October 2008

October 29, 2008

Listening Skills Revisited – 2 – No Interruptions

When listening to someone be careful to not interrupt them while they are talking.

It is a sign that you are not giving them proper attention.

Wait for a pause in the sentence for any interjection or comments.

Even then, allowing a silence for them to gather their thoughts, is a really vauable exercise and often produces the most fruitful results.

Filed under Developing Your People, Managing Me by Martin

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October 22, 2008

Listening Skills Revisited – 1 – Full Attention Required

As a manager, your listening skills play a vital role in a lot of real life situations, especially your workspace.

And how well you listen to your employees, can have a big impact on the kind of work output you achieve.

Yet listening isn’t that difficult, when you know the tricks…

Of all the key management activities that you need in your toolkit, the communication skills you need are the most important.

Most managers feel that this is all about what they say, yet it’s clear from research that listening is much more important.

Here is one of the key listening skills that you can use, starting right away!

If one of your employees comes up to you discuss a problem or query, you should ideally give them your full attention.

Keeping aside your own work for a little while, because its important for any person working under you to feel that you are available for them, any time.

Filed under Developing Your People, Managing Me by Martin

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8 Top Tips For Coaching Your Employees To Success

It’s always fun to be a part of a team, where people put their resources together for the achievement of one common goal. What fun would it be if you could carry over the same spirit of dedication, focus and unity to your workspace. One possible way to go about this is – coaching your employees.

For an added advantage to develop your business, try working with your employees like they are a part of your team and you are their coach.

You need to encourage them, plan the action with them, make sure that they all know what they are going to do ‘on the field’, play on each one’s strengths and make sure you are there to listen to their problems and confusions and guide them as and when required.

As a manager your responsibilities include coaching your employees. You should ideally be a role model for all those working under you. Instead of randomly demanding results from your employees, learn to motivate and extract better results from them.

You should know them well enough to understand what they can and can’t do, what the extent of their knowledge is and their particular strengths.

If you are doing this for the first time the task can be quite daunting. Given below are some tips that would make your job simpler.

1. The first obvious question, is how to maintain your output objectives while simultaneously giving your employees individual attention and inspiration to give in their best.

2. You have to understand that coaching your employees is not leading them by the hand and spoon-feeding them. Rather it is building objectives, goals and motivating people to achieve the same.

3. You need to spend time with your team members to understand them better. You don’t need to have professional managerial training to do a good job out of managing people working under you. All you need to do is to take it one step at a time and be confident and assertive about whatever you do.

4. Whenever a person in your team does well, make sure you applaud them and give them due recognition. Even though they know when they do well, it always helps to get a word of praise from your boss. It  motivates them to do better in future.

5. Your team is a collective unit but each player is unique. Spend time with each of them and understand how you can motivate them best. Once you get comfortable you can ask them directly if you have to.

6. You can pick out one person from your team at regular intervals and study them individually – their work habits; their inter-relationships with other people in the team etc. This way you can figure out where they need help.

7. You can take tips from your own coach or mentor or take short-term courses to become better and more efficient in your role.

8. Like each member of your team is unique, so is the case with managers. Each manager has a style of his/her own. By utilizing your own strengths, you will find that you are able to extract the best from anyone in your team – and sometimes you will be better than other managers. It’s just down to style and capability.

But whichever way you do it, you have to remember that coaching your employees is a vital part of any and every managerial position.

Filed under Blog, Developing Your People, Managing Me by Martin

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October 21, 2008

Super Successful Manager! – Welcome

I’m gonna keep this short.

Here below and to the left you will find lots of posts that relate to great management. These will supplement your lesson that you get each week.

They are in addition, not instead of! If you don’t know what this is all about, go to Super Successful Manager! to find out more!

Look out for new stuff appearing almost daily from now on, building into a cool repository of extra stuff that you might like going forward 🙂

Filed under Blog by Martin

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October 20, 2008

Strategic Thinking Tactics – An Overview

Super Successful Manager Great Manager

Strategic thinking has its application and use in a very many differing circumstances, from devising strategies or policies for a company, arriving at or ironing out a business decision, to even simply gauging or understanding a situation.

The hallmark of strategic thinking is considering and defining the medium- to long-term business objectives and expectations for the future and then working backwards to the present situation as an analysis and decision-making tool for managers.

This provides the much needed and often quoted ‘larger picture’ and creates a feeling of direction and growth along with a sense of progress.

So if any organization makes decisions without adopting a comprehensive strategic thinking procedure, it risks being hasty and uninformed in its decisions and deprives itself of the creativity and insight which strategic thinking can provide.

And that would be a huge waste of opportunity.

Filed under Building the Future by Martin

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