Leadership tips for first time managersAsif Ebrahim
1. Accept that you still have lots to learn as a new leader and be prepared to learn from others, including your team.
2. Communicate clearly with your team by keeping them informed of goals, priorities, and deadlines and welcome questions and feedback.
3. Set a good example by holding yourself to the same high standards of professionalism and dedication that you expect from your team.
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
Everything you need to know about 1 on 1s to prevent turnover and motivate yo...Jason Evanish
This document summarizes a webinar on one-on-one meetings between managers and their direct reports. It discusses why one-on-ones are important for information sharing, engagement, and retention. Experts like Andy Grove and Ben Horowitz emphasize their value. The document then covers best practices for one-on-ones, including making them consistent, building rapport, providing feedback, and discussing goals. Common excuses for not having effective one-on-ones are debunked. The key is to make one-on-ones a priority and stick to some basic guidelines.
10 Challenges That Every First-Time Manager Will FaceOfficevibe
Being a manager is tough. Here are 10 challenges that every manager faces, with tips on how to improve them.
Read more on Officevibe Blog about Leadership and Employee Engagement:
https://www.officevibe.com/blog
10 commandments for first time managers outlines essential tips for new managers. They should 1) learn about their new roles and team, 2) communicate openly and listen to their team, and 3) commit fully to their work and demand the same commitment from their team. New managers should also 4) encourage high performance, 5) recognize both good and poor performance, and 6) interact positively with their team to build confidence and comradery. Additionally, managers should 7) help their team visualize how their work contributes to company goals, 8) facilitate learning opportunities, and 9) control key metrics while avoiding an autocratic style. The final tip is to 10) lead by creating more leaders through quality work, career development, and
The document summarizes Think Talent Services' NEWS coaching framework, which is based on over 25 years of international experience. The NEWS model focuses on three generations of coaching: individual development, strategic-level benefits, and the coach's own learning. It uses a compass-based model (N.E.W.S.) addressing direction, motivation, planning/execution, and limitations. Think Talent offers various coaching products and solutions in India applying this framework, including workshops, executive coaching, and organizational coaching culture development. Benefits include a systematic and reproducible navigation process, clear results and roadmaps, and deployment of coaching at large scale.
The 8-step coaching model provides a framework for effective coaching discussions. The steps include: 1) being supportive to build trust and openness; 2) defining specific topics and needs by gathering both perspectives; 3) establishing the impact of current behaviors to create internal motivation for change; 4) initiating an action plan that is specific, measurable, achievable and time-bound by involving the coachee in developing it; and 5) getting a commitment to the plan from the coachee. Following these steps helps ensure coaching discussions are productive and result in real behavioral changes.
This document provides tips for transitioning from a peer role to a leadership role. It recommends meeting one-on-one with direct reports to clarify expectations, responsibilities, and goals. It also stresses the importance of setting boundaries in the new role, treating all employees equally, and being firm but fair with enforcement of policies. The document concludes by advising leaders to seek guidance from others who have made the transition successfully.
The document outlines techniques for effective facilitation. It discusses opening a meeting by setting up the room, setting an enthusiastic tone, and establishing ground rules. For running a meeting, it recommends managing discussion, balancing participation, making transitions, identifying strategic moments, and using team resources. Closing a meeting involves reviewing decisions, determining follow-up actions, and evaluating the meeting. The document provides examples of facilitation techniques to encourage interaction and productivity.
SuperStar Coaching: How to Create a High Performing TeamRick Conlow
Research shows that excellent coaching can improve employee productivity 88%. Too many managers say, "I don't have time to coach." This is an excuse. Most don't know how to do it well or focus only on poor performers. Elite performers in the Olympics for example, have coaches. Coaching is for everyone. Most people think they are performing better than they are. Most can perform significantly better than their current results. Learn a five step coaching model, why coaching works, qualities of effective coaches and more. Watch your leadership effectiveness soar.
This document discusses coaching and counseling in the workplace. It defines coaching as a directive process led by managers to train employees, while counseling is a supportive process to help employees address personal issues affecting work. The effectiveness of coaching can be measured by comparing results to predefined criteria and whether it improves performance. Benefits of coaching include developing employees, managing priorities, improving productivity, and increasing job satisfaction. Candidates for coaching must be open to feedback and improving, aware of needs and consequences of not improving, and able to commit time to coaching. The document provides tips for coaching, such as focusing feedback on behaviors, not judgments, and discussing changeable behaviors. It also outlines steps in disciplinary action.
