Resistance to the activity, facilitator, theories, application, etc… are all going to arise during your work. How you, as the facilitator handle that is what you are paid for. Generally you can respond in 1 of 3 ways.
If we are to hold a Manager Accountable for the output of their subordinates. Managers must have the Authority to decide personal effectiveness appraisal and merit recognition.
If you are willing to cheat on something that admittedly has little bearing on your work and life. Then when you are faced with a real challenge in work, life – how far are you willing to go to cheat to make it right?
For participants to experience a D – Dominance type culture. In this activity all people are asked to use their Dominance to accomplish a task that has a tight time frame and a decision must be made.
A Manager providing Coaching & Feedback to subordinates is a necessary activity in EVERY MANAGER’S day. The role of a manager is to add value to the decision making and judgment of the people they manage. As employees and Managerial Leaders, we all agree that Coaching is important. BUT the understanding and purpose of Why coaching is important is unclear and not well known by everyone.
Working with a team of 5 Executive Directors from a company that employs ~2000 people we identified a gap in the Managerial Leadership Training, Mentoring and coaching of employees prior to being promoted to a Manager Level within the company.
Being a Manager is tough and being accountable for the work as well as the behavior of a subordinate adds another layer of complexity to your challenges. Ensuring that the right person you promote is capable of doing the work and Fit-In with their new work peer group is necessary.
Examining the Main Useful Function will solve problems and break psychological inertia that comes from not knowing. Once people, organizations, leadership can chart and explain the Main Useful Function of what they do, to those they do it too-then insights into innovation and improvement can be made.
The interaction between team members and sharing of skill sets reinforces positive beliefs and knowledge we have about ourselves and other people. Too often teams NEVER share and discuss the good skills and talents they possess. Hard Skill, Soft Skill – provides individuals with the opportunity to recognize and be recognized for their skill sets and talents.
Don’t take my word for it. Below are 2 great testimonials from a professional development keynote speech. Mike, thanks for all your hard work during our recent staff development programs. You were amazing as always! I was so pleased that you were able to engage our entire group, keep them focused, laughing, while meeting our … Continued