HOW TO DEVELOP PEOPLE. Leadership Gravity PPP = Engage + Lead + Results

  • Published on

  • View

  • Download

Embed Size (px)


<ul><li><p>HOW TO DEVELOPPEOPLE</p></li><li><p>Leadership Gravity</p></li><li><p>PPP = Engage + Lead + Results</p></li><li><p>Why Do People Behave the Way They Do? What drives them, what motivates them, what influences them? </p><p>How can you motivate ordinary people to do extra ordinary things, with commitment, self worth and great results?</p><p>How can teams make full use of all their personal resources? </p><p>Whats in it for your people to do what they do, better?</p></li><li><p>Develop Your People.</p></li><li><p>Develop Your People.Your organizations biggest asset is the people in it. </p><p>Hiring the best staff is important. </p><p>Looking after their interests once they're part of your team is more so.</p><p>For an organization to maximize its investment in its people, managers also have to become good coaches. </p><p>They must learn how to lead and develop others.</p></li><li><p>How can I develop people? The answer to the question is "It depends" the main thing it depends on is the person themselves; the best you can do is to adapt your approach to their needs not yours.</p><p>All people have preferences for learning. You need to tailor your development need to best match the learners preference. </p></li><li><p>The keys to developing staff areKnowing the person and how they learn then designing learning to best fit with them [not you].</p><p>Breaking the task down into manageable chunks that can de easily digested by the learner. </p><p>Understand peoples personalities; their needs, differences, strengths, communication and leadership style, the way they buy, sell and whats in it for them. </p></li><li><p>The keys to developing staff areCreate valuable Soft skills that are as important in todays world as hard skills. The ability to communicate at all levels is a vital business skill that few people have naturally, but most can learn and develop to personal and business advantage. </p><p>Enable your People to drive the business forwards, rather than slow it down or even put it in reverse. What do your people do? What would you like them to do? </p><p>Developing a view of the future including clear and SMART Goals change and goal buy in, achievement and enjoyment. </p></li><li><p>The keys to developing staff areCreate high performing and outstanding teams. Align yourselves with the best. </p><p>Develop staff motivation, so people do what they do willingly this can be monitored with the satisfaction at work survey. Staff motivation leads to increases in output and productivity and decreases in absenteeism, sick days and unwarranted conflict. </p><p>Develop Champion Behaviors and winning Ways. </p><p>Run effective Talent Management programs to ensure your biggest investment, your people, increase in value and worth for themselves and the company</p></li><li><p>Develop a Plan to Develop PeopleAn individual or organization must have a conscious plan in place and a determination to make the development of people a top priority. </p><p>Having no plan actually stunts people's growth.</p><p>How do you encourage managers to develop their people?</p></li><li><p>Very common problem People are usually recruited into a firm initially for their technical or financial skills. As they grow in their jobs, more and more people management responsibilities are added to their work. </p><p>Getting the best out of their people starts to determine the success of their department and the success of the manager too. </p><p>However, some managers may not see the need to change and develop personally or may not know how to. They prefer to remain in their comfort zone as technical experts. </p></li><li><p>Very common problem This is a very common problem at all levels.</p><p>Some companies provide promotion opportunities for their very best technical people to stay in their technical roles through e g a "Scientific Ladder". ICI did this.</p></li><li><p>What is the job of a manager?The manager's job is to get the business of the organization to grow and prosper by working through other people. </p><p>However clever or dedicated he/she is there is never enough time to do everything her/himself. </p><p>If the manager attempts this, the best people working for the manager will leave and the manager is likely to fall ill with stress.</p></li><li><p>How can the organization encourage more people management?People in organizations are strongly motivated to do what they are rewarded for. Rewards are tangible formal things like pay, bonus, and a nicer car. </p><p>However, the more powerful positive intangible motivators are the interest, praise and attention that others give you when you go about your work. </p></li><li><p>How can the organization encourage more people management?It helps if people are rewarded like this for encouraging their people and developing them as well as achieving the bottom line results. Some companies, including IBM, have set one of the criteria for judging management performance to be how effectively the manager develops his/her staff.</p></li><li><p>The habit of developmentI did a study in a client company that showed that people became developmental if their first experience of being managed in the company was with a developmental manager. </p><p>They acquired the habit of development through their own experience of being developed. Perhaps organizations should rethink their induction of staff to make those early weeks a developmental experience by mentoring and having induction courses much more experiential than they sometimes are. </p></li><li><p>The habit of developmentPeople could have an exercise to explore the organization in pairs and find out the values or beliefs about what is important to do in the company to be successful. </p><p>This would grow the candidates and it could give the top management of the organization much food for thought too. Outsiders often get very authentic information because they have no axe to grind.</p></li><li><p>The habit of developmentYou could also consider recruiting people for their ability and willingness to learn as well as their current skills. In this way you would have people with developmental attitudes and skills coming into the company with the habit of development in place already. You could design your interviewing or assessment centers to find people who can learn and enjoy helping others learn.</p></li><li><p>Simple practical activities that you can use This simple practical activities that you can use to help your people develop. They will also help your business because your people will contribute more and work better together. You will probably find that they save you time and effort too.Appreciation Coaching Co-consulting Counseling Delegation Developmental meetings Listening Information</p></li><li><p>Final Message Develop your people and you will develop your business. People are your business. It is people that drive a business forwards, slow it down or even put it in reverse.</p><p>The ultimate leader is one who is willing to develop people to the point that they surpass him or her in knowledge and ability." -- Fred A. Manske, Jr.</p></li></ul>