"Fostering Excellence" – Effective Leadership as a People Manager

Slides:



Advertisements
Similar presentations
VISION in ACTION by Pat Acosta
Advertisements

The Seven Basic Rules of Management. 1. Attract/recruit, hire, train, and retain the right people. – The first, most important task of management is hiring.
2013 CollaboRATE Survey Results
Exceptional Patient Experience Conducting Vital Conversations Beverly Begovich Baptist Leadership Group.
© Baptist Leadership Group MMXIII Conducting Vital Conversations Leadership Development Institute Beverly Begovich RN, BSN, MBA, MBB Practice Leader Baptist.
Human Resources The core of any business April 2014.
Helping Great Individual Contributors Become Great Supervisors.
Leadership in the Baldrige Criteria
Assessment GroupDepth of analysis and clarity of issues (4) Contextuality Practicability, Novelty of recommendtns (4) Quality of Presentation (Consistancy.
LEADERSHIP DEVELOPMENT (34 SLIDES).
New Supervisors’ Guide To Effective Supervision
Identify, Develop and Retain High Performers
What’s in Your Leadership Tool Box? Finding the Right Tools to Get the Job Done. Presented By: Kathryn Penniston, PMP PREMIER Bankcard, LLC.
High Potential Employees. Objectives Examine tools and frameworks, and gain new insights into how to: Accurately identify high potentials Accelerate high-potential.
Building Teams and Empowering Members 1. Empowerment Empowerment is not bestowed by a leader, it is the process of an individual enabling himself to take.
1 Chapter 9 Implementing Six Sigma. Top 8 Reasons for Six Sigma Project Failure 8. The training was not practical. 7. The project was too small for DMAIC.
25 TYPES OF MOTIVATION DR.ELSAYED NASSER1. 25 TYPES OF MOTIVATION DR.ELSAYED NASSER2 دورة 25 طريقة لتحفيز فريق العمل بسم الله الرحمن الرحيم للدكتور /
Following the Leader Jess Holmes, City of Greater Dandenong
Mentoring: Becoming One to Find One or, Finding One to Become One
Employability Skills Foundation Standard 4: Employability Skills
Career Pathfinding: Individual Development Planning September 26, 2017
Basic Occupational Success Skills Personal Qualities in the Workplace
Interview Preparedness
The importance of good leadership and strong networks
How to find, grow and keep software developers
Items in red require your input
Making a Lasting Impression
Chapter 7.
10 Managing Employee Retention, Engagement, and Careers
Room Supervisor: Leadership training
Chapter 4: Creating a Positive Work Environment
PERSONAL MANAGEMENT.
New Techniques for Recruitment
Change is Hard! Incorporating Values to Keep Staff Motivated
From Performance Evals to Performance Management
Western Pennsylvania Intramural Therapeutic League
Knowing Your Leadership Strengths 2018 ISAC University
Human Resources Competency Framework
What we say and how we act matters! Attitude in Action.....
The Idea Behind Group Work
Leadership Advanced: Engaging others
LEADERSHIP & CHANGE 8 STEPS FOR LEADING CHANGE- John Kotter Create Urgency Form a powerful coalition Create a vision for change Communicate the.
Items in red require your input
Employability Skills Foundation Standard 4: Employability Skills
Items in red require your input
ServiStar Users Group 2018 Advanced Coaching Presented by: Jen Kuhn
Are You Ready for the Future?
Susi Takeuchi, Chief Human Resources Officer
The Big 5 Leadership Principles that Grow Profits
Greetings Nick Szubiak, MSW, LCSW Integrated Health Consultant
Senior leadership – issues and best practices
Supervisor Safety for Leaders
Building a Culture of Accountability
Building Momentum!.
Leadership.
FINDERS, KEEPERS: Getting your stars to stay
Moving Organizational Performance
The Seven Basic Rules of Management
Moving Organizational Performance
Member Leadership!.
Conducting Stay Interviews
Basic Occupational Success Skills Personal Qualities in the Workplace
Senior Leaders Talent Map
Interview Preparedness
How to turn your employees into a team, and why you even want to!
Using Effective Leadership to Build a Strong Culture
SDHR Forum Peter Kim VP, Culture and Counsel.
Lessons Learned Carrie Weber SVP, Chief Risk & Compliance Officer
Leadership Series: Fostering a Leadership Development Culture
Central Florida Diversity Learning Series 2013 Evaluation Summary of Session 2 on March12th Tools for Today’s Multicultural Workplace Presenter: Marian.
Presentation transcript:

"Fostering Excellence" – Effective Leadership as a People Manager Duane Snavely Director, Late Development Statistics, Merck & Co. JSM 2018

Why is this role important? “A Gallup poll of more 1 million employed U.S. workers concluded that the No. 1 reason people quit their jobs is a bad boss or immediate supervisor. 75% of workers who voluntarily left their jobs did so because of their bosses and not the position itself.”1 1https://www.linkedin.com/pulse/people-dont-leave-bad-jobs-bosses-brigette-hyacinth.

