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Supervising for success

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Supervising for success

  1. 1. Md.Badruzzaman Email: ronnierahman.khl@outlook.com
  2. 2.  Solve the problem faster  Develop more motivation on your team  Resolve conflicts more effectively  Making transitions and change faster  Align and prioritize your work  Build a strong, cohesive team  Improve productivity  Delegate effectively and with confidence  Coach for improved performance  How to deal difficult people  Facilitating more productive meetings  Developed performance and improvement plan  Centering and creating focus under pressure What I will Cover Monday, June 08, 2015 ronnierahman.khl@outlook.com 2
  3. 3. Benefits from this Presentation You’ll walk away with: • A leadership competency foundation that will help you improve your results and continue to develop as a leader • Increased flexibility in your interpersonal relationships • Stronger leadership skills • A highly participative, facilitative approach to leadership • Strategies that will help you perform better under pressure Monday, June 08, 2015 ronnierahman.khl@outlook.com 3
  4. 4. Ground Rules  Punctuality  No Disturbances  Respect Others  Participation  Agree to Disagree  Ask Questions  Give your honest feedback Monday, June 08, 2015 ronnierahman.khl@outlook.com 4
  5. 5. Golden Rules  Don’t criticize or complain.  Give honest, sincere appreciation.  Be genuinely interested in other people.  Remember and call people by their name.  Be a good listener.  Encourage others to talk about themselves.  Help others feel important, and do it sincerely.  Show respect for another person’s opinions.  Begin in a friendly way.  Use encouragement.  Let others do a great deal of the talking.  Let people think the ideas are theirs.  Try to understand what others think and their reasoning. Monday, June 08, 2015 ronnierahman.khl@outlook.com 5
  6. 6. Solve the problem faster Monday, June 08, 2015 ronnierahman.khl@outlook.com 6
  7. 7. There are many ways to solve problems, and it will depend on your situation, your experience, your knowledge, your attitude, and your problem to determine the best approach Method 1 Monday, June 08, 2015 ronnierahman.khl@outlook.com 7
  8. 8. Use logic to arrive at a conclusion Method 2 Divide and Conquer Monday, June 08, 2015 ronnierahman.khl@outlook.com 8
  9. 9. Define the problem Method 2 Divide and Conquer Monday, June 08, 2015 ronnierahman.khl@outlook.com 9
  10. 10. Method 2 Divide and Conquer Have a plan Monday, June 08, 2015 ronnierahman.khl@outlook.com 10
  11. 11. Implement the plan Method 2 Divide and Conquer Monday, June 08, 2015 ronnierahman.khl@outlook.com 11
  12. 12. Evaluate the results Method 2 Divide and Conquer Monday, June 08, 2015 ronnierahman.khl@outlook.com 12
  13. 13. Method 2 Divide and Conquer Develop the next plan Monday, June 08, 2015 ronnierahman.khl@outlook.com 13
  14. 14. Implement the plan Method 2 Divide and Conquer Monday, June 08, 2015 ronnierahman.khl@outlook.com 14
  15. 15. Method 2 Divide and Conquer Evaluate the results based on this new knowledgeMonday, June 08, 2015 ronnierahman.khl@outlook.com 15
  16. 16. Method 2 Divide and Conquer Develop the next planMonday, June 08, 2015 ronnierahman.khl@outlook.com 16
  17. 17. Method 2 Divide and Conquer Implement the plan Monday, June 08, 2015 ronnierahman.khl@outlook.com 17
  18. 18. Evaluate the results Method 2 Divide and Conquer Monday, June 08, 2015 ronnierahman.khl@outlook.com 18
  19. 19. Method 3 Brainstorming Talk to people Monday, June 08, 2015 ronnierahman.khl@outlook.com 19
  20. 20. Method 3 Brainstorming Get your people together around the table Monday, June 08, 2015 ronnierahman.khl@outlook.com 20
  21. 21. Method 3 Brainstorming Define the problem Monday, June 08, 2015 ronnierahman.khl@outlook.com 21
  22. 22. Method 3 Brainstorming Make a plan Monday, June 08, 2015 ronnierahman.khl@outlook.com 22
  23. 23. Method 3 Brainstorming Implement the plan Monday, June 08, 2015 ronnierahman.khl@outlook.com 23
  24. 24. Method 3 Brainstorming Evaluate the results Monday, June 08, 2015 ronnierahman.khl@outlook.com 24
