Professional Documents
Culture Documents
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3
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5
Super Super-Visor
Worker Officer
(Staff) Manager
6
The success of an organization
hinges on the effectiveness of its
leaders.
Triangle of Success
Knowledge
What I Know
What I’m Capable Of Who I Am
Skills Attitude
8
OUR Roles and
Responsibilities
11
Character
!Character is
revealed in little things - WHO
you are when NO ONE is
watching
12
! Character
! Influence
! Positive Attitude
! Excellent People Skills
! Proven Track Record
! Confidence
! Self-discipline
! Effective Communication Skills
! Willingness to Change and Take
Risks
Managing / Supervising
14
What does being a
“supervisor or manager” mean?
15
3 Reproduction
People follow because of what you
PRODUCTION have done for them
2 Results
People follow because of what you
PERMISSION have done for the organization
1 Relationships
People follow because they want to
POSITION
Rights
People follow because they have to
16
Management Work
! Work done by people in leadership positions
to get things done through and with other
people to achieve organizational objectives
! Physical and mental work of:
- Planning
- Organizing
- Leading
- Controlling
17
4 Functions of
Management
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What’s the goal?
How do we get there?
4 Functions of
Management
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4 Functions of
Management
20
How do we communicate? motivate?
coach? develop? discipline?
4 Functions of
Management
21
4 Functions of
Management
22
A Range of People-Handling
Skills
DISCIPLINING
COUNSELING
COACHING
MOTIVATION
COMMUNICATION
23
Planning
24
63%
of retired Pinoys are
POOR! 25
25
4% 26
22 of the TOP 100 Malls
are in the Philippines!
4. SM NORTH EDSA
5. SM MEGAMALL
6. SM SEASIDE
11. SM MOA
16. Festival Mall
27
If we FAIL TO
PLAN, then we
PLAN TO FAIL!
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The Essence of Planning
Direction Setting
“Where do we want to go?”
“What do we want to achieve?”
Decision Making
“What’s the best way to get there?”
“Who do we need to bring us there?”
“When should we achieve it?”
“What resources do we need?”
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Crucial Prerequisites
30
Plan__________________________
Schedule Person Budget/
Objectives Program Steps Responsible Support
Start Finish Needed
31
Activities of Planning
! Forecasting
! Developing Objectives
! Programming
! Scheduling
! Budgeting
32
Forecasting
What to Forecast
! Markets ! Manpower
! Machines ! Materials
! Money ! Methods
! Management ! Facilities
33
Guidelines in Planning
! Involve your staff in planning. This lessens
resistance and encourages team effort.
! Be realistic. Goals must be attainable to avoid
frustration.
! Write your plan. Focus on desired results.
! Make your plan a working document. Write on
it and make notes if you have to.
! Be specific and detailed.
! Update your plan regularly.
34
Who will do what?
What do we prioritize?
4 Functions of
Management
35
36
Organizing
To ensure accomplishment of
plans.
37
The
Person
The The
Job Company
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40
Who Can I Delegate To?
Who Can I Ask Help From?
What
Who
41
4 Functions of
Management
42
What is “Leadership”?
“The ability to enlist
the willing cooperation of others
to achieve desired results.”
43
What is “Leadership”?
“The ability to enlist
the willing cooperation of others
to achieve desired results.”
44
What is “Leadership”?
“The ability to enlist
the willing cooperation of others
to achieve desired results.”
45
What is “Leadership”?
“The ability to enlist
the willing cooperation of others
to achieve desired results.”
46
What is “Leadership”?
“The ability to enlist
the willing cooperation of others
to achieve desired results.”
47
48
The Leader As A
Communicator
49
Barriers to Effective
Communication
Source: Individual
Differing Perceptions and Meanings
Language
Assumptions
Confidence Level
Listening Habits
Personality
Unavailability
Fear and Distrust
50
Barriers to Effective
Communication
Source: The Organization
! Lack of Venues for Feedback
! Information Overload
! Organizational Structure
! Distance and Physical Location
! Company Culture
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52
3 Elements of
Interpersonal Communication
Words
Voice
Body Language
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54
Becoming an
1
Effective
Communicator
55
Maintain or
enhance
Self
Esteem
56
Becoming an Effective
Communicator
58
! Rate of speech. How fast or slow?
! Volume. How loud or soft?
! Enunciation. How you do pronounce your
words?
! Tone or Inflection. What emotions do you put
in your voice?
Voice Characteristics
59
A Range of People-Handling
Skills
DISCIPLINING
COUNSELING
COACHING
MOTIVATION
COMMUNICATION
60
STAR Format
#
S/T ituation/task
A ction "
R esult
61
WPM
BRAIN
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Listening Takes Effort!
Listening is a conscious
activity. It requires focus and
participation.
63
Listening
Types of Listening
1. Ignoring
2. Pretending
3. Selective Listening
4. Attentive Listening
5. Empathic Listening
64
Indicators of Listening
65
Indicators of Listening
6. Open gestures.
7. Leaning forward.
8. Responses match what the other
person said.
9. Facial expression matches the
emotion of the sender.
10. Acknowledging responses.
66
What do EMPLOYEES want?
67
68
“Changing human behavior
without understanding
motivation
is like trying to
start a stalled car
by kicking it.”
69
And why do
millions of
people go to
work each day?
70
Motivation is the force
that drives our actions
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73
MOTIVATION
“The desire to do it”
ABILITY SITUATIONAL
“Knowledge and FACTORS
skills” “Work
environment”
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Two Types of Motivation
75
Intrinsic Motivation
Passionate people…
Don’t depend on external
rewards and motivators.
Sees work itself as a motivator.
Practice self-appreciation.
76
the “full cup” principle
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Motivation
Self-actualization Spending time with them
(Potential)
Importance Focusing on their strength
(Self-esteem)
Requiring helmet in
Belonging construction sites
(Part of a Group)
Delegating job effectively
Security/Safety
(Danger) Inspiring workers to
become star performers
Survival/Physiological
Providing regular breaks
(Health, Food, Sleep)
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80
Strengthening Sense of Security
Making People Look Forward to the Future
81
82
Satisfying the Need for Positive Relationships
Making People Feel “We Belong”
83
1. Respect them.
2. Recognize good performance through positive feedback and
praise.
3. Use positive statements in talking with your people.
4. Reprimand people in private.
5. Encourage people to do better (in case of poor performance).
6. Treat them as people – not machines.
7. Avoid favoritism.
8. Share with them goals and rules.
84
Recognizing and Cheering People On
Making People Feel Important
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Ensuring People’s Growth and Development
Making People “Achieve Their Potential”
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Energizing People with Goals and Vision
Making People “Dream Big”
89
E=mc 2
90