ENHANCING MANAGERIAL PERFORMANCE-Empowering yourself to become a High Performance Manager (HPM)

Learning session objectives:How to manage yourself effectively, and then manage others.Identify the role of SBU Head and what is expected of management How to be a business Builder rather than a functional Manager/ SupporterHow to be solution provider for total business and its processesHow to be proactive and responsive to current business situation- Situational Leadership

The Methodology of this Session

Action Learning Approach

Sharing the real Management Experience

Total Participation / Involvement

KISS Principles ( Keep It Short & Simple)

Managing & Leading your business during turbulent timesIt is possible or not ?What is essential things required during this period?Are you leader or follower?What market says about your business?Do you have a second chance to build your existing business..?Repair your roof during sunny day ! Sail thru or Sale thru ?

Now is time for you to contemplate and decide what you want to do next ?

Session 1

WHO ARE YOU?Learning Points:

Getting know the real youMany managers do not see themselves objectively; they overlook their weakness, overestimate their strengths:' This lack of awareness and self-objectivity, either due to ignorance or neglect, often leads to managerial derailment. Hence, you should discover your true self, know what you want to achieve, identify areas for personal growth, and take the necessary action to enhance personal competence.The following exercises can assist you in discovering the Real You. Be as honest as possible in your answers to all the exercises.

WHO ARE YOU?What are your positive and negative personality traits? Examples of positive personality traits are being trustworthy, optimistic, persistent and disciplined. Examples of negative personality traits are being unreliable, arrogant, pessimistic, and being easily irritable? How do you relate to others? Include descriptions of your strengths and weaknesses in personal relationships with superiors, peers and subordinates. Examples of strengths are being friendly, attentive and empathetic. Examples of weaknesses are being selfish, insensitive, and being a poor communicator.How do other people perceive you? Are you perceived as being reliable, optimistic, competent, independent, disciplined or friendly?

What are your strengths and weaknesses?

My major strengthsHow to capitalized on them

What are your strengths and weaknesses?

My major weaknessesHow to overcome them

What Do You Really Want In Life?

What does success mean to you?What are your keys values or basic philosophy of life ?Do you have a personal mission?, if yes, what is it ?Do you have clear-cut personal and career goals ? If yes, what are they ?

Rethink, Refocus, Relearn, Reenergize

Excellence

Rethink

Refocus

Relearn

Reenergize

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 (years)

Companys GrowthPersonal Growth1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 (years)Where are you?

Mindset to Mind GrowthPower and Potential of Your Mind

Paradigm ShiftThe Way we see the world in terms of perceiving, understanding, interpreting.We have many, many maps in our head. divided mostly between maps of the way things are, or realities, and the way things should be, or values.These maps are indeed conditioned.Thoughts Words - Action Habits Character Attitude Personality Change Resistance to Change.Shift the paradigm, change the map and you alter attitudes, behaviors, and relationships.

Words to live byWatch your thoughts, they become your wordsWatch your words, they become your actionsWatch your actions, they become your habitsWatch your habits, they become your characterWatch your character, it determines your destiny

Taking Proactive InitiativesReactive Language He makes me so angry Theres nothing I can do Thats just the way I am, I cant change I Cant I Must Proactive Language I control my own feeling Lets look at alternatives I can choose a different approach I choose I prefer

HABITSThought pattern

Physical Behaviors

Mindset to Mind GrowthRedirecting Thoughts to Change Result

Smooth sailingTo SUCCESSPositive Thinking

Life would be like a sinking ship Negative Thinking

FEARFalseEvidentAppearsReal

The surest way to conquer Fear is to face it

CHANGE IS THE ONLY THING THAT IS CONSTANTThe external environment keeps changing.

Experience are things of PAST, they may not be suitable for the PRESENT and the FUTURE.

For things to change, I must change first.

MindsetMindset refers to the way people think about, feel about and act towards any situation with which they are faced.It determines:How people see problemsThe assumptions they makeThe way they assess strengths and weaknessesThe areas of priority they identifyThe way they rationalize away problems and justify inaction The solutions they come up withThe way they go about changing or effecting change

Write 10 External Changes you have experienced in the past 6 months.1.2.3.4.5.6.7.8.9.10.

Write 5 Changes you have made to yourself in the past 6 months.1.2.3.4.5.6.7.8.9.10.

Keep UpdatedIf you Computer is outdated, you .. . .

If you are Outdated, what will happen?