Ramesh Kundu's time management workshop covered various techniques for improving productivity and efficiency. The workshop objectives included prioritizing activities, overcoming procrastination, organizing one's workspace, learning about the 10 laws of time management, delegating efficiently, and planning meetings effectively. Some of the key time management techniques discussed were setting SMART goals, using a productivity journal to plan daily tasks, prioritizing tasks based on urgency and importance, tackling procrastination through breaking large tasks into smaller ones, and managing workflow, emails, meetings and crises more efficiently through planning and organization. The presentation emphasized the importance of regular planning, prioritizing the most important tasks, and continuously reviewing and updating one's methods to
This document outlines the agenda and content for a coaching skills workshop for managers. The workshop will address coaching fundamentals like the differences between coaching, mentoring and training. It will cover coaching principles such as learning styles and barriers. Various coaching methods like the GROW model and giving feedback will be taught. The workshop aims to provide managers with the skills to effectively coach their employees to improve performance.
Members of Connect: Professional Women’s Network share advice for effectively delivering the good, bad and ugly.
Connect: Professional Women’s Network is online community with more than 300,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com/womenconnect.
Sink or Swim? Supporting the Transition to New Manager | Webinar 08.11.15BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
www.bizlibrary.com
Here are some potential responses a facilitator might have for those situations:
- When one group member seems to do most of the talking, I might gently redirect questions to others or set a time limit for each speaker.
- When an individual is silent for a long period of time, I could ask for their perspective to bring them into the discussion.
- When someone in the team "puts down" another member, I might redirect by reframing comments positively and reinforcing respect among members.
- When a group seems to want to reach a decision but is unable to, I might reflect back key considerations and gently guide them towards consensus using a decision tool.
- When someone comes late, I might briefly
Mentoring & coaching for optimal performanceFaakor Agyekum
This document provides information on coaching and mentoring for optimum performance. It defines coaching as helping individuals realize their potential and mentoring as a long-term relationship that helps proteges advance their careers. The document outlines the GROW model and coaching discussion approach for effective coaching sessions. It also identifies characteristics of good coaches, such as believing in individuals' potential, giving feedback, and creating opportunities for growth.
The document provides guidance on how to get the most out of 1:1 meetings with direct reports. It discusses introducing regular 1:1 meetings to build trust. Key steps include introducing the meetings to set expectations, preparing for common challenges like employees forgetting meetings or only wanting to talk about coworkers, asking the right questions to keep employees engaged and accountable, and following up on commitments. Done correctly, 1:1 meetings provide important insights to help managers support employees' growth and career goals.
This document discusses elements of effective leadership and engaging employees. It recommends leaders walk the talk by demonstrating respect and appreciation for employees, communicate frequently using positive feedback, empower employees by asking open-ended questions, and continuously improve performance through management plans. Specific techniques are described, like writing down qualities admired in employees or using questions to address negative situations. The objectives are to review leadership best practices and have participants commit to adopting a new technique.
This document provides guidance on time management and delegation. It examines different views of time, reviews processes for using time effectively, and identifies elements of empowering work environments. The document outlines steps for successful delegation, including establishing desired results, guidelines, accountability, and consequences. It also discusses managing meetings, emails, interruptions, and common time consumers effectively.
The document provides tips for surviving and thriving in the workplace. It discusses using office politics strategically, creating a positive work environment, dealing with workplace stressors like meetings and technical issues, standing out in meetings, improving writing skills, and making small contributions to improve workplace happiness.
Efficient time management not only increases productivity, but also reduces stress levels and increases our happiness quotient.
We share some time management techniques that are a combination of age old (and still effective) methods and latest technological applications, aimed at helping you make the most of your time and helping you become highly productive.
This document outlines the agenda and content for a business productivity workshop. The workshop encourages participants to invest in themselves and their businesses. It teaches strategies to prioritize tasks, manage information and communication more effectively, and eliminate time wasters. Participants learn to create action plans with clarity and focus to feel more productive and financially secure. They are given resources and checklists to continue implementing strategies after the workshop.
This document provides guidance on prioritizing tasks and making meetings more effective. It introduces a task priority checker that categorizes tasks as urgent/not urgent and important/not important. Tasks that are urgent but not important or not urgent but important should be considered carefully. Other factors like quality, commercial impacts, and time requirements also influence priority.
The document then lists nine rules for effective meetings: start and end on time; have clear objectives and agenda; come prepared; stay engaged by avoiding phones/laptops; communicate visually; focus on solving problems; hold meetings near the problem location when possible; and avoid meetings that don't discuss, decide, or lead to action. Following these rules can make meetings more productive.
10 key steps towards success and time management fighting laziness.
