THE ART OF MANAGING PEOPLE

PROGRAM INTRODUCTION

“You cannot continuously improve interdependent systems and processes until you progressively perfect interdependent, interpersonal relationships.”   – Stephen Covey –

Managing a group of employees – with their diverse personalities, responsibilities, ambitions and idiosyncrasies – can sometimes feel a bit like fitting a square peg into a round hole, and vice-versa. And at small companies, where every single employee needs to pull their weight to move the business along, every employee is precious and plays a vital role.

Know the personality traits of your team members.

This program is all about learning individual characteristics of your team members and using them to your advantage.

• Every individual has a different personality and a different behavioral pattern.
• Different people may be better at different tasks – knowing individual personality traits will allow you to match the right task with the right person.
• Something that may motivate one person may not necessarily motivate another.

Managing people is no longer simply a responsibility – there is now an increasing recognition of the importance of the skill of people management. How well or badly a team is managed can affect employee retention, productivity, creativity and even your employee’s health.

So, it makes good business sense to be an effective people manager. This will put you in a position to effectively communicate with subordinates, colleagues, clients and customers in the workplace. This Art of Managing People aims to help participants understand the different personalities and how to make the most of each of them. 

PROGRAM OBJECTIVES 

At the end of the program, participants will be able to:

1. Use the DISC profiling tool to understand others better.
2. Alter their communication strategy for better effectiveness.
3. Understand the fundamentals of what forces drives people.
4. Appreciate the value of trust in managing and developing people.
5. Use the GROW Model to create meaningful conversations. 
6. Identify the steps in giving effective feedback while maintaining trust.
7. Use Belbin’s model to build better work teams.

PROGRAM OUTLINES

MODULE 1: SEEK FIRST TO UNDERSTAND, THEN TO BE UNDERSTOOD

In this module, we will use a psychometric tool called the DISC Personality Profiling. This tool, based on Marston’s DISC theory, has been used for business and personal application for over 30 years. Just like creating infinite new colours by mixing together basic primary colours for painting, DISC Personality uses these four basic personality traits of human behaviour and each person has a very unique blend. It’s the “colour palette of the personality”. The DISC Theory research that Marston conducted in the 1920’s continues today to give us great insight into human behaviour and DISC Personality Types.

• Self-Assessment and Scoring
• The Theory Behind the Tool
• Adapting for a Better Outcome

MODULE 2: MOTIVATING OTHERS

The importance of psychology in achieving and maintaining employee motivation is essential. A message can be repeated over and over to a group of employees but unless they believe it and believe in it, the words are empty. The following are some of the key psychological theories which aid employers, managers, and line leaders in their end goal of producing a motivated workforce.

• Herzberg’s Theory of Motivation
• Maslow’s Theory of Motivation
• Merging the Two Models

• The Carrot, Whip and the Plant

MODULE 3: THE IMPORTANCE OF TRUST

In your coaching session with your employees, you will discover many times things about your employee that are personal and sensitive topics. This is normal and demonstrates trust in you. As their coach, establishing and maintaining trust is the most essential ingredient to the entire process. If your employee determines that your purpose of improving their performance is to further your career, then they will not trust you. Without trust, whatever you say and do will be subject to scepticism.  

• What is Trust?
• Trust in Coaching and Mentoring
• Building Trust
• People Skills Assessment

MODULE 4: THE ART OF PROVIDING FEEDBACK

In the last module, we discussed the importance of establishing trust and its relation to the coaching process. Although building trust is a personal investment you must make, you are still required to provide both negative and positive feedback. Understanding how to structure feedback is essential in balancing trust with the need to discuss desired and undesired behaviours with your employee. In this module, you are going to learn techniques for delivering feedback well.

• The Feedback Sandwich
• Providing Constructive Criticism
• Encouraging Growth and Development

• Introducing the G.R.O.W. Model

MODULE 5: SYNERGY

When people begin to interact together genuinely, and they’re open to each other’s influence, they begin to gain new insight. But people have a myriad of differences between them, and these differences should be seen as strengths, not weaknesses. Valuing these differences is what really drives synergy. To put it simply, synergy means “two heads are better than one.” Synergize is the habit of creative cooperation. It is teamwork, open-mindedness, and the adventure of finding new solutions to old problems. It happens through a process, and through that process, people bring all their personal experience and expertise to the table. Together, they can produce far better results that they could individually. Synergy lets us discover jointly things we are much less likely to discover by ourselves. 

• Group Assessment Tool – Belbin’s Team Roles
• Putting it to Practice

MODULE 6: WRAPPING UP

What is all worthwhile? In this module, we will assess certain knowledge and understanding gained throughout the program. Also, they will come up with an action plan to apply what they have learned in their professional lives.

• • Learning Points

• Post-Test

• Commitment Pledge and Evaluations

WHO SHOULD ATTEND

Supervisors, Managers, Team Leaders, Senior Executives, Human Resources, Department Heads

METHODOLOGY

Trainer incorporates methods in Neuro-Linguistic Programming to create an environment where participants will be fully engaged on both conscious and subconscious level. Training will be delivered in a highly interactive and experiential way whereby concepts and background information will be presented through group exercises, discussion and activities creating an environment that facilitates accelerated learning and application. Each activity will be thoroughly de-briefed to link the learning to application. Other methods employed include:

• Short explanations with slides and Q&A
• Role-playing
• Demonstrations
• Group discussions
• Video clip presentations
• Evaluations and Assessments
• Pre and post test