Some slides to explain clearly Participative Management to your staff.

1. Participative Management To Manage To Motivate To Support To Delegate Bottom Top Support Behaviour Top S1 S2 S3 S4 Whether the commitment and competence are low, a Directional style is required (S1). When the group is more experienced, a Coaching style is suitable (S2). If the group reaches maturity, the Manager may drop Directional behavior (S3) Directive Behavior Team Maturity Participative Mgt group gives up to everyone an opportunity to contribute their skills, knowledge and talent to improve this same Organization. Participative Behavior (S4)

2. Participative Management To build support or consensus. Or to get valuable input from employees. To heal rifts in a team. T o motivate during stressful times. Or to strengthen connections. To help competent, motivated employees to improve performance by building long-term capabilities. When changes require a new vision. Or when a Clear Direction is needed. Radical change. When style is appropriate + + + + + + + The impact of the style on the (business) climate Appreciates people's input and gets commitment through participation. Creates harmony by connecting people to each other. Connects what a person wants; with the organization's goals. He moves people Towards shared dreams How style builds resonance Superb listener. Team worker. Collaborator. Influencer. Promotes harmony. Friendly. Empathetic. He boosts moral. Solves conflicts. Listens. Helps people identifying their Own strengths & weaknesses. Counselor. Encourages. Delegates. Inspires. Believes in own vision. Empathetic. Explains how & why people's efforts contribute to the 'dream'. Leader characteristics Democratic Leadership Affiliative Leadership Coaching Style (S2). Visionary Leadership (S3).

3. Participative Management In a grave crisis. Or with problem employees. To start an urgent organizational turnaround. Traditional military. To get high-quality results from a motivated and competent team. Sales. Often ― ― Often ― ― when used too exclusively or poorly He decreases fear by giving clear direction in an emergency. Realizes challenging and exciting goals. Commanding. "Do it because I say so". Threatening. Tight control. Monitoring studiously. Creating dissonance. Contaminates everyone's mood. Drives away talent. Strong urge to achieve. High own standards. Initiative. Low on empathy and collaboration. Impatience. Micromanaging. Numbers-driven. Commanding Leadership Pacesetting Leadership

5. Participative Management Managers assume the average worker wants to be involved in building trust among all organizational members is central to raising productivity. Managers assume the average worker wants to be involved in managing a company. Before Participative Management Participative Management

6. Participative Management Every one is result oriented Two heads are better than one Draw resources of Mind, not just Body People are our most important positive feature Company productivity, its commitment to involvement of its employees Consultation Meeting Delegation TEAM Spirit Accountability Responsibility Authority