  25. 25. Method 3 Brainstorming Repeat until you have fine-tuned your plan and you're ready to start your businessMonday, June 08, 2015 ronnierahman.khl@outlook.com 25
  26. 26. Method 4 Research There are many approaches to problem solving Monday, June 08, 2015 ronnierahman.khl@outlook.com 26
  27. 27. Method 5 Diligence In closing, perhaps the best approach of all is to incorporate every approach you know, and don't give up until your problem is solved Monday, June 08, 2015 ronnierahman.khl@outlook.com 27
  28. 28. Method 5 Diligence Good luck! Monday, June 08, 2015 ronnierahman.khl@outlook.com 28
  29. 29. Tips • If you feel like you can't do anything, stop thinking about what you can't do and start thinking about what you can do. Even if it's something small or seems unimportant, that little step might just lead to another, bigger step. • Attitude is the key. The more problems you solve the greater is your experience with problem solving. You can apply a solution from one area to another only by gaining experience. Be open to new problems. • If you start feeling overwhelmed or frustrated, take a breather. Realize that every problem has a solution, but sometimes you're so wrapped up in it that you can't see anything but the problem. • Albert Einstein famously said "You cannot solve a problem with the same mind that created it." When you identify a problem, you might be emotionally charged, disappointed that the problem exists. The initial emotional reaction is normal,[1] but how you express it is very important.[2] Getting angry at others will usually put them into a defensive or withdrawn position, far less helpful for collaborative problem solving. Give yourself a moment to let the initial emotions calm down, then you'll be better able to evaluate and decide on how to proceed productively. Try to be calm and logical when approaching a problem, resolution ultimately lies in this approach. • Be brave. • Keep in mind the role others can play in problem solving. Team work often plays a vital role in such issues. The threat of personal tension in such situations merely underscores the importance of promoting clarity and logic within the group. • Write down your thoughts so that the problem becomes a lot simpler in your mind. You become more relaxed and that often leads to better problem solving. There are different ways to get your thoughts on paper. • Consider problem solving books related specifically to your issue. Polya's book "How to Solve It", is an example of an excellent book for general problem solving. • If anything goes wrong during the problem solving process, just start over again. Take notes of anything that goes wrong and try to improve it. Monday, June 08, 2015 ronnierahman.khl@outlook.com 29
  30. 30. Develop more motivation on your team Monday, June 08, 2015 ronnierahman.khl@outlook.com 30
  31. 31. Part 1 : Creating a Friendly Work Environment Create a pleasant atmosphere Monday, June 08, 2015 ronnierahman.khl@outlook.com 31
  32. 32. Part 1 : Creating a Friendly Work Environment Take advantage of your wall space Monday, June 08, 2015 ronnierahman.khl@outlook.com 32
  33. 33. Part 1 : Creating a Friendly Work Environment Use food as incentive Monday, June 08, 2015 ronnierahman.khl@outlook.com 33
  34. 34. Part 1 : Creating a Friendly Work Environment Institute casual dress days Monday, June 08, 2015 ronnierahman.khl@outlook.com 34
  35. 35. Part 2 Recognizing and Rewarding Your Employees Recognize your employees on an individual basis Monday, June 08, 2015 ronnierahman.khl@outlook.com 35
  36. 36. Part 2 Recognizing and Rewarding Your Employees Recognize your employees as a group Monday, June 08, 2015 ronnierahman.khl@outlook.com 36
  37. 37. Part 2 Recognizing and Rewarding Your Employees Reward your employees for hard work Monday, June 08, 2015 ronnierahman.khl@outlook.com 37
  38. 38. Part 3 Developing Great Relationships in the Workplace Get to know your employees Monday, June 08, 2015 ronnierahman.khl@outlook.com 38
  39. 39. Part 3 Developing Great Relationships in the Workplace Create social eventsMonday, June 08, 2015 ronnierahman.khl@outlook.com 39