MINDFUL CHALLENGE

CATEGORIES OF CHANGE

THE ART OF MANAGING CHANGECategories of PerformersINTERNAL ASSESSMENTEXTERNAL ASSESSMENT

THE SEVEN-STAGE PROCESS OF MANAGING CHANGE

Managing strategic change requires aligning internal change initiatives to the external environment to enable the organization to compete.The art of managing change involves a seven-stage process.Anticipating change requires companies to keep in close touch with their business environment.The next step is to identify what needs to be changed within the organization to enable it to compete.The change has to be sold internally to win the commitment of the people involved and affected by it.

The forth stage involves building a team of people and getting the necessary resourcesThe companys comfort zone or complacency has to be broken down.Any success in implementing change, however small, must be publicized and reinforced.The final stage of change is continuous learning and improvement.

Eight Errors Common to Organizational Change Efforts and Their Consequences

COMMON ERRORSCONSEQUENCESAllowing too much complacencyNew strategies arent implemented well.Failing to create a sufficiently powerful guiding coalitionAcquisition dont achieve expected synergies.Underestimating the power of visionReengineering takes too long and costs too much.Under communicating the visionPermitting obstacles to block the new visionFailing to create short-term winsDeclaring victory too soonNeglecting to anchor changes firmly in the corporate culture

MINDFUL CHALLENGE

THE DYNAMICS OF CHANGE

The Dynamics of Change

I dont know what the worlds going to be: all I know is its going to be nothing like it is today. Its going to be faster.

Control Your Destiny or Someone Else Will

Seven Powerful Reasons For ChangeChange to be efficientChange to be effectiveChange to motivateChange to leadChange to growChange to surviveChange to betterment of all.

The Rationale For ChangeChange to be efficient means is a necessity for companies in competitive and cost-driven industries.Change to be effective means that companies must provide the right goods and services, and do the right things, in a fast-changing market.Companies need to change the way they motivate people in order to retain employees in the long run.To strengthen its competitive position, a company often has to change from being a follower to being a industry leader.To improve and grow, companies must be willing to move in the direction where growth opportunities lie.Sometimes the only option open to a company in order for it to survive, is for it to change with its market.The most powerful reason for change is the betterment of all.

SESSION 2

Every Financial Year

Business SloganMain Theme / Key Goals

Financial Business Plan

Key Management Plan &Action By using 4 Ps

Individual Key Performance Area (KPA)

By. SBU HeadsBy.P.I.C / Managers By.Individuals

NEW WAY OF WORKING BEHAVIOURS (NWW)There are seven NWW Behaviours. They were distilled from the 10 New Way of Working Statements which form an important basis for much of the cultural change Imagine Group of Companies is undergoing. How this fits together is shown in the next slide.

NWW STATEMENTSNWW BEHAVIOURSDriven by results not processIntolerant of poor performance Performance Focus

Excited by high performance & increasing valuePassionate about people being stretched to limitsPeople Development

Empowered to take front-line decisionsEmpowerment

Energised by change & innovationExternally focused and quick to grasp opportunitiesChange orientation

Brave enough to take calculated risksRisk taking

Obsessed with the customerCustomer focusWorld class in team work, strategic alliances & joint- ventureTeam work

Affirmations !!!!Everyday and in everyway, I am getting better and better

To me everything is possible. It is not over until I win

ON BEING A MANAGERThe one contribution a manager is uniquely expected to make is to give others vision and ability to perform.

WHO ARE MANAGERS ?Individuals who are directly responsible for getting work done in an organization with and through other people.

BECOMING A MANAGER .,

Can anyone become a manager? In theory yes, in practice no. Many people are unable or unwilling to adapt to the needs of management.How do you become a manager? People are usually promoted for one of the following reason: They are good at their present job. They have been with the company a long time. Their age gives them seniority. They know the right people. They happen to be in the right place at the right time.Rarely are they promoted because they will make good managers.

LEVEL OF MANAGERIALTOP MANAGERMIDDLEMANAGERFIRST -LINEMANAGERBasic Management Levels

MAJOR MANAGERIAL FUNCTIONS

PLANNINGDetermining goals and action plans for attaining them.LEADINGInfluencingothers to perform tasks necessaryto attain organizational goalsCONTROLLING MonitoringPerformanceAnd TakingCorrective ActionORGANIZINGAssigningtasks and allocatingresources to implementPlans. Major Managerial Functions

TOP MANAGERMIDDLEMANAGERFIRST-LINEMANAGERPLANNING

28%PLANNING

18%PLANNING

15%ORGANIZING

36%ORGANIZING

33%ORGANIZING

24%LEADING

22%LEADING

36%LEADING

51%CONTROLING

14%CONTROLING

10%CONTROLING

13%

Percentage of time spent on functional activities by managerial level

MANAGERIAL ROLESManagers generally perform ten different, highly interrelated roles which can be grouped into three basic categories.