1. Goals
2. Plan of action
3. Analysis
4. Set Priorities
5. Concentration
6. Deadlines and Rewards
7. Time log
8. Procrastination
9. Delegate
10. Interruptions
Here are 3 tips for increasing productivity at work from a list of 10 tips:
Tip #1 - Make a list of important tasks for the day and cross items off as you complete them to stay organized and ensure critical matters are not missed.
Tip #2 - Prioritize tasks by focusing on important but quick tasks first or urgent tasks that require more time depending on availability to efficiently handle critical matters.
Tip #3 - Set reminders for deadlines to provide adequate notice to complete jobs on time and meet deadlines.
Презентация была подготовлена Anush Mkrtchyan (Армения) в рамках программы Восточно-Европейской Ассоциации гражданского образования (eence.eu) Excel and Elevate
Career people are often very competitive and have to work hard to get promoted or find better career opportunities. They often ask themselves: What will I achieve in the next 5 years?
In contrast, people who just choose a job simply don't care what title they have, but just want to earn money to support themselves. The rest of the time they use to pursue their own passions or hobbies.
People who choose a career can hold a variety of jobs when they are promoted, have more experience, demand higher wages, and continue to work hard. Job pickers can also have multiple jobs, but these jobs are sometimes unrelated.
This program teaches managers how to convert their conversation into coaching conversation. Imbed it in their day to day conversation with teams to ensure high performance, ownership and engagement amongst the team.
This program focuses on What, Why and How of Coaching. Easy to learn, understand and apply.
This document provides tips for executive assistants to become exceptional at their role. It discusses how the role has evolved from primarily administrative tasks to becoming an active partner to senior management. It emphasizes the importance of building trust through listening, empathy, taking initiative, and following through on commitments. Executive assistants are encouraged to make their executives look good by staying organized, prepared, and on top of relevant industry information.
Inside this eBook, you will discover the topics about productivity tips for a home-based business owner, 5 productivity tips & tools to help you get more done, 5 tips to making the most out of the Evernote, 10 quick productivity hacks you don't want to miss, how to create your own mastermind group, how to get back up when you have failed, how to motivate yourself as an entrepreneur when you're in a slump, how to stop procrastinating with 3 easy steps, 11 useful tips for improving your online business and so much more!
We can never bring back or stop time.So we can not actually manage it.Bur we can manage dealing with it through managing our activities during the running time.
5 ways to be more productive as an internet marketerFernando Morales
Want to find yourself getting all
kinds of work done, increasing your productivity and feeling better about it? This presentation will outline 5 tips to help you achieve internet marketing success.
10 Things To Do Right Away Before Starting Your Product JourneyMindbowser Inc
Each product journey is different from others but the process remains the same. The things to do are mentioned to help you build a great foundation for the execution of your startup idea. If building a startup is a journey, Take the right baggage with you.
De refter 5 minute training - training - train - the trainerSteve Henri Devos
This 5 minute training document provides information and guidance for leading daily training sessions at the start of each shift. The training sessions are meant to be interactive and discuss a variety of topics relevant to working at De Refter in order to inspire employees and set goals for each shift. They should close the gap between theory and practice by drawing on practical examples and the expertise of team members. Each training module uses the STAR method - Situation, Team, Action, Result - to structure discussions of practical situations. The goals are to improve employee attitude, communication, efficiency, and maintain high standards through continuous learning.
De Refter - 5 Minute Training - Training - Train - The TrainerSteve Henri Devos
This 5 minute training document provides information and guidance for leading short daily training sessions at the start of each shift. It discusses the following key points:
- The training sessions will cover a variety of topics relevant to working at De Refter and allow the team to set goals for each shift.
- The interactive training sessions aim to inspire employees and share professional experiences and lessons learned from practical situations on the job.
- A STAR method is used to structure discussions around practical examples where Situation, Team, Action, and Result are examined.
- Various topics are outlined like attitude, communication, efficiency, and highlighting individual strengths. Guidance is given on how to lead the training sessions using the STAR method
Similar to 10 Tips For Better One on One Meetings (20)
Questions about Hiring for AI EngineeringBryan Bischof
This discusses the most important questions (and my answers) about hiring for AI Engineering teams.
It specifically discusses what attributes you should look for in hires, how to interview them, and what the team makeup should look like.
Understanding Bias: Its Impact on the Workplace and Individualssanjay singh
In the presentation, I delve into what bias is, the different types of biases that commonly occur, and the profound negative impacts they have on both workplace dynamics and individual well-being. Understanding these aspects is the first step towards creating a more equitable and supportive work culture.