  40. 40. TIPS •characteristics and ideals held by these leaders are ones that gel with you and motivate you? Use this knowledge to build your own motivational skills. •Having a raffle is a fun way to motivate employees, even if the prize is silly. •If there is an area where the company is failing, ask for your employees opinions and make them feel part of the team! •Be friendly and approachable. Greet every employee with a smile and a "good morning", "good day", etc to convey that you are very glad to see him. •Show genuine interest in your employees. Engage them to talk about themselves while showing interest in what they have to say. Employees love employers who care about them personally, rather than just the work they do. •Don't reprimand an employee publicly. Schedule a meeting in your office to discuss the problem. •Be lavish with your praise, and parsimonious with your criticism. Remember that more harm is done by criticism than by over-praising employees. •Employee training and retraining is another great way to build motivation. Just make it sound like a fun and challenging activity, instead of just some busy work that everyone is dreading Monday, June 08, 2015 ronnierahman.khl@outlook.com 40
  41. 41. Resolve conflicts more effectively Monday, June 08, 2015 ronnierahman.khl@outlook.com 41
  42. 42. Remain calm Steps 1 Monday, June 08, 2015 ronnierahman.khl@outlook.com 42
  43. 43. Make a list of your concerns Steps 2 Monday, June 08, 2015 ronnierahman.khl@outlook.com 43
  44. 44. Allow the other person to talk Steps 3 Monday, June 08, 2015 ronnierahman.khl@outlook.com 44
  45. 45. Ask questions Steps 4 Monday, June 08, 2015 ronnierahman.khl@outlook.com 45
  46. 46. Be creative Steps 5 Monday, June 08, 2015 ronnierahman.khl@outlook.com 46
  47. 47. Take breaks Steps 6 Monday, June 08, 2015 ronnierahman.khl@outlook.com 47
  48. 48. Stay away from negative talk Steps 7 Monday, June 08, 2015 ronnierahman.khl@outlook.com 48
  49. 49. Be aware of your emotions Steps 8 Monday, June 08, 2015 ronnierahman.khl@outlook.com 49
  50. 50. Compromise Steps 9 Monday, June 08, 2015 ronnierahman.khl@outlook.com 50
  51. 51. Find something you can agree on Steps 10 Monday, June 08, 2015 ronnierahman.khl@outlook.com 51
  52. 52. Tips • If you are wrong, don't be afraid to say you're sorry. • don't ridicule that person to make yourself feel better or "protect" yourself. • Control yourself - keep your emotions and behavior under control. Communicate your needs without threatening or frightening others. Monday, June 08, 2015 ronnierahman.khl@outlook.com 52
  53. 53. Align and prioritize your work Monday, June 08, 2015 ronnierahman.khl@outlook.com 53
  54. 54. Part 1 Making Your To-Do List Choose a time-frame for your list Monday, June 08, 2015 ronnierahman.khl@outlook.com 54
  55. 55. Part 1 Making Your To-Do List Write down everything you need to do Monday, June 08, 2015 ronnierahman.khl@outlook.com 55
  56. 56. Part 1 Making Your To-Do List Categorize the things you need to do. Monday, June 08, 2015 ronnierahman.khl@outlook.com 56
  57. 57. Part 1 Making Your To-Do List Put the list in order Monday, June 08, 2015 ronnierahman.khl@outlook.com 57
  58. 58. Part 1 Making Your To-Do List Keep the list visible. Monday, June 08, 2015 ronnierahman.khl@outlook.com 58
  59. 59. Part 2 Ranking Your Projects Rank the importance of each task. Monday, June 08, 2015 ronnierahman.khl@outlook.com 59
  60. 60. Part 2 Ranking Your Projects Rank the urgency of each task Monday, June 08, 2015 ronnierahman.khl@outlook.com 60
  61. 61. Part 2 Ranking Your Projects Rank the effort required for each task Monday, June 08, 2015 ronnierahman.khl@outlook.com 61
  62. 62. Part 2 Ranking Your Projects Compare all the tasks and order the list Monday, June 08, 2015 ronnierahman.khl@outlook.com 62
  63. 63. Part 3: Attacking the List Do one thing at a time and see it through to completion Monday, June 08, 2015 ronnierahman.khl@outlook.com 63
  64. 64. Part 3: Attacking the List Decide what to delegate and what to let slide Monday, June 08, 2015 ronnierahman.khl@outlook.com 64
  65. 65. Part 3: Attacking the List Alternate the variety of tasks on your list Monday, June 08, 2015 ronnierahman.khl@outlook.com 65
  66. 66. Part 3: Attacking the List Start with the least desirable or the hardest tasks Monday, June 08, 2015 ronnierahman.khl@outlook.com 66
