Emerging Managers / Personal Effectiveness Programme

Emerging Managers / Personal Effectiveness Programme

Venue:  Athlone

Times: 9.30am – 4.30pm

Delivered over 4 interactive workshops – QQI Certification available (Component Certificate Level 5 – Teamworking)

Date Workshop
Thursday 28th June Managing Self
Thursday 12th July Time Management and Decision Making
Thursday 13th September Effective Team Player
Thursday 4th October Effective Communication

Cost is €525 Members; €656 Non-Members per person, Galway Executive Skillnets Funding applied

To book your place, contact Network Manager Carl Blake at Galway Executive Skillnet: carl.blake@icegroup.ie phone:  086 236 0136

Participate in an engaging programme that focuses on the key skills for effective management. Each workshop incorporates practical approaches based on best practices. Participants will work through case studies and simulation exercises to understand how their approaches and responses impact on outcomes. Through the programme participants will learn and apply practical approaches to:

  • Understand how best to work with colleagues on an on-going basis
  • Commit to actions demonstrating their ability to assume greater responsibility
  • Learn how to ensure that they deliver on Objectives
  • Understand the attitudes, behaviours and disciplines required of great team players
  • Commit to personal behaviours to improve team’s cohesion performance and collective spirit

Each workshop is highly interactive using group discussions, individual reflection and group exercises to explore issues and develop identified management skills.

Target Audience: Strong individual contributors, team leaders and those with people management responsibilities who are looking to enhance their skills and contribution to the organisation.  Individuals who have enthusiasm and commitment and would greatly benefit from the application of practical business and people management skills to their work situation

Delivery: 4 full day workshops – QQI (formerly FETAC) certification is available to all participants

  • Understanding Management
  • Leading Teams
  • Understanding Self and Others
  • Time Management and Effective Delegation
  • Communicating for Performance & Conflict Management
  • Managing Change

Feedback from previous programs:

  • I realised it wasn’t just me, and got the confidence to try things, thank you very much, the group discussions of problems were a great help.
  • Not what I expected, I really enjoyed the programme and learned a lot.  I would definitely recommend it.
  • Will recommend my company should send more staff on this course
  • Great course, really relevant to work situation and how best to handle them
  • I hope I didn’t vent too much, it was great to get the opportunity to discuss issues and get  collective support on how to address them

Training Company Name and Website: LEAP http://www.leapleadership.ie/

Emerging Managers / Personal Effectiveness  Programme

Emerging Managers / Personal Effectiveness Programme

Venue:  Athlone

Times: 9.30am  – 4.30pm

Delivered over 4 interactive workshops – QQI Certification available (Component Certificate Level 6 – Managing People)

Date Workshop
Day 1 Managing Self
Day 2 Time Management and Decision Making
Day 3 Effective Team Player
Day 4 Effective Communication

Cost is €1200 Members; €1500 Non Members per person (for the first two participants from the same company) Business Excellence Skillnets Funding applied

€720 Members; €900 Non Members for every additional participant up to max of 4 / QQI Certification available at €200 per person

To book your place, contact grainne@icbe.ie or 061-423622

This programme is accredited by QQI Ireland (formerly FETAC) Component Certificate Level 6 “Managing People”

Participate in an engaging programme that focuses on the key skills for effective management. Each workshop incorporates practical approaches based on best practices. Participants will work through case studies and simulation exercises to understand how their approaches and responses impact on outcomes. Through this experience participants will determine the best approaches for managing people and options for addressing issues as they arise.

Each workshop is highly interactive using group discussions, individual reflection and group exercises to explore issues and develop identified management skills.

Target Audience: This programme is designed to support a combination of team leaders, supervisors and managers. It is of benefit to managers looking to enhance their skills further and looking for practical application of best management practices and how to successfully apply them consistently.