INTERPERSONAL ROLESInvolve developing and maintaining good relationship with significant other.The three interpersonal roles that managers play are those of Figurehead, Leader, Liason.

INFORMATIONAL ROLES Pertain to receiving and transmitting information.Manager gather and disseminate information through the three informational roles for of monitor, disseminator and spokesperson.

DECISIONAL ROLES Manager in every organization make numerous decisions in the course of their work.Mangers play four decision-making roles; Entrepreneur, disturbance handler, resource allocator, and negotiator.

INTERPERSONAL

ROLEDESCRIPTIONEXAMPLESFigurehead

Leader

LiasonPerforms symbolic dutiesof a legal or social nature

Responsible for motivatingof subordinates and forstaffing and training.

Maintains network ofoutside contacts.Signing legal document;greeting visitors

Most managerial activities involving subordinates.

Making phone calls;acknowledgement of mail.

INFORMATIONAL

ROLEDESCRIPTIONEXAMPLESMonitor

Disseminator

Spokesperson Seeks and receives information to understandorganization andenvironment.

Transmits information to other members of theOrganization.

Transmits informationabout organization to outsiders.Reading periodicals andreports; maintainingpersonal contacts.

Forwarding memos andreports; holding meetings.

Board meeting is; handling mail.

DECISIONAL

ROLEDESCRIPTIONEXAMPLESEntrepreneur

Disturbance handler

Resource allocator

Negotiator Initiates and promotes organizational improvement projects

Takes corrective action when organization faces important, unexpected disturbances.

Allocates all kinds of resources.

Represents the organization in major negotiation.Identifying new business opportunities; holding strategy sessions.

Resolving interpersonal conflicts and employee grievances.

Budgeting; scheduling

Negotiating business deals.

TP ATechnicalPeopleAdministration

Quicker decision makingMore time on communication and consultationMore output of informationKeeping up to date hence more readingGreater use of management techniques

What should be a manager do, to be in management (10 Stages)Observation / IdentifyCollectionCompilationpresentationAnalysisPlanStrategiesImplementationImprovementControl

Traditional and New Theories of LeadershipTraditional TheoriesLeaderNew TheoriesLeaderInfluencesProvidesPositiveEnvironmentVisionResourcesEmpowermentEnables andMotivatesFollowersFollowers

MANAGERAL FACT OF LIFE

1. Long hours. Most managers work long hours and working hours tends to increase as one advances to higher managerial levels.2. Fragmentation. Interruptions are common in managerial work. Tasks are generally completed quickly.Variation. Managers handle a wide variety of issues and activities throughout the day and important activities are interspersed with trivial ones. Lack of reflective planning. Managers are not reflective planners. Many activities are reactive in nature.Oral communications. Managers generally spend most of their time communicating orally with other. Most of it involver exchange of information and attempts to influence people.Interpersonal contacts. Managers spend little time working alone. They spend most of their time interacting with subordinates, peers, superior and other people inside and outside of the organization.

Stressful. Managing is a tough and highly demanding job and studies show that they experience stress every day.Networking. Managers rely heavily on networks of internal and external contacts to function effectively. They devote considerable effort and time to fostering relationship with others whose cooperation is required in satisfying their emerging agendas.Organizational politics. Managers cannot avoid organizational politics.Decision processes are disorderly and emotional. Research shows that decision processes are likely to be characterized more by confusion, disorder and emotionality that by rationality. Information is often distorted to serve preconception about the best course off action or a self-serving interest in a particular choice. The problem and anxiety about choosing among unattractive alternatives, may result in denial of negative evidence, procrastination and panic reactions by managers.

WHO IS A HIGH PERFORMANCE MANAGER (HPM)?

A High Performance Manager (HPM) is one who is both effective and efficient in getting things done with and through others. Effectiveness is the ability to choose appropriate goals and achieve them. Effectiveness is essentially doing the right things. Efficiency is the ability to make the best of available resources in the process of attaining goals. It is essentially doing things right. In short, a HPM does the right things right !

Generic High Performance Manager ModelWORK COMPETENCE Technical Expertise Planning and Organizing Skill Conceptual Skills Problem Solving and Decision-Making SkillsTracking PerformancePERSONAL COMPETENCE Achievement OrientationHigh Self-Esteem Integrity / Honesty Persistence Proactive / Initiative Self - Control Flexibility / Adaptability Assertiveness Self-Objectivity & Lifelong LearningINTERPERSONAL COMPETENCE Inspiring Good Communication Skills Developing Others / Supportive Fostering Teamwork Getting Along Well With People & Managing Conflict Constructively NetworkingHIGHPERFORMANCE MANAGER Managing Time Successfully

How To Become A High AchieverStrong leaders exhibit achievement drive and model it for their people.

