A very good presentation.
The statement in slide no 5 is excellent about controlling the bird in the hand.
Slide 7 Criticizing activity not people can be replaced by feedback on the job.
Criticizing does not carry a good connotation.
In slide 19 the first point You cannot motivate people is a moot point.
In my view it is better not to put that sentence.
Slide 20 gives motivating factors.
I have seen in many cases an assurance of Pay Raise also motivates well.
The four quadrant display of Leadership and Management balancing is excellent.
Slide 28 is a nice variant of Potential Vs Performance four quadrant matrix.
Slide 29 Low Skill and Low Efforts I feel training and motivation are essential rather than only training and control.
Slide 30 High Skill and Low Efforts I agree with what is stated except that an be replaced by and
Slide 31 High Efforts and Low Skills people need only training. Since they already put in high efforts they are already motivated.
Slide 32 High Efforts and Low Skills. I feel Stars need to be trained for Higher Levels ( here training also becomes a motivation!!)
The other subsequent slides on I, We, Ego, Success etc are all excellent.
A very good presentation for reference training others.
V.Raghunathan Navi Mumbai
You should be proud of your effort.
That said, the actions any executive, manager, or supervisor should take to achieve the highest performing workforce are very simple: listen to their concerns and respond to them to their satisfaction or better. Employees will have complaints, suggestions, and questions. When management responds to these to their satisfaction or better they will automatically choose to become highly motivated, highly committed, and fully engaged.
Why? Because although we all appear to be different and that is very confusing, underneath the surface at a deeper level there are patterns that make us all the same as concerns managing us.
We all believe in the same good values and that their opposites are bad. Because of this, we all greatly respect actions that reflect the very highest standards and have less respect or even outright disrespect for lower ones.
In addition, we all have the same basic needs and I define these as the needs to be heard, to be respected, and to have competence, autonomy, and relatedness.
And lastly, 95% of us are conformists/followers, some more and some less, who follow the value standards reflected in what we experience in the workplace as how to treat our work, our customers, each other, and our bosses.
Because of these human conditions, listening to employees and responding to their concerns to their satisfaction or better (at the highest standard) leads everyone to become highly motivated, highly committed, and fully engaged with high morale and innovation literally loving to come to work and at least 300% more productive than if poorly engaged.
Because of these human conditions, the command and control approach which rarely listens to employees, or if listening rarely responds to their satisfaction, treats employees with great disrespect and leads them to treat their work with the same level of disrespect. The same is true for not providing employees with the information they want or issuing employees lots of orders in order to control their performance thus denying them autonomy.
I hope that this is helpful to you Amar.
Best regards, Ben Simonton
Leadership is a science and so is engagement
I find that in our practical work life involves dealing with people,if we know how to deal with them to get positive outcome from them,we are successful.
But since our education system does not teach us this basic art we need training form some one.
I have seen how manager destroy people just because of their ego clashes. Professional managers should be above ego and should learn to handle people. One simple principle of success with people is that treat them as we like us to be treated by others.
No body wants to work with managers who look down upon them. In fact to get respect we need to learn to give respect.
Thanks for your contribution once again.
Amar bir singh
Thanks for the thanks. You are quite right about our education system though that also applies to the management/leadership consulting industry. Unfortunately they study leaders instead of the people being led. That would be like a trainee car mechanic studying other car mechanics rather than the cars h/she will maintain - really dumb.
90% of what I have learned came not from books but from listening to and analyzing what I heard from the people I was managing, as few as 22 and as many as 1300.
Best regards, Ben
Maximum impact leadership skills for managers & executives to drive huge gains in productivity and innovation.
Thank you for sharing a very lucid, comprehensive and articulate presentation. May I suggest on very important attributes for effective man management - EMPATHY. A good manager, leader must possess a high degree of empathy in order to connect to people. Another point - people in high skills low efforts category may have an attitude problem and attitude are belief based. Therefore an effort should be made to identify detrimental beliefs and correct them.