Delivery: 6 full day workshops – QQI (formerly FETAC) certification is available to all participants

  • Understanding Management
  • Leading Teams
  • Understanding Self and Others
  • Time Management and Effective Delegation
  • Communicating for Performance & Conflict Management
  • Managing Change

Feedback from previous programs:

  • The training is excellent – interaction strongly encouraged – I would recommend strongly
  • Will recommend my company should send more staff on this course
  • I thoroughly enjoyed the programme, it gave excellent insights into myself and my skills
  • Excellent content made for engaging and thought-provoking sessions, memorable tools and great group dynamics
  • Great course, really relevant to work situation and how best to handle them
  • Found course excellent with a wealth of information and knowledge passed. Would strongly recommend to anyone in or starting a team leader/management role

Each workshop is highly interactive using group discussions, individual reflection and group exercises to explore issues and develop identified management skills for immediate application.

This programme is designed to support team leaders, supervisors and managers. It is of benefit to managers looking to enhance their skills further and looking for practical application of best management practices.

Training Company Name and Website: LEAP http://www.leapleadership.ie/

Front Line Managers Programme

Front Line Managers Programme

Venue:  Sligo Chamber Board Room, Sligo

Times: 9.30am  – 4.30pm

Delivered over 6 interactive full day workshops – QQI Certification available (Component Certificate Level 6 – Managing People)

Date Workshop
Tuesday 12th June Understanding Management
Tuesday 26th June Leading Teams
Tuesday 10th July Communicating for Performance + Managing Conflict
Tuesday, 11th September Understanding Self and Others
Tuesday 25th September Time Management and Delegation
Tuesday 9th October Managing Change

Cost is €1,000 per participant. This includes the Sligo Chamber Skillnet Funding support being applied.

QQI Level 6 certification is available at €127 per person

To book your place, contact Network Manager:  Mary Harty:  mary@sligochamber.ie or 071 916 1274

This programme is accredited by QQI Ireland (formerly FETAC) Component Certificate Level 6 “Managing People”

Target Audience: This programme is designed to support a combination of team leaders, supervisors and managers. It is of benefit to managers looking to enhance their skills further and looking for practical application of best management practices and how to successfully apply them consistently.

Participate in an engaging programme that focuses on the key skills for effective management. Each workshop incorporates practical approaches based on best practices. Participants will work through case studies and simulation exercises to understand how their approaches and responses impact on outcomes. Through this experience participants will determine the best approaches for managing people and options for addressing issues as they arise.

Each workshop is highly interactive using group discussions, individual reflection and group exercises to explore issues and develop identified management skills.

Feedback from previous programs:

  • The training is excellent – interaction strongly encouraged – I would recommend strongly
  • Will recommend my company should send more staff on this course
  • I thoroughly enjoyed the programme, it gave excellent insights into myself and my skills
  • Excellent content made for engaging and thought-provoking sessions, memorable tools and great group dynamics
  • Great course, really relevant to work situation and how best to handle them
  • Found course excellent with a wealth of information and knowledge passed. Would strongly recommend to anyone in or starting a team leader/management role

The Front Line Managers Programme has enabled participants to:

Re-enforce and apply the most effective people management skills to get the best from their team and to address issues promptly and effectively.

Training Company Name and Website: LEAP http://www.leapleadership.ie/

 

 

Lean – Use Lean to Transform Your Organisation’s Culture

Lean – Use Lean to Transform Your Organisation’s Culture

A common misconception is that lean is only suitable for manufacturing but have a look at the article below and see how lean can be applied in the creative world and professional services.

Lean – first of all, what is it?

The core philosophy of lean is the elimination of waste. While it is easy to identify physical waste the greater challenge in most organisations is to identify the waste of time and resources. Most organisations are extremely busy, fire-fighting and pressure to meet deadlines are a way of life. Lean provides a structured approach and tried and trusted methodologies to eliminating wasted effort in organisations. It goes beyond the sloganeering of “work smarter not harder” and shows people how to analyse the true value of their work and eliminate non-value added activities.

A popular misconception is that lean is suited only for manufacturing. Not true. Lean applies in every organisation and every process. It is not a tactic or a cost reduction program, but a way of thinking and acting for an entire organisation.