What is Achievement orientation? Achievement orientation can defined as the inner drive to excel or compete against a standard of excellence.

GENERAL CHARACTERISTICS OF HIGH ACHIEVERS

Ambitions. High achievers have strong desire to achieve something worthwhile. They have are clear sense of purpose and direction. Focused. High achievers focus exclusively on predetermined goals.High self-esteem. High achievers demonstrate high levels of self-esteem. High self-esteem enables high achievers to stretch their personal limits towards performing their personal best. Energetic. High achievers are energetic with lots of stamina which is crucial to sustain a high achievement drive.Bias toward action. High achievers are results oriented. They take the initiative to make things happen. Simply put, high achievers are make their own breaks. They also dare to take calculated risks.

Accomplishment-Oriented. High achievers are most concerned with knowing they have done well than with the reward that success brings. Resilient. High achievers are persistent and determined in the face of adversity. They quickly bounce back from setbacks. They persist until they obtain the desired results. Decisive. High achievers quickly sum up situations, define alternative courses of action, determinate the preferred course and convey to their subordinates what needs to be done next.Team players. Peak performance is frequently a collective act. High achievers collaborate with others to leverage their results.Lifelong learners. High achievers are lifelong learners who subscribe faithfully to the process of continuous improvement. They continually educate themselves and seek new knowledge in their field to maintain the competitive edge. They view mistakes as learning opportunities.

12 TIPS ON BECOMING A HIGH ACHIEVER

Inspire others with a compelling vision. Formulate an organizational or departmental mission that motivates others towards peak performance. The mission should be simple and appealing to the organizational members. Set challenging goals and focus on them. Establish challenging goals which are S.M.A.R.T with the organizational or departmental mission. Develop action plans for attaining your goals. Determine specific actions with deadlines to attain your goals. For example, what skills or knowledge is required to help you attain your goals. What personal contacts do you need establish? What are the potential obstacles which may be encountered?Maintain unswerving faith in yourself. Life is truly a self-fulfilling prophecy. Build up your self-esteem. Get rid of self-limiting beliefs. View situations as opportunities and challenges, not problems or threats. Visualize success and practice positive self-talk. Remember that you will never know what you can do until you try!

Show concern for both people and operation. Shower trust and confidence in your subordinates. Empower trust and confidence in your subordinates. Empower them with adequate decision-making responsibilities and authority. Seek others advice in work-related matters.Maintain persistence. High performance managers are fully aware that success doesnt come easily; perseverance is essential. Maintain flexibility. Adapt quickly to new realities. Be open to new ideas and learns from others who knows more than you. Continually adapt and change your behaviour until you attain the desired results.Be decisive. Make timely decisions based upon available facts. Dont hesitate to take calculated risks. Remember that being decisive doesnt mean acting rashly. Many manages let themselves get weighed down in their decision-making, especially those with too much education. Promote teamwork. Develop cooperative goals. Link the goals of management and those of the employees. Create cross-function team to improve key business process. Break down departmental barriers and promote participative management. Share relevant or useful information.

Keep track of progress. Review and monitor progress towards attainment of your goals from time to time. Take corrective action and modify goals if necessary due to changing circumstances.Lead a healthy lifestyle. Maintain physical fitness by exercising at least for 20-30 minutes, three to four times a week. Maintain a balanced diet. Have adequate sleep and rest.Commit to lifelong learning. Seek continual self-development. Acquire the necessary knowledge and skills for attaining your goals. Be willing to admit mistakes or weaknesses. Solicit honest and constructive feedback from others regarding your strengths and weaknesses.

Self -Esteem

What is Self Esteem ? Self Esteem is overall evaluation of oneself in either a positive or negative way

20 Tips On Enhancing Self-EsteemKnow the real you. What are your inner thought and feeling? What are your strengths and weaknesses as perceived by you and others who know you well? Where are you headed in life? What does success mean to you?

Make a list of what you like about yourself. Recognize and appreciate your abilities and positive personality traits.

Reengineer yourself. Identify and discard false beliefs about yourself. Say stop or cancel, cancel aloud when you encounter negative thoughts propagated by your pathological critic (your negative inner voice) instead of thinking about them.Learn to love and accept yourself as you are. Accept gracefully what you cannot change. Do not compare yourself unfavorably with others. You are unique !

Improve your personal appearance by dressing differently, losing weight or changing your hairstyle.Let go of perfectionism; no one is perfect. Treat mistakes and failures as learning experiences or stepping stones to subsequent success.Develop and reflect a positive attitude of I can do it. Never underestimate your abilities. Practice positive self-talk. Talk about your winners. Visualize success in your career and other aspects of your life.

