Manager Leadership Development
If you are a manager or a business owner looking to expand the capability and impact of your manager, this seminar is for you.
If these competencies and associated skills are important to your personal or business performance don’t miss this opportunity to learn from Dr. Anthony Gatling:
- Understanding Behavioral Impacts
- Leadership Style Development
- Aligning Employees with Objectives
- Setting High Standard of Excellence
- Creating Personal and Professional Accountability
Understanding How Behavior Impacts Performance
Learn to maximize your natural behavioral characteristics in management, leadership, customer service, and communication.
Each seminar participant will get an Extended DISC Personal Analysis, which provides:
- A description of how you might be seen by others including your key attributes, motivators, communication and decision making style.
- A summary of your motivators, strengths, development areas and areas you would prefer to avoid or delay.
- A graphical description of your natural behavioral characteristics.
- A diamond graph of your natural behavioral style and their flexibility zones to show you where you can make the most gains in the shortest period of time.
- A diagram of the your natural behavioral style alongside a diagram of how your natural behavioral style is adapting to your current environment. This shows if you are comfortable with your current work environment and whether your are stretched too far, or restricted in your current role.
- Personal Analysis is a wonderful tool not only for yourself, but also for everyone communicating with you (Your Boss). You will increase your understanding of human behavior: your own and others.
Leadership Style Development
One leadership style doesn’t fit all. Some people might need more motivation while others need more capability. A quick cutting question to ask is, “do they want to do it?” Another question to ask is, “do they know how to do it?” These two questions can very quickly help you figure out the right approach. Dr. Gatling believes that managers should be versatile enough to change their approach based on what individuals on the team need. We find that this dramatically improves effectiveness given the variety of personalities, skill levels, and contexts, which are prevalent in business environments.
In this seminar, we teach managers how to use the appropriate leadership style (in the course of everyday work) given the situation. For example:
- If there’s high competence and high commitment, use a “Delegating” style, which is low support and low directive.
- If there’s high competence, but less commitment, then use a “Supporting” style, which means provide more support and encouragement.
- If there’s low competence and low commitment, then use a “Coaching” style, which provide more direction and support
- If there’s low competence but high commitment, use a “Directing” style, which provides more direction, but less support.
Aligning Employees with Objectives
Research shows that providing employees with clear direction tends to improve their attitude and retention, as well as reduce job stress. Clear direction refers not only to employees’ awareness of the business goals, but also to the understanding of their role within these goals. Creating this alignment should be achieved by:
- Informing and explaining business goals to employees and specify their role in accomplishing these goals
- Provide a tracking mechanism that highlights goals’ links and trail progress (based on which rewards and adjustments can be applied)
- Provide employees with the capability, both knowledge and resources, to accomplish their goals.
In this seminar we will drill down on alignment tactics that produce superior business results.
Setting High Standards of Excellence
Managers ensure that systems, standards, and behavioral expectation are consistently met or exceed by themselves and their employees. The key is setting high standards of performance for self and/or others is to learn how to create self-imposing standards of excellence rather than using compliance-based approaches.
Dr. Gatling teaches managers how to:
- Work collaboratively with others to set standards and procedures that achieve a high level of quality, productivity, or service.
- Monitor, evaluate and adjust your own work to ensure it meets high standards.
- Encourage and support others in accepting responsibility for the outcomes of their own work.
- Publicly support people who admit to and correct their own mistakes.
- Work collaboratively with others to set high standards of performance for their work.
Creating Personal and Professional Accountability
Every individual in businesses is being asked to produce more, be more responsible, all under the canopy of accountability. The mere mention of this word often creates fear; causes individuals to flinch or perspire; become hostile and close their minds to all logical reason.
So why this reaction?
Why isn’t this word viewed positively instead of negatively?
Possibly the answer lies within the word and each person’s individual experiences.
Being accountable implies Action. No action creates no results. Facing the fear of inactivity is not easy. This results in the individuals having to ask some hard questions specific to the actions that there are or are not taking. And the most fearful question is Why. (We provide answers in the segment of the seminar.)
As the old expression goes, if you can’t measure it, you can’t measure it. Numbers are a critical part of this process. What are your weekly numbers as a manager or what are the monthly goals for your department, your business or yourself?
When individuals and businesses are accountable, their actions are purposeful. “Meaningless” behavior is neither acceptable nor encouraged.
If accountability is a sometimes or one time thing for you and another for someone else, possible managers and the business owners are failing to build the behaviors necessary for ongoing success. By constantly building on the behaviors that create the change, you can learn to be both accountable and successful.