The starting point of any lean programme is Value Stream Mapping. This involves the people working in the process stepping back and mapping the process to identify the value and non-value activities they regularly engage with. From here several techniques are employed to get to the root cause of the non-value add activities. The result is an increase in the effectiveness of the individuals or team performance.

Lean is not a stand-alone programme but supports the implementation of policies and procedures in a meaningful way. It is a change management programme and as such will require the engagement of employees fully. Therefore, it is important that a lean initiative is not seen as the “flavour of the month” or something that is imposed by senior management. Key to success will be introducing a lean programme in such a way that employees see the benefits of the programme and that it is fully supported by the leadership of the organisation. All successful lean initiatives recognise that people are the key to success and as such LEAP are well equipped to support the people development element of the programme.

 

 Examples of Lean in practice.

  A Design Studio

A design studio in a printing company kept five fully committed designers very busy. When we analysed how many hours of their working week was billed to customers (Value add work) we discovered that they were 52{aa1e4c34c9c0f46e0a1f04e30c2eb1b9efaea7a47ed6ca6f324476e114da37f4} efficient. The remaining 48{aa1e4c34c9c0f46e0a1f04e30c2eb1b9efaea7a47ed6ca6f324476e114da37f4} of their time was non-value added work. This was the time spent answering queries from production, requesting further information from clients, clarifying issues with the sales teams etc.

The first thing we did was create an “Interruptions Board” We assigned one of the five designers to deal with all interruptions. Each of the five were assigned one day per week as their day to deal with interruptions. On their assigned day, they would deal with the call or visitor and place their query on the board under the name of designer the query was directed towards. That designer would then deal with the query when he/she was taking a break or at the end of the day. This allowed four designers to work uninterrupted every day.

Following on from this, the designers could look at the nature of the interruptions and through using lean techniques were able to establish the root cause of the interruptions. Working together with production, clients and sales team they developed systems to reduce the non-value added activities.  The increase in value added activity in the studio increased from 52{aa1e4c34c9c0f46e0a1f04e30c2eb1b9efaea7a47ed6ca6f324476e114da37f4} to 83{aa1e4c34c9c0f46e0a1f04e30c2eb1b9efaea7a47ed6ca6f324476e114da37f4} within months and they continue to uses the methodology for continuous improvement.

 Accountancy Practice.

When you visit an accounts office the “work” is invisible, in other words you see lots of people sitting at computer terminals. It is impossible to determine how effective the operation is or how efficient each individual is. There is no doubt that everyone is “busy”.

By undertaking Value Stream Mapping, we were able to see that most of the work that came into the office had incomplete paperwork, forms missing, items not attached etc. This meant that when employees started a job they were not in position to complete it. This necessitated making a phone call or emailing a client to request the full information. The job was set aside until the information was made available. They then started another job and the same thing happened. This resulted in a huge amount of Work In Progress. There was confusion as to the status of individual jobs, clients not returning information, forgetting to chase up etc. This kept everyone busy.

When we demonstrated this by graphing the workflows we then set about doing a root cause analysis to develop systems and processes to prevent incomplete jobs entering the system. We also created a visual system that could measure the improved efficiency of the department. It resulted in much better management of peak times in the business such as year-end accounts. There was less stress for the staff and the necessity to work late in the evenings disappeared.

 

John Raftery       March 2017

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Use futureSME to Both Bring Your Company Strategy to Life, And Enable It’s Implementation

Use futureSME to Both Bring Your Company Strategy to Life, And Enable It’s Implementation

Running your own business can be very rewarding…it can also be very frustrating for a number of reasons. Sometimes you feel you are running to stand still. Everyone is caught up in the day to day, fire firefighting and it can be difficult to see the woods from the trees.

You sometimes wish for the opportunity to stand back and critically look at what you are doing. You would love to challenge your team about what they are doing but you don’t know where to start. It is often said that “If you don’t know where you are going then any road will do”. Now it is time to plan, set objectives, assign responsibility and develop accountability in your business.