Accept 100% responsibility for your life and make a firm decision to change for the better. Determine your long-term and short-term goals. Goals should be specific, measurable, attainable, relevant to your mission and time-bounded. Base your actions on self-chosen values, not circumstances. Review progress towards attainment of your goals and take the necessary corrective action.

Have faith in God and hope for the best. Overcome your fears by doing exactly what you fear. Pray or meditate daily.Celebrate your accomplishment and success. Give your self credit and do not merely attribute your accomplishments to luck.Associate with high achievers and friends who are nourishing. Avoid negaholics or toxic people.

Seek mutual benefit in all human interactions by creating win-win relationships. Treat others as you would like to be treated. Look for the good in people.Lead a balanced life and seek continuous self-improvement. Maintain your health through proper nutrition, exercise and sufficient rest. Read at least one new book every month and be open to new ideas.

Count your blessings such as good health and a loving spouse instead of wallowing in self-pity. Do something good for others. You will feel good about yourself when you assist others.Never belittle yourself. Accept compliments with a thank you and a smile.Learn to be assertive. Have the courage to voice your honest opinions or to assert your legitimate rights without violating the rights of others. Say No to unreasonable requests.

Ignore any unkind or unjustified comments made by others about you. Unkind remarks are often compliments in disguise or mere manifestations of envy.Learn to love your job and take pride in your work. Enhance your knowledge and job related skills. Become an expert in your own chosen field.

Let go of your negative past and look to the future

Maintain personal integrity. Honour all promises and commitments.

SELF-ASSESSMENT: RATING YOUR SELF-ESTEEM Directions: Read through each of the following statements. Put a T for TRUE in the space provided if a statement is generally true for you. Leave the space blank if it is not true. Be honest in your responses.

I love myself.I tend not to worry about what the future holds.I can visualize myself doing well in my job / career.I do not brag about myself.I can be alone and not feel isolated.I have peace of mind at Imagnia. I can admit my mistakes. I do ask questions when I am confused.I am willing to take calculated risks.I do not find fault with other people.

I get along well with others.I can make up my mind and stick to it.I am eager to express opinions.I welcome constructive criticism.I feel comfortable in receiving and giving compliments.I am at ease with strangers.I do what I think is right even if others dont approve of it.I can express to others about my true feeling.I can share with others about my strength and weaknessesI feel good about the achievement of others.

Enhancing Self-Esteem Model

PERSISTENCE

What Is Persistence?Is a continuous effort applied to attaining a goal without giving up until you succeed.Is hanging on when the odds stack up against you, but you know you are rightIs also often described as success through trial and error or the ability to follow through on an idea long after the mood has passed.

Importance of PersistenceNothing worthwhile has ever been achieved without having the courage to initiate it and the persistence to finish it. Many intelligent and talented managers have failed to become high achievers due to the lack of persistence.

10 TIPS ON MAINTAINING PERSISTANCEHave complete faith in yourself and in God. Do your best and leave the rest to God.Remind yourself daily about the goals to be attained. Execute your Action Plan daily. Do high priority work first.Associate with positive-oriented friends; avoid negaholics or toxic people.Never, never give up. Persist until you succeed.Treat failures as learning experiences or steeping stones to subsequent success.Be prepared to face the unexpected.Maintains the company of individuals having similar values and goals as yours. Group support often helps to maintain ones persistence.Read inspirational literature when you are feeling down. Practice positive self-talk. Repeat regularly the affirmation: I can do it.

ASSERTIVENESS

WHAT IS ASSERTIVENESSIs standing up for personal rights and expressing thoughts, feelings and beliefs in direct, honest and appropriate ways which do not violate another persons right.Assertive behavior often creates Win-Win situation. Assertiveness is being direct, honest, firm and respectful in interpersonal relations.

PASSIVE BEHAVIOURThe major characteristics of passive behaviour are giving in to other peoples request, not expressing ones feelings or viewpoints honestly, and apologizing excessively. It generally communicates a message of inferiority.

AGGRESSIVE BEHAVIOURInvolves ignoring the rights of other people; blaming others for problems and mistakes; threats; verbal hostility; and sarcasm. It communicates an impression of superiority. Aggressive behaviour often results in win-lose situations.