Certified Administrative Officer CAO.pdfGAFM ACADEMY
The Certified Administrative Officer (CAO) is a gold-standard certification awarded exclusively by the Global Academy of Finance and Management ®. Earning this designation demonstrates that you have skills and experience in office administration which includes events coordination, time management, resource management, Microsoft Office applications, and business communication.
REQUIREMENTS
The Certified Administrative Officer designation requires a diploma or a bachelor's degree in business and administration, or related field.
Two years experience in office administration
Final year graduates with industrial attachment will be considered.
In addition to educational requirements, candidates must have knowledge in Microsoft Office applications, and business communication skills.
To apply: https://gafm.com.my/digital-certification/application-for-certification/
2. Great managers like you know that one-
on-ones are vital for employees to be
successful.
But how can you make the most of
these meetings?
3. Why Have Them?
One-on-ones have three purposes:
1. Relationship building
2. Offering support
3. Team alignment
4. Here are 10 expert tips to have
meaningful one-on-ones…
5. A cancelled one-on-one can lead to:
Tip #1: Don’t Skip ‘Em
A flooded inbox. Emails back and forth are inefficient and
can end up costing managers even more time than
meeting face to face.
1.
6. A cancelled one-on-one can lead to:
Tip #1: Don’t Skip ‘Em
Lingering employees outside your door. When emails go
unanswered, employees will wait to ambush you during
your walk to the bathroom. And that’s not productive for
either of you.
2.
7. A cancelled one-on-one can lead to:
Tip #1: Don’t Skip ‘Em
The employee moving forward without adequate guidance.
This can lead to a mess that has to be cleaned up later –
leading to more wasted time.
3.
8. But most importantly when you cancel, you are sending the
message that the employee is not a priority, which can
deteriorate the relationship and team morale.
Tip #1: Don’t Skip ‘Em
9. Request updates on action items before the
meeting.
This way the meeting can be spent on resolving
issues, instead of getting up to speed.
Tip #2: Come Prepared
10. When employees set the agenda they will
reflect on their progress, their challenges,
and how they’re feeling. As a result, they
will come more prepared to the meeting.
Tip #3: Let The Employee Set
The Agenda
11. Be direct and ask ahead of time,
“How are you feeling?”
Some employees will open up and share, but others may
be more reluctant. Gently probing questions will help you
get to the heart of the matter.
Tip #4: Listen, Then Speak
12. Questions To Ask
“What challenges are
you facing?"
“Is there anything you need
from me?”
“How are you feeling
about your workload?"
“Anything in your work
that’s less than
stellar/causing frustration
or delays?
Bonus Download: Get 70 employee questions in a PDF!
15five.com/blog/employee-feedback-questions-ebook/
13. A one-on-one meeting is not a status update meeting.
It’s a discussion to make sure the employee is happy,
productive, and to uncover personal and professional
challenges.
Tip #5: It’s Not a Status Update
14. A regular cadence ensures that you
always have the pulse of your team.
This will create open and regular communication, which builds
trust between the you and your employees.
Tip #6: Schedule It Weekly
or Bi-weekly
15. Set the container for each meeting so that people can show up
with their best thinking. That way, what you discuss will lead
to high performance.
Tip #7: Create The Space
16. Tip #7: Create The Space
“Be aware of, and responsible for, your
impact. Hold [the employee] as
magnificent. Intend for them to shine. And
they will step into that.”
- Anese Cavanaugh, Author of Contagious Culture
17. Occasionally, get outside and do your one-on-
ones while walking.
Tip #8: Go For A Walk
Walking improves your
mood and ability to
handle stress at work.
It also makes it
easier to discuss
tough topics.
18. Take notes about the discussion points and action plan.
Refer to your notes from the previous meeting before the
next one-on-one.
If there is action to be taken after the meeting, do it
immediately or list out a clear path.
Tip #9: Wrap-Up & Document
19. All one-on-ones are different, and you should do what
works best for you and your employee.
A manageable one-on-one is 30 minutes each week, or 45
minutes bi-weekly.
Tip #10: Manage The Time
20. A 45-minute meeting structure to follow is:
Tip #10: Manage The Time
• 15 minutes: Topics from your employee’s agenda
• 15 minutes: Provide feedback and discuss solutions
• 10 minutes: Discuss progress towards goals and long-term concerns
• 5 minutes: Wrap up and next steps
21. The Great eBook of Employee Questions
Questions you need to be asking your
employees. Used by thought leaders,
entrepreneurs, and 15Five customers
to create success with their teams.
70
Free Download at:
15five.com/blog/employee-feedback-
questions-ebook/