The Management Team Programme is a high impact programme for the owners and senior management teams in the S.M.E sector. The programme is heavily subsidized by the Department of Education and Skills. There are only 4 programmes left in their allocation and now is the time to sign up before the year ends.
 

What is the Management Team Programme?

The government received a McKinsey Report some years ago and it raised concerns that the management capability in the SME sector was beginning to fall behind our competitor countries. They responded by introducing a number of measures including the Management Team Programme.
This programme is designed specifically with the owners and senior management teams in small to medium businesses in mind. It is not theory or academic. It is practical and deals with the real issues in business. It is delivered by a team of people who have real experience in business and proven track record.

We have delivered a large number of programmes over the last number of years and some common themes have emerged.

1. The most common complaint from people is that everyone is working 110{aa1e4c34c9c0f46e0a1f04e30c2eb1b9efaea7a47ed6ca6f324476e114da37f4}! I have yet to meet any company where people complain of having too little work. Yes, people are busy but are they busy on the right things? Firefighting becomes a way of life for some people, you get a buzz from it, you create local heroes! They say every good firefighter carries around their own box of matches. The Management Team programme addresses this issue head on.

2. The two things missing from most companies is Focus and Discipline. By this I mean that companies jump from one thing to the next. But through the programme you will discover what it is that you really need to focus on. Then you need the Discipline to follow through. The structure, the regular reviews and the Key Performance Indicators, these are some of the tools you need.

3. You may already have regular management meetings, targets, KPI’s etc. but are they the right ones, are they getting stale. If there is a lack of energy around these items, then it is time to freshen up.

4. You are listening to yourselves talk so much that you are no longer listening! Sometimes having the outsider come in and ask the obvious questions can be challenging. For example, one company was killing itself providing next day delivery to its customers. When I asked how many customers really need next day delivery there were very few. By changing to next day delivery by request the company freed up a huge amount of resources. Or for example which customers are your gold star customers? Which customers would you be better off without? These are challenging questions and I often meet resistance but unless the answers make sense to me then I will keep asking!

5. The organization or structure has remained the same for some time. It can be difficult to really ask yourself if your management structure is fit for purpose. Who is contributing, who could contribute more? If we were to restructure could we optimize performance by some fresh thinking? What about succession planning or people development?

These are some of the common themes or questions addressed by the programme. There are others, some specific to individual businesses. But fundamental to the programme is asking the right questions of your management team and some questions you may not have thought of. More importantly having the courage to answer these questions honestly and having the Focus and Discipline to see things through.

If you sometimes struggle to see the woods from the trees, then this programme is for you.

John Raftery

 

 

 

 

 

 

 

John Raftery, Senior Partner

Contact LEAP to speak to a business advisor
Tel: 091 755736

E: info@leapleadership.ie

4 Key Questions Every Successful Manager Must Be Able To Answer

4 Key Questions Every Successful Manager Must Be Able To Answer

4 key questions every successful manager must be able to answer

Management effectiveness is ultimately about developing a strong team capable of delivering company objectives. There are two crucial components of a manager’s job – operational management and people management. In this article Tricia Cunningham outlines the people aspect of the role and what managers need to get right in order to be successful.

Tricia, what is management effectiveness in practice?
A great manager has two fey focuses. There is the technical or operational side of their role and there is the people side of their role. So for a great manager there are two components to the management role, with 4 elements within each component.

On the operational effectiveness side there are four key requirements:

Technical

1. Plan
2. Organise
3. Influence
4. Control

As Marcus Buckingham, prolific writer on best management practices points out, there are four key requirements on the people side that an effective manager needs to get right:

People

1. Select the right people for their team
2. Set and agree on expectations with the team members
3. Motivate the individual members
4. Develop people for long-term contribution to the organisation

Management effectiveness is about achieving results through optimum use of the resources available, the key resource being the people on the team. If you really want to be a great manager you need to pay attention to both the operational and the people aspects of the role. Our experience of working in the SME sector for nearly 20 years has highlighted the need for management to understand how to manage a team effectively. That’s the most challenging part of the role.

