 Category :: Management Articles |
Author :: Roger Schwarz  |
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| Article Title :: Joint Accountability: Another Key for Your Effectiveness |
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| I once was part of a group of management professors who often taught in executive development seminars. Other non-management professors in the school ran these. Occasionally these non-management professors would approach someone else in the management group to express their concerns about our teaching - they wouldn't approach the person who had taught for them.For example, if I had taught the session, the professor - let's call him Larry - would approach my colleague Dick and tell him that he was concerned about my performance. After Dick tested his assumption that Larry hadn't given me this feedback, Dick asked what led him not to talk directly with me. Larry almost always said th (read full article) |
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| Category :: Management Articles |
Author :: Andrew E. Schwartz |
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| Article Title :: How to get an Audience's Attention |
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| A trainer dryly discussing how to motivate people in an organization basically has just another “point-by-point” presentation. But suppose that he mounts the podium and begins to speak. Suddenly, a phone on the lectern rings. He ignores it at first, trying to continue. Finally he gives up, excuses himself and answers it. It is an engineer (off-stage voice) with a series of questions relating to the organization and the lecture topic. Although the presenter protests that this is “highly irregular,” the offstage voice indicates that the issues are pressing and must be answered on the spot (while visual support flashes on the screen). Humor meaningful to the audience may be injected, (read full article) |
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| Category :: Management Articles |
Author :: Andrew E. Schwartz |
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| Article Title :: How to Create a Trusting Manager-Employee Relationship |
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| BUILDING TRUST AS A MANAGER:
1. Be reliable. Follow through on things. Keep your promises. 2. Have ethics. Telling your people the truth and don't reveal their confidences. Being fair and honest with employees. 3. Show respect for your employees. Treat them as adults and show appreciation for their ideas and for the work they do.BUILDING MORE TRUST:
1. Know and care about your employees and their families. Be sure they feel you see them as people as well as employees. 2. Involve employees in planning and problem-solving. Ask for and use their contributions. 3. Delegate work. Give employees important tasks and the support they need to carry them out well.CREATING HELPING REL (read full article) |
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| Category :: Management Articles |
Author :: Andrew E. Schwartz |
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| Article Title :: Creating a "Team" Working Environment |
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| TEAM DECISION MAKING: Managers who invite participation believe that people directly affected by a decision should be involved in making that decision. The effort is toward joint, cooperative decision making. The aim is to give employees a chance to have a say about things that affect them. This means giving them more control over their own work and giving up some of your own power and control.THE EFFECTS OF PARTICIPATION: As a supervisor you’d like your people to work hard. You’d like to have the information you need to operate well and to get ideas on how to solve problems you face. It would be great to have high quality decisions carried out well and willingly. Having employ (read full article) |
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| Category :: Management Articles |
Author :: Andrew E. Schwartz |
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| Article Title :: The Three-Dimensional Communication System |
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| Human communication is always three-dimensional. No spoken or written message is ever just words or rational thoughts. Every interchange between you and another person has and takes place at the following three intimately related levels, or dimensions, of being: emotional, physical, and rational. Any attempt to communicate will succeed if all of these dimensions are adhered to. Knowledge of this three-dimensional nature is the foundation of training. You can’t get much closer to real understanding without these realizations.This knowledge is the basis for the use of practically any training device or medium you can name. For example, knowledge of the existence of and need for rat (read full article) |
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| Category :: Management Articles |
Author :: David Handler |
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| Article Title :: The Idol-Makers |
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| The end of the television season in May included the usual array of cliffhangers on shows like “Alias,” the departure of Noah Wylie from “ER” and the finale of the highly-rated “Everybody Loves Raymond” after 210 episodes. On the last day of “Sweeps,” more than 29 million people tuned in to see the crowning of the fourth “American Idol.”With a recording contract and the key to a private jet in hand, Carrie Underwood, a 22-year-old college student from Oklahoma, said her victory was “the best night of my life.” Next week her first single debuts, most likely near the top of the charts. From there, she’ll take her shot at stardom, hoping to match the multi-pl (read full article) |
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| Category :: Management Articles |
Author :: Andrew E. Schwartz |
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| Article Title :: What Makes a Good Appraisal Interview? |
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| WHAT MAKES A GOOD APPRAISAL INTERVIEW?Here is a tip for supervisors that will contribute to a successful appraisal interview. Give advance notice. Employees like to have advance notice of the appraisal session so that they can think about the past evaluation period from their own perspective. The prepared employee may have any number of things to share about management, the department, or organization, or barriers to their effectiveness. Also, the employee who comes to the session with a list of accomplishments feels a part of the process in a positive way.State the purpose of the session. The purpose of the session should be to talk about the employee’s job performance. I (read full article) |
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| Category :: Management Articles |
Author :: Andrew E. Schwartz |
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| Article Title :: Performance Evaluations Can Be Beneficial |
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| THE PERFORMANCE REVIEW MEETING: It’s a fact — most supervisors and employees have negative feelings toward performance appraisals and appraisal interviews. It’s often necessary to shift people’s thinking from the perception that the interview is a time of judgment to the perspective that supervisors can provide support and direction to employees who want to improve their productivity and be involved in the process. Most employees, after all, wish to work effectively. Few can tolerate the notion of working poorly and ineffectively. The appraisal is an important time when supervisors and employees can come together and talk about how to improve performance.EVALUATIONS ARE BEN (read full article) |
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| Category :: Management Articles |
Author :: Andrew E. Schwartz |
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| Article Title :: Training Adults, Not Teaching Children |
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| Adults are vulnerable to personal and professional embarrassment from poor performance in the training program. Poor performance in the classroom may become the basis for personnel decisions by supervisors or the source of ridicule by peers. Economic benefits or promotion may be associated with the training program, creating a feeling of pressure to succeed. The way you handle these fears will largely determine the effectiveness and usefulness of your training program. To fail to recognize that adults have legitimate fears, or to treat them as children, is to guarantee failure.Because adults tend to be more critical than children and are used to having more control of their environ (read full article) |
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| Category :: Management Articles |
Author :: Andrew E. Schwartz |
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| Article Title :: Appraisal Interviews: What To Say & How To Say It |
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| STEPS TOWARDS A GOOD APPRAISAL INTERVIEW:Don’t say: “You just don’t seem to care about doing a good job.” “You seem to be more interested in scoring points against Charlie than in working with him.” “You’re too defensive.” Do: Stick to behavior. say, “Here’s what I saw,” or, “Here’s what I heard you say.”Here is some advice for supervisors that will contribute to a successful appraisal interview. 1. Stick to goals. Measure performance against previously discussed and agreed upon goals. 2. Do not discuss rewards.. Make a statement at the beginning such as, “While this appraisal may be the basis for a raise, we are getting together today to revi (read full article) |
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