  67. 67. Part 3: Attacking the List Cross tasks off the list as you complete them Monday, June 08, 2015 ronnierahman.khl@outlook.com 67
  68. 68. Build a strong, cohesive team Monday, June 08, 2015 ronnierahman.khl@outlook.com 68
  69. 69. Method 1 Understand the Dynamics of Teamwork Assess current office dynamics Monday, June 08, 2015 ronnierahman.khl@outlook.com 69
  70. 70. Method 1 Understand the Dynamics of Teamwork Become familiar with signs of effective teams Monday, June 08, 2015 ronnierahman.khl@outlook.com 70
  71. 71. Method 2: Clarify Team Building Goals and Individual Roles Establish team building goals Monday, June 08, 2015 ronnierahman.khl@outlook.com 71
  72. 72. Method 2: Clarify Team Building Goals and Individual Roles Identify individual roles Monday, June 08, 2015 ronnierahman.khl@outlook.com 72
  73. 73. Method 3: Implement Team Meetings and Social Gatherings Establish regular team meetings Monday, June 08, 2015 ronnierahman.khl@outlook.com 73
  74. 74. Method 3: Implement Team Meetings and Social Gatherings Plan social gatherings in the office Monday, June 08, 2015 ronnierahman.khl@outlook.com 74
  75. 75. Method 4: Use Problems as an Opportunity to Strengthen Teamwork Encourage teammates to alternate taking on various roles Monday, June 08, 2015 ronnierahman.khl@outlook.com 75
  76. 76. Method 4: Use Problems as an Opportunity to Strengthen Teamwork Assign a task force to research issues Monday, June 08, 2015 ronnierahman.khl@outlook.com 76
  77. 77. Method 4: Use Problems as an Opportunity to Strengthen Teamwork Set time limits for making decisions Monday, June 08, 2015 ronnierahman.khl@outlook.com 77
  78. 78. Improve productivity Monday, June 08, 2015 ronnierahman.khl@outlook.com 78
  79. 79. Tips-1 Delegate tasks accordingly Monday, June 08, 2015 ronnierahman.khl@outlook.com 79
  80. 80. Do not get sucked into unnecessary meetings Tips-2 Monday, June 08, 2015 ronnierahman.khl@outlook.com 80
  81. 81. Create to-do lists Tips-3 Monday, June 08, 2015 ronnierahman.khl@outlook.com 81
  82. 82. Tips-4 Take breaks Monday, June 08, 2015 ronnierahman.khl@outlook.com 82
  83. 83. Tips-4 Set ambitious, yet realistic goals Monday, June 08, 2015 ronnierahman.khl@outlook.com 83
  84. 84. Designate times to handle e-mail Tips-5 Monday, June 08, 2015 ronnierahman.khl@outlook.com 84
  85. 85. Reward yourself for motivation Tips-6 Monday, June 08, 2015 ronnierahman.khl@outlook.com 85
  86. 86. Tips-7 Constantly ask yourself if you what are doing presently is productive Monday, June 08, 2015 ronnierahman.khl@outlook.com 86
  87. 87. Spend a few minutes preparing for the next day Tips-8 Monday, June 08, 2015 ronnierahman.khl@outlook.com 87
  88. 88. Tips-9 Sleep early and get up early Monday, June 08, 2015 ronnierahman.khl@outlook.com 88
  89. 89. Delegate effectively and with right mindset Monday, June 08, 2015 ronnierahman.khl@outlook.com 89
  90. 90. Part 1 Getting in the Right Mindset Set Your EGO aside Monday, June 08, 2015 ronnierahman.khl@outlook.com 90
  91. 91. Stop waiting for people to volunteer Part 1 Getting in the Right Mindset Monday, June 08, 2015 ronnierahman.khl@outlook.com 91
  92. 92. Part 1 Getting in the Right Mindset Don't view requests for help negatively Monday, June 08, 2015 ronnierahman.khl@outlook.com 92
  93. 93. Part 1 Getting in the Right Mindset Learn to trust others Monday, June 08, 2015 ronnierahman.khl@outlook.com 93
  94. 94. Part 2: Delegating Effectively Get the ball rolling Monday, June 08, 2015 ronnierahman.khl@outlook.com 94
  95. 95. Part 2: Delegating Effectively Don't take refusals personally Monday, June 08, 2015 ronnierahman.khl@outlook.com 95
  96. 96. Be prepared to train your helper Part 2: Delegating Effectively Monday, June 08, 2015 ronnierahman.khl@outlook.com 96
  97. 97. Part 2: Delegating Effectively Allocate the resources necessary to complete the task Monday, June 08, 2015 ronnierahman.khl@outlook.com 97
  98. 98. Be Patient Part 2: Delegating Effectively Monday, June 08, 2015 ronnierahman.khl@outlook.com 98
  99. 99. Be prepared for likely difficulties Part 2: Delegating Effectively Monday, June 08, 2015 ronnierahman.khl@outlook.com 99