Our Management Effectiveness Programme doesn’t focus on the technical aspects of the role because that is very specific to each organisation, but the issues and challenges around managing people are common across all sectors and all industries. This is the area we zone in on and explore comprehensively with participants – building their confidence and competency in a range of management skills.

Here are 4 Key Questions for Managers in Managing People

1. Do you understand how to select the right talent for your team and for the organisation?

2. Do you know how to set expectations and measure results?
– do you regularly review expectations with feedback sessions with your employees?
– do you know how to measure performance effectively?
– how about annual performance appraisals with your team members?

3. How will you keep your team members motivated so that they want to keep coming in to work and continue to do the very best job they can?

4. Finally, when you have developed a great team, ask yourself how are you going to keep them in the organisation long-term? You need to keep them engaged and that requires further development. Have you a long-term development plan for your team?

 


Tricia Cunningham

 

 

 

 

Tricia Cunningham, senior partner at LEAP.
Click here for information about our management development programmes.

Contact us today to speak to a business advisor
Tel: 091 755736
E: info@leapleadership.ie

Interview with Des Kirby

What has company culture got to do with strategic planning?

What has company culture got to do with strategic planning

Company culture plays a more significant role in strategic planning than some people realise. Managing directors and team leaders need to ensure there is clarity regarding expected behaviours of employees. Most employees want to contribute to the long-term success of the business but how you get there is just as important as the end goal as Mike Gaffney explains.

Definition of strategy by Oxford: a plan of action designed to achieve a long-term or overall aim.

The word strategy frightens some business people but strategy is simply a game plan. This plan is a road map to secure your future. Strategic planning and company culture go hand in hand. The plan must address what sort of culture you will have in the organisation for it to be successful. That should be a key part of the plan in order to build a better future.

What is company culture?

A culture is the collective way that the organisation works both internally and within the marketplace; it is how we behave. In developing your plan for the business, the strategy will be driven by the people in the organisation, in other words the success of your strategic plan depends on the kind of company culture you create.

A key question is ‘what drives our behaviours?’

The answer is our values. These are the attitudes and beliefs we have that influence our behaviours every day – honesty, integrity, authenticity, passion, commitment. Behaviour is also driven by our ambition to be successful and our need to feel significant and relevant in what we do. All of these things make up the culture of an organisation.

The strategic planning challenge

The strategic planning challenge then is how to tap into the key motivations of individuals within the organisation. For example, a company may have a clear set of compelling values like honesty, respect, support, innovation and a can-do attitude. This is their reference point; it’s what they hire and fire by. Teams within such organisations are not focused entirely on profit margins but they also want to know if they have a long-term future with the company. Do I respect the company values?

Do those values protect me and help me progress and feel respected within the organisation and within my team?

Operations ManagementA company culture that drives employee engagement

In relation to the company’s vision and mission, culture is what will drive engagement in the workforce. All the planning in the world will fail if the plan does not outline how you are going to engage the workforce and make them feel valued. So creating the right organisational culture is pivotal to the planning process. The plan will contains goals, objectives and tactics but without a culture of engaging the team the plan will fall flat.

Also bear in mind that strategic plans are fluid; it is a statement of intent by the organisation as to where they want to get to and how they are going to get there. As you progress further in that journey you gain greater visibility than you had at the start, so naturally it will need to be adjusted and fine-tuned. It should also be used as a mechanism to challenge the original premise on which the plan was based. Are we as a company moving in the right direction, or does the plan need to change? Perhaps it does but the core values of the organisation should remain regardless of any changes in strategy.

Honesty, respect, integrity, passion and a supportive environment – these things still matter.

Product lines and services may evolve, internal operations may also change but a positive company culture based on your value system should remain in place.

