continuing Professional Development for NQTs
MODULE 7 – IDENTIFYING PERSONAL LEADERSHIP STYLES
MODULE 8 – GROUP COMMUNICATION SKILLS
MODULE 12 – STRATEGIC MANAGEMENT
MODULE 16 – EFFECTIVE STAFF MANAGEMENT
MODULE 3 – LEADERSHIP BENCHMARK
MODULE 23 – CITY-TO-CITY COOPERATION (C2C)
MODULE 11 – SCENARIO PLANNING
National Association For Court Management
Finding Balance Between Doing & Managing as a New Professional
Participatory Toolbox
* Type your subject here
MODULE 5 – SELF AWARENESS AND GROUP EMPOWERMENT
MODULE 2 – UNDERSTANDING LEADERSHIP
MODULE 1 – GOOD LOCAL GOVERNANCE
Staff Training Type your subject here.
Invest in Training and Professional Development
MODULE 4 – LEADERSHIP VALUES
Management development Bob Riddaway
MODULE 24 – EQUAL OPPORTUNITIES AND GENDER BALANCE
APS Strategic Plan Steering Committee
Why bother – is this not the English Department’s job?
PowerPoint presentation
MODULE 13 – LEARNING ORGANISATION
Spatial Reasoning in the Geosciences: Introduction & Overview
23-Nov-18 Group Agreement By the end of the session we will be able to… …describe what creates an atmosphere of trust within the classroom. …consider rights.
Using the EFQM Excellence Model to support the role of a trustee
Lesson 6 Wrap-Up.
Aspiring Principals Program
MODULE 14 – COMPLEXITY OF ORGANISATIONAL CHANGE
MODULE 10 – ORGANISATION CULTURE
MODULE 9 – DEVELOPING LEADERSHIP IN A LANDSCAPES PERSPECTIVE
Oakland Youth Ally Alliance
Standard for Teachers’ Professional Development July 2016
Our Commitment.
Core Values.
Building Leadership Capacity Difficult Discussions
Building Leadership Capacity Difficult Discussions
Activity Manager Activity Leaders Team Leaders Peer Leaders Followers.
Introduction to delivering career development through group work 2 Presented by – Date – Conflict is the gadfly of thought. It shocks us out of sheep-like.
* Type your subject here
The Assessing Cycle Module 1 Assessment Assessment Accountability Data
Setting Ground Rules Your Name.
Teacher Evaluator Student Growth Retraining Academy
THE PRACTICE OF PARTICIPATION Some operational issues
West Midlands Funders Forum Participation Round Table
THE PRACTICE OF PARTICIPATION Some operational issues
Presentation transcript:

MODULE 17 – EXPECTATION MANAGEMENT Stage 2 – Leadership for Strategy

Module Overview Learning Objectives Learning Outcomes To reveal conflicting points in mutual expectations between staff and leaders and formulate a more coherent set of expectations. Learning Outcomes Participants understand the values that must be developed in staff to underpin good performance. Participants learn to see management through the eyes of staff. Participants learn to create a constructive working environment for staff. As a result of this learning, participants will be able to support managers at different levels of the organisation to work with staff in a much more constructive way. Stage 2 Module 17 – Expectation Management

Module Structure Introduction Group Exercise 1 - Managing expectations of staff Group Exercise 2 - Values and beliefs of effective staff Individual Exercise – Assess own practices and possible further investment in staff Stage 2 Module 17 – Expectation Management

Working Definitions Upward management Managers lead staff but they can do their job effectively only if they understand the needs and expectations of staff. For managers, it is important that staff let them know about the environment that would best support their work. Staff need to understand their manager’s priorities and how their work contributes to the manager’s effectiveness and the organisation’s goals. By the same token, they need to be honest about their own expertise and performance. This is ‘upward management’. For this, between the manager and his/her staff, there needs to be high levels of trust, a sense of shared purpose and close communications. Stage 2 Module 17 – Expectation Management

EXERCISES

Group Exercise 1 - Managing expectations of staff Work in 2 (or 4) groups to identify the expectations of managers and staff. Stage 2 Module 17 – Expectation Management

Group Exercise 2 - Values and beliefs of effective staff Work in the same groups of the previous exercise to fill in Section 5.2 Table; Share your insights during a feedback session. Stage 2 Module 17 – Expectation Management

Exercise 3 Individual Exercise – Assess own practices and possible further investment in staff Work individually to assess your own organisation in terms of how it invests in staff, using Section 5.3 Table; In a feedback session, discuss how an organisation can increase its investment in staff. Stage 2 Module 17 – Expectation Management