iq management - the roundup part.1
TRANSCRIPT
01Invite everyone in the meeting to contribute ideas, a good manager does not dominate discussion.Some team members may be shy. Structure the meeting to encourage ALL attendees to contribute to the discussion.
ENCOURAGE DISCUSSION
02After a discussion, everyone must be clear on what the next step or ‘action’ is and who’s responsibility it is. It is also vital to be aware of the deadlines and timeframes for the task.Push for closure to ensure the meeting has clear outcomes and everyone has moved forwards.
ARRIVE AT ACTION POINTS
03In long meetings it is easy to lose of track of what was said and by whom. By taking notes it means everyone can have a clear understanding.Circulate the minutes via email after the meeting, that way everyone has a written record of who, what, where and why.
TAKE NOTES
01KNOW THE
SKILLS YOU NEED Understand what skills you need for your team.Success hinges on having the right people for the right roles.Draw up a list of the skills, qualification and experience needed for the team, keep this in mind at every stage of the selection process.
02Skills aren’t the be all and end all, the team must work well with each other to be most productive.The best team will be not too dissimilar in temperament to one another, but diverse enough to have unique ideas.A manager should gauge the personalities in the selection process to ensure they will be a good fit and if they will work for the team as a whole.
THE RIGHT PERSONALITIES
03The best results will come from people who are genuinely interested and committed to the task.While skills are important, it is vital to have enthusiastic team members who will go the extra mile for the project.You should select those who are enthusiastic from the start as they are most motivated to see the team’s goals through.
PICK DEDICATED PEOPLE
01BE RESULTS
DRIVENMake sure your team never lose sight of their goals, this will keep them focussed on winning and being successful.If a project is broken down into smaller, more arduous tasks - regularly remind everyone of the main goals to keep them thinking positively about the task.
02The manager’s attitude is extremely influential on team members, be a role model.Show a positive attitude and strong work ethic in meetings and around your team to show you are focussed and serious.
SET AN EXAMPLE
03Celebrate success as a team.Always make sure that an achievement by the team is celebrated by the whole team, either inside or outside of working hours - make sure their accomplishments do not go unnoticed.
CELEBRATE ACCOMPLISHMENTS
01When setting your targets, make sure you make it clear how success or failure will be measured.Alongside this, communicate well with the team to ensure they are completely clear on how their performance will be measured.
SET TARGETS THAT ARE MEASUREABLE
01This helps them keep track of their progress as well as giving the manager something tangible to focus on in discussions with team members.Try setting KPI’s that can be regularly reviewed and are easy for everyone to understand.
SET TARGETS THAT ARE MEASUREABLE
02Proper communication plays a huge part in ensuring targets are set appropriately. Make your team part of the discussion.Managers have the last say in the targets, but it’s important to have dialogue with your team to make sure they are all comfortable with what’s expected of them.
AGREE TARGETS WITH THE TEAM
02Sit down with your team individually and discuss the targets; are they comfortable with them? Could they be higher or lower? Do they need any extra training or support?
AGREE TARGETS WITH THE TEAM
03As the team works towards its targets it is essential that you review and evaluate their performance as they go.Some managers only hold meetings with their team when KPI targets are not being met - this is the wrong approach, you need to encourage the team along the way.
GIVE DETAILED FEEDBACK
03Try holding one to one meetings with each team member periodically; this will help bring any problems to the surface that may normally be missed and means you can address issues before they affect performance.
GIVE DETAILED FEEDBACK
01COLLECT ALL
THE FACTSA manager needs to be impartial in all disputes between employees.You need to be balanced and empathetic in discussions about conflict, allow employees to get their points across and be constructive at all times.
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01COLLECT ALL
THE FACTSTry organising a meeting about the dispute so each person has equal time to talk and air their thoughts. Don’t let it become a shouting match.
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02When conflicts occur it easy for the team to lose sight of their original goals.Restating the team’s purposes as well as the value of each individual can play a big role in resolving a dispute.
FOCUS ON COMMON GOALS
02Try holding a meeting in which you break down the overall goals and discuss with each individual how exactly they are essential to these targets.
FOCUS ON COMMON GOALS
03After the conflict has been resolved, its vital to make sure all parties are happy with the solution moving forward.As part of your solution, make sure you set guidelines to address similar conflicts should they arise in future.
MAKE SURE THE PROBLEM IS RESOLVED
03Set a ‘plan of action’ based on steps taken this time so you know what is likely to work in future.
MAKE SURE THE PROBLEM IS RESOLVED
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