Mike Gaffney , MD

Mike Gaffney managing director at LEAP

 

 

 

 

 


Interview by Des Kirby. Learn about our leadership and management programmes

Contact us to speak to a business advisor
Tel: 091 755736
E: info@leapleadership.ie

 

Why Your Business Needs Digital Marketing

why-your-business-needs-digital-marketing

Bill Gates once said that ‘the internet is becoming the town square for the global village of tomorrow.’ You can see why when you consider that 85{aa1e4c34c9c0f46e0a1f04e30c2eb1b9efaea7a47ed6ca6f324476e114da37f4} of Irish households are connected to the internet according to CSO figures and more than a third of Irish broadband users spend over 20 hours a week online, with 60{aa1e4c34c9c0f46e0a1f04e30c2eb1b9efaea7a47ed6ca6f324476e114da37f4} using it for shopping.

The question for you the business owner is this; when consumers search for information online how well can you address their needs? This is a question digital marketing tries to answer but let’s be clear from the outset; digital marketing is not a quick-fix solution. It requires expertise, commitment, time and investment.

Here we list 6 reasons why your business needs effective digital marketing in today’s global village.

1. You need a digital marketing strategy and the resources to support it

This is crucial; without a clear strategy you can quickly end up getting lost in the global village. You need a set of well-defined goals and objectives to guide you and your staff along the road to success. A good rule of thumb is to start with your customer’s needs and their online behaviour. So talk to your current customers, understand their interests and how they generally use the internet. Are they highly active on social media or do they mainly use Google search to find what they want? Your strategy may focus on one or two digital channels like your website and Google Ads, or it may involve a mix of web design, SEO, content creation, social media, email marketing and ad campaigns.

Whatever you decide, be realistic with your strategy based on your available resources like time, experience, available staff & budget. You may find outsourcing your online marketing is a more practical option.

2. You need a great website that converts visitors into customers

Effective web design is crucial to your digital strategy. To get the most from your website it should be technically well developed, user-friendly, secure, beautifully designed, mobile-friendly and built with sales conversions in mind. Remember, if your website does not meet consumer expectations, then your competitor’s site will and they’ll get the sales. So getting your website right should be a top priority.

3. You need email marketing for higher returns

Email marketing is still ranked as the most effective way to generate sales. Growing a targeted email list takes time but is definitely worth the effort as the return on email campaigns far exceeds other digital channels including social media. Email often sees higher ROI than other channels – up to €38 for every euro spent, making it a powerful tool in your digital strategy.

A word of warning though; don’t attempt your first campaign without first consulting with experienced email marketers, otherwise you could end up with a worthless email list and zero return.

4. You need a clear social media strategy

This relates back to Mr Gates’ point about the town square and the global village. Social media marketing is not something a business has to do but it is another great way for businesses to promote their brand. Social channels like YouTube, Linkedin, Twitter and Facebook offer businesses a platform to build a unique audience and engage directly with customers. Companies can post blogs, videos, photographs, conduct surveys for market research, get customer feedback on products, share user-generated content and keep customers updated with company events, special offers, competitions and new services. Done right, it’s not only a great way to educate and engage with your audience but can also drive vital quality traffic to your website. Add to that the social media pay-per-click advertising facilities and you have a powerful marketing mix to promote your business.

5. You need Pay Per Pay (PPC) ads to drive traffic to your website

With PPC ads the village restaurant or clothes shop can target customers as effectively as the high street big brands. Paid platforms like Google ads and social media ads allow users to target consumers by region, age, gender and other demographics. However, like the other elements of digital marketing it requires a coherent strategy with clear goals, effective copy and good design. Digital ad campaigns can be costly if executed incorrectly so consultation with experts in Pay Per Click (PPC) advertising is essential.

By the same token, if done right they can drive top quality traffic to your website; in other words, people much more likely to convert into sales.

6. You need analytics to gauge how you are doing online

Whatever you do online, you want to know if it’s working or not right? One of the most impressive aspects of digital marketing is the ability to measure results. Ad platforms like Google ads and social media ads come with built in analytics facilities that give businesses full control over ad spend. This is great for those of you on tight budgets who need to make every penny count. You can also monitor how your ads are performing in real time and calculate the ROI of each campaign you run.