  100. 100. Recognize your helper when it counts Part 2: Delegating Effectively Monday, June 08, 2015 ronnierahman.khl@outlook.com 100
  101. 101. Part 2: Delegating Effectively Say "Thank You” Monday, June 08, 2015 ronnierahman.khl@outlook.com 101
  102. 102. Coach for improved performance Monday, June 08, 2015 ronnierahman.khl@outlook.com 102
  103. 103. Know that coaching employees is a positive and proactive approach to developing a great workforce with greater access to creative problem solving and leadership Steps-1 Monday, June 08, 2015 ronnierahman.khl@outlook.com 103
  104. 104. Steps-2 Enroll company managers in an office coaching program to help them develop leadership and communication skills they can use to effectively coach their employees Monday, June 08, 2015 ronnierahman.khl@outlook.com 104
  105. 105. Develop a coaching plan utilizing advice from coaching experts like Mary Beth O'Neill, author of "Executive Coaching with Backbone and Heart." Steps-3 Monday, June 08, 2015 ronnierahman.khl@outlook.com 105
  106. 106. Study the steps for effective employee coaching Steps-4 Monday, June 08, 2015 ronnierahman.khl@outlook.com 106
  107. 107. Create a coach/employee "contract"--when coaching is called for--and agree to work on the employee's performance issues together Steps-5 Monday, June 08, 2015 ronnierahman.khl@outlook.com 107
  108. 108. Call a meeting with the employee to create an "action plan," to outline the needed steps to performance improvement and follow-through Steps-6 Monday, June 08, 2015 ronnierahman.khl@outlook.com 108
  109. 109. Meet with the employee for follow-up and to begin "live action coaching." Steps-7 Monday, June 08, 2015 ronnierahman.khl@outlook.com 109
  110. 110. Meet for a debriefing session after dates have passed for the goals that were set in the live action session Steps-8 Monday, June 08, 2015 ronnierahman.khl@outlook.com 110
  111. 111. How to Deal With Difficult People Monday, June 08, 2015 ronnierahman.khl@outlook.com 111
  112. 112. Part 1: Changing Your Mindset Realize that there will always be people in the world that will obstruct you. Monday, June 08, 2015 ronnierahman.khl@outlook.com 112
  113. 113. Look at your own behavior. Part 1: Changing Your Mindset Monday, June 08, 2015 ronnierahman.khl@outlook.com 113
  114. 114. Part 1: Changing Your Mindset Try to become more aware of your own perception of others. Monday, June 08, 2015 ronnierahman.khl@outlook.com 114
  115. 115. Part 2: Interpersonal Strategies Choose your battles wisely. Monday, June 08, 2015 ronnierahman.khl@outlook.com 115
  116. 116. Part 2: Interpersonal Strategies Pause for a moment and breathe. Monday, June 08, 2015 ronnierahman.khl@outlook.com 116
  117. 117. Part 2: Interpersonal Strategies Continue being as polite and accommodating as you can. Monday, June 08, 2015 ronnierahman.khl@outlook.com 117
  118. 118. Part 2: Interpersonal Strategies Talk to your peers about it. Monday, June 08, 2015 ronnierahman.khl@outlook.com 118
  119. 119. Part 2: Interpersonal Strategies Directly confront them in private Monday, June 08, 2015 ronnierahman.khl@outlook.com 119
  120. 120. Talk to your superiors. Part 2: Interpersonal Strategies Monday, June 08, 2015 ronnierahman.khl@outlook.com 120
  121. 121. Facilitating more productive meetings Monday, June 08, 2015 ronnierahman.khl@outlook.com 121
  122. 122. Part 1: Create the Agenda State start and end times along with time limits for each topic as a courtesy to those attending the meeting. Monday, June 08, 2015 ronnierahman.khl@outlook.com 122
  123. 123. Part 1: Create the Agenda Ask people within your organization, or the person calling the meeting, for topics they need included in the meeting, including a brief description of their topic. Monday, June 08, 2015 ronnierahman.khl@outlook.com 123
  124. 124. Part 2: Send Out Meeting Invitations Email is the easiest way to invite your attendees, especially if they all use the same calendar software. Monday, June 08, 2015 ronnierahman.khl@outlook.com 124
  125. 125. Part 2: Send Out Meeting Invitations Include a reservation (RSVP) deadline. This allows you to have a proper amount of materials for all participants without having to scramble the day of the meeting to gather extra supplies Monday, June 08, 2015 ronnierahman.khl@outlook.com 125