BENEFITS OF ASSERTIVENESSFosters fulfilling relationships through mutual respect and honest communication.Reduces personal stressImproves your chances of attaining your goals.Exercise personal rights without undue anxiety and without denying the rights of others.Enhances self-confidenceHelp to refuse unreasonable demands from others

12 TIPS ON HOW TO BECOME MORE ASSERTIVE IN THE WORKPLACE.Demonstrate self-confidence. Dress confidently, speak confidently and act confidently. Ensure you have specific facts to substantiate your statements.Make reasonable requests. Ensure that your demands or requests are reasonable and do not violate the rights of others.Be precise. Express your requirements with precision and conviction. Be firm and polite. Learns to say No firmly and politely to unreasonable request from others.Stand up for your legitimate rights. Dont apologize excessively as it only detracts from your credibility. State problem objectively.Use body language to back up your view point. Maintain eye contact, upright posture, straight shoulders and use hand gesture to emphasize words. Ensure your facial expression are consistent with the intended message.Adopt the broken record technique. Keep saying what you want over and over again without getting angry.

Use the empathy assertion technique. First, let the other person know that you are sympathize with his or her situation, then state what you still expect that person to do. Use I-statements to express your true feelings. Examples: I feel angry when you dont honour your promises instead of You always dishonour your promises. Avoid judgment of the other persons behavior and absolutes such as never and always.Maintain composure. Keep your cool during a confrontation with others. Focus attention on the need to solve the problem. Describe the other persons behaviour specifically and objectively. Avoid attacking the individual. For example, you might say, You having failed to meet work deadlines twice this month, instead of You are an unreliable employee.Tackle undesirable behaviour of subordinates precisely and tactfully. Point out to subordinates clearly and tactfully the consequences of their undesirable behaviour at the workplace.

12.Dont hesitate to express your disagreements. When you disagree with someone, you can express your disagreement mildly by raising your eyebrows, looking away, shaking your head or changing your topic of conversation.

SELF-ASSESSMENT: HOW ASSERTIVE ARE YOU? Answer Yes or No. Be Honest to yourself !

Do you express your feelings to others in a clear and honest fashion ?Are able to ask your colleagues for assistance or small favours ?Do you speak your mind when you think differently from others ?Are you able to say NO to unreasonable requests ?Do you maintain eye contact when you talk to others ?Are you able to state specifically what bothers you in a tactful manner ?Do you ask questions when you are confused ?Do you stand up for your legitimate rights ?Do you express anger appropriately ?Do you respect the basic rights of others people ?

SELF- OBJECTIVITY

What is SELF- OBJECTIVITYIs essentially knowing ones own strengths and weaknesses and utilizing the strengths effectively while compensating for weaknesses.It involves focusing our minds on seeking the truth, not denying painful realities and being amenable to new knowledge of feedback from others.Is having an accurate or realistic view of oneself based upon facts or honest feedback from others. Necessitates self-awareness, a process by which an individual becomes conscious of some aspects of reality related to ones character, feelings and motives.

10 Tips On Maintaining Self- Objectivity And Profiting From ItAssume self responsibility Let go of perfectionism Avoid being defensive Be receptive to feedback Practice self-disclosure Complete self-assessments instruments Compensate for weaknesses Maintain a journal Form a mastermind alliance Be a live long learner

TIME MANAGEMENT

What Is Time Management?

Time management is actually self management. It involves managing yourself in such a manner as to optimize the time you have.

URGENTNOT URGENT The Time Management MatrixIMPORTANTNOT IMPORTANT

Quadrant 1 ActivitiesProject with deadlinesWork strikeMarital problemsAngry customerQuadrant 3 ActivitiesUnnecessary meetingsSome telephone callsDrop-in visitorsSome reportsQuadrant 2 ActivitiesLong-term planningNetworkingTraining Personal developmentQuadrant 4 ActivitiesUnnecessary socializingLong lunch breaksJunk mailSome telephone calls

Highly successful Managers spent most of their time on activities in quadrant 2They avoid activities in quadrant 3 & 4Minimize activities related to quadrant 1

Common Time Wasters

INTERNAL TIME WASTERSEXTERNAL TIME WASTERCluttered deskLack of delegationLack of self-disciplineUnnecessary socializing IndecisionInability to say NO to others Lack of goals and prioritiesProcrastinationTelephone interruptionsDrop-in visitorsSome meetingManagement by CrisisUnclear responsibility and authorityIncomplete informationRed tapeLack of policies and procedures.

Self-assessment: How Well Do You Manage Your Time?Answer Yes Or No - Be Honest To Yourself Do you make a daily To-do-list?Do you establish specific goals with deadlines ?Do you do important things first ?Do you tackle challenging tasks when you are at your best?Do you avoid excessive socializing ?Do you keep a time log periodically as a mean of improving your time use?

Do you keep your desk highly organized?Do you keep your telephone calls businesslike?Do you often need deadlines?Do you delegate work that can be done by others?

