Management to Leadership
Management - to direct or
control an action; Leadership - to bring a person to a place. Learn the
essential skills and perspective to lead your employees to a place
of believing in the company, your leadership, and wanting not
only to do the work- but wanting to work for you.
Learn how to:
the trigger that unlocks an employee’s potential and find out
what they care about and what motivates them.
a link between what employees care about and positively influencing
their job performance.
on what you can control, which makes you not only less stressed,
but more effective and productive.
the example of steadiness through constant change.
your subordinates to take responsibility for the situations
they don’t like.
your human relations skills to be able to say the right thing, at the
right time, in the right way and get the very best out of your
others to believe in the company and find the benefit in what
they are doing so it is not viewed as “just a place to
the time, and ask the right questions, to “dig under the
surface” to discover what is really going on with an employee.
across to the employee that they care, want to listen, and are
committed to helping to employees achieve their maximum performance
effectively with negative employees and how to keep their attitudes
a negative employee “permission to go.”
the “fogging” and “broken record"
techniques effectively in employee conversations.
to get the most impact when praising positive performance.
clear-cut instructions and delegate effectively.
back” to employees and hold them accountable for their
employees when they are focusing on counterproductive matters, things
they can’t control, and excuses back to the things that they
as individuals can control and are accountable for.
feedback in motivating way that encourages the employee to strive for
their best and avoid demoralizing, destructive criticism that
what good performance looks like, and provide concrete examples of good
desired performance in terms of results that are to be achieved and
explain what happens to the department or the company when the employee
does not perform well.
to ensure employees are meeting expectations and make employee
performance a priority and not something that is avoided and dealt with
only once a year.
effective influencing skills to get an employee to want to change, and
get them excited and committed enough to take the responsibility and
ownership for their professional development and career growth.
to do when employee problems occur and the essentials of an
effective positive discipline process
the best solutions to employee performance issues through