Home Brew Module 3 - Intro to People

Bundaberg Brewed DrinksHome Brew Program

MODULE 3

Introduction to People

DVD Program

Russell Cummings

Course Materials

Before you start this course, print out the Workbook/Manual from the Home Brew Intranet site.

If you do not have the manual, click on pause to stop the DVD.

You can pause and rewind anytime during this video.

Press Play to start DVD again when you have the manual and are ready to proceed.

Home Brew Program 2010

People Skills Agenda

• Change and You

• Leadership Model

• Effective Communication

• Next Steps


Leading TeamBasic People Skills

Systems make it possible

People make it happen

PHASE 2Resistance

PHASE 3Exploration

PHASE 4Commitment

PHASE 1Denial

The change curve model


Team Leaders

• What are the characteristics of a good Team Leader?

• List the 3 or 4 most important characteristics of a Team Leader?

Click on pause to stop the DVD.

Press Play to start DVD again when you have finished the exercise


Team Leader Model


Effective Communication

Problem Solving Processes

Focus on the Outcomes

Alignment to Goals & Targets

Company VISION

Set & maintain

the Standards

Develop Team Skills

& Capabilities

We LEAD people and

MANAGE resources

We “walk the talk”

Lead by example

Self Assessment

Using the model provided:• Rate yourself on the Key Characteristics as

you are NOW? (1= poor, 10= excellent)• Rate yourself on WHERE you think you

should be? (1= poor, 10= excellent)• Calculate the Gap between WHERE & NOW• Select the Top 3 Gaps• What actions can you take to address these

gaps?Click on pause to stop the DVD.




Getting the message across to your Team

What is effective communication? • “Effective Communication is where information is sent,

received and interpreted correctly”• It is a 2-way process: listening and sending• If the message is not getting through – it’s your problem!• “I do you no harm” • It is more than words – only 7% of impact is the words

you use - the rest is the communication• It needs to be honest, open and transparent• It is about using appropriate language• It is about the facts – not just emotions• It should be timely and relevant


EFFECTIVE LISTENING SKILLS

“ A good listener tries to understand thoroughly what the other person is

saying.

In the end, he or she may disagree sharply but before they disagree, they

want to know exactly what it is they are in disagreement about...”

Kenneth A. Wells


Active Listening

1. Focus: pay attention, look at them, body language

2. Awareness: non-verbally acknowledge part of the speech

3. Respond: restate for clarity, summarise, question

4. Feedback: answer, actions, reasons. How then Why.


Instructions

How to delegate a task or responsibility to someone:

1.Explain the need or purpose – WHY?2.Explain the task in logical steps3.Feedback for clarity4.Specify the responsibility and/or authority5.Confirm understanding 6.Set up a review and follow up date


Instructions Exercise

1. Imagine that you are to give instructions to a colleague or team member.

2. Use the Instructions process (previous slide) to document how you would give these instructions.

3. Reflect on how this may differ from your current way of delivering instructions.

4. What changes will you make? Click on pause to stop the DVD.



There’s more to delegation

• Insist on results not perfection

• Don’t hover, encourage independence

• Learn to live with errors, reduce them by giving feedback

• Don’t short circuit or snatch back assignments

• Reward good performance - praise


Training a learner

Follow these easy steps:

1.Tell what to do

2.Show how to do

3.Let person try it

4.Observe performance

5.Praise progress and/or redirect


Reflection

• Take a minute to reflect on the training so far.

• What are some of the key learnings?

• What changes will you make?

• How can you apply this at work?




Feedback

• We are usually very poor at giving feedback – either positive or negative

• Feedback works well in an environment when you tell people from the start that you are going to tell them how they are going

• Why do we need to give feedback?


Giving FeedbackPositive Feedback

1.Praise people immediately2.Tell what they did right – be

specific3.Put it into context – why was

important?4.Stop (pause) – let them feel

the moment5.Encourage them to keep it up6.Reinforce – verbal (or

physical – shake hands)

Negative Feedback

1.Reprimand immediately2.Tell what they did wrong–

be specific – stick to facts3.Put it into context – why

was important?4.Stop (pause) – let them feel

the moment5.Encourage them to make

some changes6.Reinforce – you think well

of them but not their current performance

7.When its over – its over!


Feedback Exercise

1. Imagine that you have to give positive feedback to a colleague or team member..

2. Use the process to map out what you would say to that person. Write down the conversation. Practice this by saying it to yourself.

3. Repeat the exercise for Negative feedback




Summary

And in conclusion…


PHASE 2Resistance

PHASE 3Exploration

PHASE 4Commitment

PHASE 1Denial

The change curve model


Team Leader Model



Problem Solving Processes

Focus on the Outcomes

Alignment to Goals & Targets

Company VISION

Set & maintain

the Standards

Develop Team Skills

& Capabilities

We LEAD people and

MANAGE resources

We “walk the talk”

Lead by example

Active Listening

1. Focus: pay attention, look at them, body language

2. Awareness: non-verbally acknowledge part of the speech

3. Respond: restate for clarity, summarise, question

4. Feedback: answer, actions, reasons. How then Why.


Instructions

How to delegate a task or responsibility to someone:

1.Explain the need or purpose – WHY?2.Explain the task in logical steps3.Feedback for clarity4.Specify the responsibility and/or authority5.Confirm understanding 6.Set up a review and follow up date


Training a learner

Follow these easy steps:

1.Tell what to do

2.Show how to do

3.Let person try it

4.Observe performance

5.Praise progress and/or redirect


Giving FeedbackPositive Feedback

1.Praise people immediately2.Tell what they did right – be

specific3.Put it into context – why was

important?4.Stop (pause) – let them feel

the moment5.Encourage them to keep it up6.Reinforce – verbal (or

physical – shake hands)

Negative Feedback

1.Reprimand immediately2.Tell what they did wrong–

be specific – stick to facts3.Put it into context – why

was important?4.Stop (pause) – let them feel

the moment5.Encourage them to make

some changes6.Reinforce – you think well

of them but not their current performance

7.When its over – its over!


Next Steps

Where to from here?

Tools and Templates

Home Brew Intranet Site

Module 4: Intro to Process Improvement


Thanks

Strategy into Action


Documents

Home Brew Module 3 - Intro to People