EFFECTIVE LEADERSHIP

WHAT IS LEADERSHIP ? Is the process of influencing people to strive willingly and enthusiastically towards the attainment of desired goals.

CHANGEAGENTCreating A Compelling VisionEstablishing Goals And Strategies To Attain VisionDetermining corporate cultureAligning people to vision through effective communicationMeasuring Motivating and empowering peoplePromoting Teamwork And Mutual TrustCore Functions Of Leadership

Honest 6.InspiringGood communication 7.CompetentHigh self-esteem8.Forward-lookingTeam player 9.DecisiveSupportive 10.Achievement-orientedTop 10 Admiral Attributes Of Malaysian Leaders.

TYPES OF LEADERSHIP STYLES

AutocraticDemocraticLaissez-faireHigh concern for work & little or no concern for people.High concern for work & people.low concern for work & people.

Centralized power & decision- making.Decentralized authority & decision- making.Groups make own decisions. Leader provides little or no direction.Little trust in group members.Has trust in group members.Complete trust in group members.

TYPES OF LEADERSHIP STYLES

AutocraticDemocraticLaissez-faireLeader determines goals.Goals mutually agreed upon.Group set own goals.Close supervision.Periodic supervisionSubordinate monitor own work.

APPROPRIATE LEADERSHIP STYLE

Leadership StyleSituationAutocraticDecision must be made fastCrisis or emergency situationSubordinates lack information or knowledge.Manager has complete power.DemocraticTime is not a critical factor.Co-operation of others is critical in ensuring success of decision.Subordinate have technical skills.Manager has limited power and authority.Subordinates have high social need.

APPROPRIATE LEADERSHIP STYLE

Leadership StyleSituationLaissez-faireHighly motivated professional groups.No time pressure.Subordinates have rare skills.Manager has no power to compel action.

EFFECTIVE COMMUNICATION

Is a process of sharing meaning between the sender and receiver of a message.Is effective when the message transmitted by the sender is understood perfectly by the receiver.WHAT IS COMMUNICATION

Major Barriers To Effective Communication Differing perceptions Selective perceptions Values judgmentsEmotionsPoor listening skillInconsistent verbal and non-verbal communication Information overloadSource credibility Language differences Premature evaluation

SIX Cs OF EFFECTIVE WRITTEN COMMUNICATIONClarityBe specific and straightforward. Use simple word and short sentences. Write in the language of the reader. Give the message a title to make the subject clear.

Conciseness The message should be as brief as possible. Omit unnecessary word such as needless to say and please be advise that. If the message is long, provide a one-page summary which clarifies the main points.

Completeness Provide the necessary information which allows the reader to take necessary action without needing to ask questions.

Coherence Organize your message in a coherent manner. Break down your message into major points which can then be subdivided into supporting point first. Limit each paragraph to one main idea which should be reflected in the topic sentence.

CourtesyYour message should be written in a manner which not only gets your message acres but also promotes goodwill.Correctness Ensure the written message has accurate information.

GETTING ALONG WELL WITH YOUR SUBORDINATES AND PEERS

10 TIPS ON IMPROVING HUMAN RELATIONS WITH SUBORDINATESGet to know each subordinate as an individual, each is differentGive credit where credit is dueBe open mindedKeep subordinates informed of matters that are relevant to their jobsDo not reprimand subordinates in publicDo not play favouritesShow concern for subordinates growth & self improvementFocus on the good points in subordinates & let them know they are highly valuedTreat subordinates with respect & dignityHelp subordinates to overcome job-related problems

10 TIPS ON IMPROVING HUMAN RELATIONS WITH PEERSShare ideas, skills, experiences, informationAssist peers in growth & personal development.Dont take advantage of their weaknessBe sympathetic to their problemsBe loyal, maintain confidentialityDefend your peers in their absence, speak positively about themShow respect for your peersBe courteous, pleasant and positive in your interactions with your peersRecognize the accomplishments of your peersPass on to other people any compliments paid to your peers by third parties

METHOD OF OVERCOMING RESISTANCE TO CHANGE

Approach Commonly Used In SituationsAdvantages Drawbacks Education + communicationWhere there is a lack of information or inaccurate information & analysis.Once persuaded, people will often help with the implementation of the change. Can be very time consuming if lots of people are involved.

Approach Commonly Used In SituationsAdvantages Drawbacks Participation + involvementWhere the initiators do not have all the information they need to design the change & where others have considerable power to resist.People who participate will be committed to implementing change & any relevant information they have will be change planCan be very time consuming if participators design an inappropriate change.

Approach Commonly Used In SituationsAdvantages Drawbacks Facilitation + supportWhere people are resisting because of adjustment problemsNot other approach works as well with adjustment problemsCan be time-consuming & expensive & still fail.

