Business English Upper Intermediate U2W09 John Silberstein

Agenda Effective Management: Continued Management vs Leadership

Four basic Management tools of Effective Management: Coaching, Feedback, Counseling, Discipline. We ended Thursday with Feedback… Effective Management Quick Review

Feedback provides specific information that lets employees know how well they are performing. Feedback can be positive or corrective. It builds employee beliefs in their capabilities and provides them with insight into how they can improve their production. Corrective feedback should only be given in private. Feedback should always start positive and end positive. Never solely identify what the employee is not doing or is doing wrong. Employees need to have their confidence reinforced through praise and appreciation. Feedback is a two-way communication device. Allow employees to respond to your message so they know that they are included in their own development. One of the top complaints employers receive in regards to employee dissatisfaction is poor to non- existent feedback and recognition. Opening the lines of communication allows you to stay tuned in to your employees so you can be proactive in resolving situations before they escalate. Ask SMART questions (Specific, Measurable, Attainable, Realistic and Time-based) to identify fears, problem areas or opportunities. Effective Management Feedback

Specific: The goal should be described as specifically as possible. A goal of losing weight is not specific. A goal of losing ten kilograms from a current weight of 91 is specific. Even better is to set a specific target weight of 82. Effective Management Feedback: SMART

Measurable: To be effective, the goal must be measurable. Obviously, weight is measurable, whereas being more generous, being a better manager, and working harder at your job are not measurable as stated. If your goal is in an area like the latter, such as being a better manager, identify some aspects of better managing that are measurable. Perhaps spending 20 minutes each day in a development activity would be appropriate. Effective Management Feedback: SMART

Achievable: There's an art to goal setting that revolves around the goal's difficulty. A goal too easy is not energizing. A goal too difficult seems hopeless. Both too easy and too difficult are goal setting no-no's. Set the level of challenge somewhere in between. A good way to decide that a goal is achievable but challenging is to visualize yourself reaching the goal. Can you see yourself there? Are you energized by seeing the vision? If both of these are not present, revisit your goal. Effective Management Feedback: SMART

Realistic: Do you have the knowledge, skill set, and competency to reach your goal? If your goal involves weight loss, do you know all you should know about nutrition, calorie content, and metabolism to achieve your goal? If not, perhaps your first goal should be to gather this information. Effective Management Feedback: SMART

Time: Setting a deadline provides necessary positive tension to give you the energy to get on with it. The time frame you select should be realistic. Losing twenty pounds in twenty weeks is realistic, whereas losing it in five weeks is not only unrealistic but unhealthy. Effective Management Feedback: SMART

Counseling is a tool that shows employees what they need to improve their performance. Point out issues in the employee’s work in a calm, non-accusatory manner. Ask them what you can do to help. Work with the employee to develop concrete goals and a timeline for resolving the matter. If the problem is personal versus job-related, be empathetic and offer a flexible solution to help create a synergized work/life balance. Remember, you are not a therapist. Refer employees to the proper support groups if necessary. Counseling measures help to reduce turnover, prevent disciplinary action and shows that you are committed to your employee’s success. Effective Management Counseling

Discipline is a necessary evil to help employees follow company rules. Disciplinary action should be taken as a last-resort effort when previous coaching, feedback and counseling attempts have failed. The primary goal of discipline is not to punish your employees but rather to help guide them back to satisfactory job performance. Focus solely on performance, remain fair and impartial. Although it is recommended to dole out discipline as soon after the misbehavior as possible, it is equally important to make sure that you have all the facts before you act. Improperly or unfairly holding an employee accountable for an action without adequate investigation can lead to lowered employee morale, loss of respect and possible lawsuits. Effective Management Discipline

What is the difference between Management and Leadership? The manager administers; the leader innovates The manager is a copy; the leader is an original The manager maintains; the leader develops The manager focuses on systems and structure; the leader focuses on people. The manager relies on control; the leader inspires trust. The manager asks how and when; the leader asks what and why. Management and Leadership Review - More

Are Leaders more important to an organization than Managers? Thus far, we have discussed Leadership as a distinct trait that is separate from Managing. The reality is that an Effective Manager also shows Leadership ability. An organization can not function when every Manager is attempting to Lead the organization also. At every level, it is important for Managers to also be subordinates or followers. Put another way, if every manager was a leader and every manager was being innovative and original, no work would be accomplished. Management and Leadership

Leadership is just one of the many assets a successful manager must possess. Care must be taken in distinguishing between the two concepts. The main aim of a manager is to maximize the output of the organization through administrative implementation. To achieve this, managers must undertake the following functions: organization planning staffing directing Controlling Leadership is just one important component of the directing function. A manager cannot just be a leader, he also needs formal authority to be effective. "For any quality initiative to take hold, senior management must be involved and act as a role model. This involvement cannot be delegated.“ In some circumstances, leadership is not required. For example, self motivated groups may not require a single leader and may find leaders dominating. The fact that a leader is not always required proves that leadership is an asset and is not essential. Management and Leadership Leadership is a facet of management

Managers think incrementally, while leaders think radically. "Managers do things right, while leaders do the right thing.". This means that managers do things by the book and follow company policy, while leaders follow their own intuition, which may in turn be of more benefit to the company. A leader is more emotional than a manager. "Men are governed by their emotions rather than their intelligence". This quotation illustrates why teams choose to follow leaders. "Leaders stand out by being different. They question assumption and are suspicious of tradition. They seek out the truth and make decisions based on fact, not prejudice. They have a preference for innovation." Management and Leadership Differences In Perspectives

Truly Effective Managers are also Leaders. Based on what we have just reviewed, what does this mean? Management and Leadership Effective Management

Truly Effective Managers are also Leaders. Based on what we have just reviewed, what does this mean? Management and Leadership Effective Management

How would Management And Leadership issues affect the use of the Three Big Management Styles? How would Effective Management affect the use of the Three Big Management Styles? How might Management and Leadership, Effective Management and The Three Big Management Styles have an impact on each other? Management and Leadership: Effective Management The Big Three Management Styles