  126. 126. Part 3: Set Up the Meeting Space •The room setup will help your meeting flow the way you need it to. If your meeting is in a rented facility like a hotel ballroom or other venue commonly used for meetings, the venue staff should be well-versed in these setup options. A lecture setting -- chairs in rows – establishes the speaker as the main focus and works well when the main purpose is imparting information. •A theater setup -- a table at the front of the room – allows a panel of speakers or experts to sit up front with attendees sitting in rows like those in the lecture format. •A classroom setup has tables in front of the rows of chairs to allow attendees to take notes while the speaker remains the focus of the meeting. •Choose round tables if you want your participants to function as teams or if you want to foster sharing among groups of participants. •Utilize the U-shaped (board room) set-up for meetings where you want the participants to see each other and interact when needed. •Set up chairs in a circle with you in the center for meetings intended as open and participatory. Monday, June 08, 2015 ronnierahman.khl@outlook.com 126
  127. 127. Part 4: Provide the Necessary Tools for Your Meeting A fully-prepared facilitator provides all the pens, notepads, workbooks, handouts and other tools needed for the meeting. Monday, June 08, 2015 ronnierahman.khl@outlook.com 127
  128. 128. Part 4: Provide the Necessary Tools for Your Meeting Create a "parking lot" for questions, either in the form of a flip chart or white board on which attendees can write their questions, or a specified location in the room where attendees can post their questions on sticky-notes. This keeps the meeting flowing more smoothly, allowing participants to have their questions answered at specified times during the meeting. Monday, June 08, 2015 ronnierahman.khl@outlook.com 128
  129. 129. Part 4: Provide the Necessary Tools for Your Meeting Provide your participants with beverage or snack stations (for longer meetings) or water pitchers or water bottles and candy on each table (for shorter meetings). Monday, June 08, 2015 ronnierahman.khl@outlook.com 129
  130. 130. Part 5: Prepare an Evaluation Form or Survey You can either hand out a survey at your meeting, or tell participants you’ll be sending an email survey a day or two after the meeting. Monday, June 08, 2015 ronnierahman.khl@outlook.com 130
  131. 131. Part 5: Prepare an Evaluation Form or Survey Surveys or evaluation forms provide you with feedback to see how your meeting was received. Monday, June 08, 2015 ronnierahman.khl@outlook.com 131
  132. 132. Part 6: Send Reminders About Your Meeting These should go out a day or two before the meeting's RSVP deadline. Monday, June 08, 2015 ronnierahman.khl@outlook.com 132
  133. 133. Part 6: Send Reminders About Your Meeting Ask that anyone whose plans have changed to email you with their regrets. Monday, June 08, 2015 ronnierahman.khl@outlook.com 133
  134. 134. Part 7: Start the Meeting on Time Attendees who arrive late can catch up; it is rude to those who were prompt to wait for late-comers. Monday, June 08, 2015 ronnierahman.khl@outlook.com 134
  135. 135. Part 7: Start the Meeting on Time Make housekeeping announcements at the start of the meeting, including information about break and lunch times, restroom locations, and an explanation of the question “parking lot.” Monday, June 08, 2015 ronnierahman.khl@outlook.com 135
  136. 136. Part 8: Keep the Meeting on Topic The facilitator’s job is to keep all meeting attendees or speakers on topic. Allowing off-target tangents with throw your schedule off. Monday, June 08, 2015 ronnierahman.khl@outlook.com 136
  137. 137. Stick to your appointed break and lunch times. Part 8: Keep the Meeting on Topic Monday, June 08, 2015 ronnierahman.khl@outlook.com 137
  138. 138. Part 9: Answer as Many Questions as You Can Take questions from your participants or from the “parking lot.” Allow enough time to hit everyone’s questions. Monday, June 08, 2015 ronnierahman.khl@outlook.com 138