Approach Commonly Used In SituationsAdvantages Drawbacks Negotiation + support Where someone or some group will clearly lose out in a change & where that group has considerable power to resist.Sometimes it is a relatively easy way to avoid major resistance.Can be too expensive in many cases if it alerts others to negotiate for compliance.

Approach Commonly Used In SituationsAdvantages Drawbacks Manipulation + agreement where other tactics will not work or are too expensive it can be a relatively quick & inexpensive solution to resistance problems.can lead to future problems if people feel manipulated.

Approach Commonly Used In SituationsAdvantages Drawbacks Explicit + implicit coercionWhere speed is essential & the change initiators possess considerable power It is speedy & can overcome any kind of resistance Can be risky if it leaves people mad at the initiators.

STRUCTURAL CHANGE

3 Major Aspect Of Planned Organizational Change

CREATING A HEALTHY ORGANIZATIONAL CULTURETo ensure a continuous flow of quality goods and services, a culture of quality must be woven into the basic fabric of everyday life

STRATEGIC MANAGEMENT

The Five Tasks Of Strategic Management

SWOT ANALYSIS

POTENTIAL INTERNAL STRENGTHSA distinctive competenceAdequate financial resourcesGood competitive skillWell thought of by buyersAn acknowledged market leader Well-conceived functional area strategiesAccess to economies of scaleInsulated (at least somewhat) from strong competitive pressures

POTENTIAL INTERNAL WEAKNESSESNo clear strategic directionObsolete facilitiesSub par profitability becauseLack of managerial depth & skills or competencePoor track record in implementing strategyPlagued with internal operation problemsFalling behind in R &DToo narrow a product line

POTENTIAL EXTERNAL OPPORTUNITIESServe additional customer groupsEnter new markets or segmentsExpand product line to meet broader range of customer needsDiversify into related products Vertical integrationFalling trade barriers in attractive foreign marketsComplacency among rival firmsFaster market growth

POTENTIAL EXTERNAL THREATSEntry of lower-cost foreign competitorsRising sales of substitute products Slower market growth Adverse shifts in foreign exchange rates & trade policies of foreign govermentsCostly regulatory requirementsAdverse demographic changes Changing bargaining power of customer or suppliers.Changing buyer needs & tastes

POOR & BETTER STATEMENT OF GOALS

Poor Better To minimize our costs.To reduce our departmental costs by 10% within the next 6 month.Poor Better To increase the quality of our workTo reduce the number of rejects to an average of 5 per month by the end of the current fiscal yearPoor BetterTo upgrade employee moraleTo decrease employee absenteeism to an average of 2 days per year per employee by the end of the current fiscal year.Poor BetterTo follow up more quickly on all sales inquiries.To follow up on all sales inquiries within 48 hours after the initial contact.

Poor Better Train 100 frontline personnel on customer service.To complete training of 100 frontline personnel in three-day workshops on customer service by end October this year at a cost not exceeding RM60,000.Poor Better Conduct an employee opinion surveyTo conduct an employee opinion survey involving 200 respondents by end March this year at a cost not exceeding RM30,000 and to submit its analysis, including written recommendations, to management by 30 April of this year.

Types of GoalsBased on time spanLong-range (strategic) goalsSpanning more than 3 yearsIntermediate-change (Tactical) goals Spanning between 1- 3 yearsShort-range (operational) goals with time span 1 year or less

Types of GoalsBased on breath of influenceCorporate goalsThat apply to the entire organizationDivisional goalsThat apply to certain divisionsSectional goals That apply to certain sectionIndividual goals That apply to certain individual

Benefits Of GoalsHelp to transforms broad missions into specific actionsChallenging goals can increase performanceHelp clarify expectationsEnable measurements of progress towards attainment of organizational missionFacilitate managers in directing & coordinating the efforts of subordinatesAssist performance evaluation & control

EFFECTIVE ORGANIZATIONAL MISSION STATEMENT

MISSIONBank Excel (M) Berhad has a two-fold mission. For our customers in Malaysia, we will provide reliable, prompt, courteous and innovative banking and related financial service which meet or exceed their requirements. For our employees, we will create a positive working environment which promotes teamwork, personal growth, and mutual respect.

CORPORATE VALUES1. Doing the right things the first time2. Maintaining integrity and trust at all times3. Seeking continuous improvement in everything we do

4.Communicating in an open and honest manner5.Empowering employees and developing their potential.6.Responding positively to change 7.Encouraging participative management and teamwork8.Promoting innovation and creative problem-solving9.Rating customers and fellow employees with respect and dignity10. Basing reward and promotions on merit.

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