What attributes need adapting? Focus of an Individual Contributor vs. a People Manager Attribute Individual Contributor People Manager Management/ Leadership Projects People Standards Follow them Set them Knowledge Be informed Share information Quality Focus on the details Focus on the big picture Collaboration Teams/colleagues Employees/other managers Development Focus on yourself Focus on your team Project deliverables Drive and produce Consult and review Impact Indication/narrow Therapeutic area/broad

What are key responsibilities of this role? Recruit and build a high-performing statistical group Develop and retain the talent match project assignments with development interests and skills Lead effectively establish a culture that expects and ensures high quality and timely work as well as strong teamwork provide strong statistical and scientific input

How can I recruit and build a high-performing group? “Scoring goals is a great feeling, but the most important thing to me is that the team is successful – it doesn’t matter who scores the goals as long as we’re winning.” Cristiano Ronaldo, World Cup 2018 soccer player (Portugal) Find inspiring people that: communicate effectively provide diversity to your group are motivated have demonstrated success and leadership are technically strong and bring new skills think critically work well in a team environment are smarter than you

How can I develop and retain talent? Communicate effectively and in an ongoing, two-way manner listen deeply, build trust be honest, open and transparent be prepared to have difficult conversations Advocate appropriately for your group know the details of what they are doing Recognize and celebrate successes and pivots from failure “Failure happens all the time. It happens every day in practice. What makes you better is how you react to it.” - Mia Hamm, U.S. women’s national soccer team, 2-time FIFA world soccer player of the year Empower your employees don’t make decisions for them or do their work because it’s easier/faster for you teach them everything you know

How can I develop and retain talent? “I always thought the most important thing a good coach must do is build the team around the characteristics of his players.” - Claudio Ranieri, manager of Leicester City (2015-16 EPL Champions) Match project assignments with development interests and skills Identify leadership opportunities within projects Person Skill 1 Skill 2 Skill 3 Skill 4 1 2 3 4 6 5 7 8 9 Skill level: 0=none to 10=expert Skill development interest level: low moderate high Project #1 Project #2 Project #3

How can I develop and retain talent? Don’t focus on mistakes acknowledge these and help them learn from them Provide work-life balance Have meaningful employee development discussions help them get to where they want to go Remember that what you do is important, but how you do it is the key be positive, have a sense of humor, be in control of your emotions

How can I lead effectively? Establish a culture that expects and ensures high quality and timely work as well as strong teamwork set fair standards and treat people consistently based upon these work seamlessly with your employees even if they are based in different regions/time zones reward high performance and address poor performance Provide strong statistical and scientific input stay current with new methods add value and insight at technical meetings emphasize the importance of professional development

How can I lead effectively? Be selfish think about what can you do to facilitate their work be a buffer for negativity and bureaucracy remember that their accomplishments reflect well on you “I've never scored a goal in my life without getting a pass from someone else.” Abby Wambach, US women’s national soccer team, world record holder for international goals for both female and male soccer players

How can I lead effectively? Provide ongoing, timely and direct feedback talk to their peers, know their matrix people want to know how they can improve Be available to your employees don’t make them feel like they are interrupting you Find out what motivates them and feed into it do they like to do project-related research? are they interested in process improvement? Lead by example

How can I stand out? Be a leader that: Make an impactful improvement to the department or organization Manage everything at the appropriate level know when to escalate an issue Be a problem solver…and a problem identifier Continue to get your employees ready for the next level you must develop future leaders if there’s no one to take over your role, it’s tougher to advance Consumes Produces Complexity Simplicity Ambiguity Clarity

Summary “When you play a match, it is statistically proven that players actually have the ball 3 minutes on average … So, the most important thing is: what do you do during those 87 minutes when you do not have the ball. That is what determines whether you’re a good player or not.” Johan Cruyff, Netherlands national soccer player, 1974 World Cup Golden Ball award “Success is no accident. It is hard work, perseverance, learning, studying, sacrifice and most of all, love of what you are doing or learning to do.” Pele