  139. 139. Part 9: Answer as Many Questions as You Can Be accessible to the participants by staying after the meeting for anyone who doesn’t want to address the group, but needs to ask you specific questions one-on-one. Monday, June 08, 2015 ronnierahman.khl@outlook.com 139
  140. 140. Part 9: Answer as Many Questions as You Can Remind your attendees to complete their surveys and thank them for coming. Monday, June 08, 2015 ronnierahman.khl@outlook.com 140
  141. 141. Developed performance and improvement plan Monday, June 08, 2015 ronnierahman.khl@outlook.com 141
  142. 142. Define the performance issue. Put the problem in writing. Specify if the employee is lacking in a particular skill, or if it is a behavioral problem that needs to be addressed. Be specific about any incidents or problems that have occurred because of the skill deficiency or behavioral problem. Monday, June 08, 2015 ronnierahman.khl@outlook.com 142
  143. 143. Establish expectations. Define the areas of performance or behavior that need to be improved. List the changes or skills that are required from the employee. Have the end result clearly established in writing. Monday, June 08, 2015 ronnierahman.khl@outlook.com 143
  144. 144. Establish timelines. The Performance Improvement Plan must include deadlines and a schedule of priorities. Identify the time periods in which actions are to be taken and changes are to be made. Communicate how these deadlines will be enforced, and what the consequences will be if they are missed. Monday, June 08, 2015 ronnierahman.khl@outlook.com 144
  145. 145. Develop an action plan that includes goals and objectives. Assign specific tasks to both the supervisor and the employee to make the improvements outlined in the expectations. Ask the employee for input as to whether the action items are reasonable and fair. Make sure the employee has the tools he or she needs to improve performance, including support from other staff or supervisors. Monday, June 08, 2015 ronnierahman.khl@outlook.com 145
  146. 146. Decide on a method of evaluation. Include plans for how the employee's improvement will be reviewed, and how frequently evaluations will occur. Schedule periodic meetings or conferences to review the challenges and successes in the employee's work. Monday, June 08, 2015 ronnierahman.khl@outlook.com 146
  147. 147. Review the Performance Improvement Plan with the employee. Make sure the employee understands all the elements of the PIP, and is prepared to accept the consequences that are laid out if satisfactory employee performance is not achieved. Have the employee and his or her supervisor sign the plan to acknowledge its review and receipt. Monday, June 08, 2015 ronnierahman.khl@outlook.com 147
  148. 148. Staying calm under pressure Monday, June 08, 2015 ronnierahman.khl@outlook.com 148
  149. 149.  Strive to not catastrophize  Think before you Share  Discover metaphors and visualizations that help you stay calm  Note your patterns of exasperation  Realize that you can control your emotions  Create a calm environment with peaceful rituals  Take care of the essentials  Focus on the mind and spirit, too  Focus on the mind and spirit, too  Distract yourself  Take a day off  Don’t forget to breathe Staying calm under pressure Monday, June 08, 2015 ronnierahman.khl@outlook.com 149
  150. 150. Staying calm under pressure Monday, June 08, 2015 ronnierahman.khl@outlook.com 150
  151. 151. Staying calm under pressure Monday, June 08, 2015 ronnierahman.khl@outlook.com 151
  152. 152. Staying calm under pressure Monday, June 08, 2015 ronnierahman.khl@outlook.com 152
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  155. 155. Reflect on quotes that can help you calm your mind Here are a few that I find inspiring: “You are the sky. Everything else – it’s just the weather.” Pema Chodron “A mind at peace, a mind centered and not focused on harming others, is stronger than any physical force in the universe.” Wayne Dyer “Remain calm, serene, always in command of yourself. You will then find out how easy it is to get along.” Paramahansa Yogananda Monday, June 08, 2015 ronnierahman.khl@outlook.com 155
  156. 156. Monday, June 08, 2015 ronnierahman.khl@outlook.com 156

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