In addition, there are free tools like Google Analytics and Google Search Console to measure and analyse the traffic to your web pages helping you to determine which pages perform well and which ones don’t. This can help you improve your content but these tools do far more than that. They can also help you identify where your website traffic is coming from – through search engines, social channels or ads. This helps you decide where to invest more of your time and money.

Is your digital team making use of these tools? If not, they should.

Key takeaways
If you take away just one key point from this article then make it this; effective digital marketing requires expertise, time and investment. A clear strategy outlining goals and objectives is an absolute must. Great web design, SEO, content creation, PPC ads, email marketing and social media can all play a role in your strategy. Outsourcing these activities may be a more practical option for some businesses. Digital marketing activities are measurable, providing business owners with valuable insights into your online performance. This helps you make better decisions regarding strategy and ongoing investment.

What to do next
Before embarking on a digital marketing strategy for your business why not talk to Digitaledge? They will work with you to develop strategies proven to increase brand awareness and sales. Telephone 091 704830 or email info@digitaledge.ie

Article by Des Kirby


LEAP are leadership and management development experts. Click here for information on our Leadership Programmes.

Contact LEAP to talk to a business advisor
Tel: 091 755736
E: info@leapleadership.ie

3 Signs You Have an Effective Team

3 signs you have an effective team

In 3 signs you have an effective team, Tricia Cunningham focuses on results, communication and conflict resolution. Here she outlines why these requirements are so important for managers, not just for the immediate impact on the bottom line but also for the long-term stability and profitability of the business.

1 The Team Achieve Positive Results

The most obvious sign of effective management, and the one most people are eager to see, is results. However, it’s not just the positive results themselves that needs to be achieved but the process needs to be positive. Results need to be achieved in a way that can be maintained long term. If the process of achieving the positive results is too stressful and intense employees will burn out or leave – not a desired outcome.

2 Team Members Communicate Effectively

The second sign of effective management is clear communication between each team member within the group and with management. Core to this communication is clarity of role and responsibilities. People need to know what others are doing and where there needs to be a handover. Effective communication allows team members to understand what is happening within the team, what is likely to happen next and where support is needed. The manager drives this activity assisting the team in finding the optimum communication approaches and ensuring they are adhered to.

3 The Team Resolve Issues Without Resorting to Blame

Thirdly, when an issue arises, effective teams are able to resolve it without it becoming personal or resorting to blaming each other and falling out over it. Managers guide team members to analyse and solve problems systematically rather than by intuition or natural instinct. The focus becomes the issue and not the person. Language is monitored and labels are avoided.

No playing the blame game or finger pointing.

What if the team gets along well but their results are poor?
Every area of the business must have clearly identified targets they are expected to achieve and these targets need to be clearly communicated to all team members, tracked regularly and assessed for corrective action. If targets are not achieved, then something has to change. Managers may need to review targets to see how realistic they were in the first place; maybe they were never achievable based on the resources available.

However, if the targets have been properly assessed and found to be both valid and necessary but the team can’t reach them, then the team has to be held accountable. There needs to be a rigorous review of what prevented the team from succeeding. The manager needs to have that tough conversation with each team member who didn’t perform and with the collective team. Together they need to determine the corrective course of action and need to commit to sticking to that course of action. Once agreed, the manager needs to be rigorous in monitoring progress and address issues promptly.

By the same token, if the results are good in terms of the bottom line but morale within the team is poor, the manager must also address this issue. Fortunately, most team leaders and business owners understand that to sustain the business, you need a motivated workforce.

Low morale will eventually lead to poor results. Productivity will drop if morale is poor.

The other advantage of focusing on developing a strong, positive work culture is that it attracts stronger talent. A positive work environment is more likely to achieve positive results and attract positive, strong performers to the organisation. That’s a win for everyone.

Interview by Des Kirby

Click here to learn about our Management Development Programmes

Contact us today to speak to a business advisor
T: 091 755736
E: info@leapleadership.ie