Management and Leadership Training Presentation

The EGTL HR Professionals
Escravos
Present
Career Advancement Opportunity
In
Leadership and Management
On the Topic
Building and Developing Leadership Skills for
Effective People’s Management

Target Audience
Human Resources and Administration Managers/Leaders

Felcotech Consulting, Warri Delta State

Presentation
On the Topic
Building and Developing Leadership Skills for
Effective People’s Management

Delivered by
Ugokpa Felix, CAPM,
Senior Human Resources Officer,
SGC - Escravos
Date
Saturday 19th february, 2012.
S061 conference hall,
Escravos — Nigeria


Presentation Content Overview — pt a.
Module 1: Leading and Managing People
(i) Introduction
(ii) The Importance
Module 2: Leadership
(i) Leadership definition
(ii) Overlapping functions of leadership
(iii) Leadership attributes
(iv) Leadership Pitfalls to Avoid
Module 3: Management
(i) Management Vs Leadership
(ii) Overlapping functions of management.
(iii) Management - Leadership Models
(iv) Management - Leadership styles
(v) Required people’s management skills
(vi) People’s management techniques


Presentation Content Overview (Pt. B)
Module 4: People’s Management
(i) Required people’s management skills
(ii) People’s management techniques
Module 5: Communication Skills
(i) Developing Effective Communication Skills
(ii) Different personal preference

Module 6: Conflict Management
(i) Conflict Management Skills and Techniques
(ii) Conflict Management Techniques Circle
(iii) Type of Conflicts
(iv) Strategy for reducing conflicts


Presentation Objectives
At the end of the presentation, participants will;
1. Learn the basic skills and techniques required for effective and
efficient “people’s management”.
2. Understand “People” in an organizational context.
3. Learn how leader can “inspire passion” and “trust” among their
team..
4. Understand “management” in an organizational context and their
relevant functions..
5. Understand “Leadership” and it “attributes” in an organizational
context.
6. Learn the core leadership traits and skills required to effectively
manage people in an organization.
7. Understand “Leadership Pitfalls” that a leader or manager must
avoid.

Presentation Objectives — (Pt b)
At the end of the part presentation, participants will;
1. Learn the basic skills and techniques required for effective and
efficient “people’s management”.
2. Understand “People” in an organizational context and learn how to
effectively communicate with team members.
3. Learn how leader can “inspire passion” and “trust” among their team
4. Understand “management” in an organizational context and their
relevant functions..
5. Understand “Leadership”, its core “attributes” and “traits” require to
effectively manage people in an organization to reduce conflict.
6. Learn the basic “skills” and “techniques” require to understand types
of conflict and how to effectively manage them to reduce impact.
7. Understand “Leadership Pitfalls” that a leader or manager must
avoid.

Module One

Leading Vs Managing!!!

What is Your Role?

What Are the Differences?
Are Both Targeted at same
Outcome?


Leading and Managing People
Introduction:
In today’s world of work, one of
the most difficult tasks a manager
undertakes is directly managing
people. Projects, tasks, spreadsheets,
proposals, emails, and the entire list of minor tasks are
relatively easy responsibilities when compared to
managing and supervising those who report directly or
indirectly to you. Answering the why question is easy.

Projects, spreadsheets, etc., don't have emotions, moods,
skills, troubles, or any of the myriad inherent
psychological aptitudes people possess as man is the most
ambivalent mammal.

The Importance:
Managing and leading individuals and teams take
patience, practice and special skills. Knowing the ability,
skills sets, technical familiarity, and personal convictions
of your direct and indirect reports is a huge factor in
meeting with success or failure as a manager.
People constantly change, making the task even harder,
for they are influenced by weather, other people,
families, co-workers, moods, depression, joy, and any
number of outside influences. As a manager and a leader
you should be able to recognize these influencing factors
and the relationship changes they have on individuals
and teams.


According to Alan Caruba (2001), “the survival and
continue success of any business depends upon
owners and managers having a combination of
leadership savvy, good judgment based on
knowledge and information and a reasonable ability
to steer a business in the right direction”.

People management skills are important in all walks
of life. Whether you’re rich or poor, employed or
unemployed, a corporate CEO or a plumber,
strengthening these skills can help you live the life
you desire.


We all share some basic desires. We all have many of
the same wants and needs. When you meet these needs
of others, people tend to be very easy to get along with
you. With patience, practice, and a willingness to
understand people, you can develop strong people
management skills.

It's no wonder effective managers are often sought
after, for they have learned to use skills that bring out
the best in their teams, regardless of the number of
people they manage. Motivating and guiding employees
to perform to their full potential is a tireless job.
Mastering the art of using effective leadership skills is a
must if you plan to be successful at managing people.

Module four

People’s management!!!
Who are People’s?

What are the
* Skills
* Techniques


People’s management
People Management entails the ability of
the leader or manager to combine all available
human resources – people in an organization
and effectively and efficiently executes the four
basis functions of management through the
application of her leadership skills and styles
to achieve the organizational goals and objectives.

However, there are many ways to keep your staff motivated, but
learning the basic skills is tantamount to your eventual success. The
basics are both simple and hard simultaneously. The most basic
concept ranks high on employee lists when it comes to building
people management skills is trust, a must factor for effectively
managing people. Know their names, what they like, and what they
dislike. Know their wife's or significant others' names and ask about
them. Take the time to get to know your employees, chat with them
while they work, ask them how "Pat" or "Frank" is doing.

What makes a good leader or manager?
For many it is someone who can inspire and
get the most from their staff.
There are many qualities that are needed to
be a good leader or manager. These includes
the ability to;-
1. Be able to think creatively to provide a vision for the
company and solve problems
2. Be calm under pressure and make clear decisions
3. Possess excellent two-way communication skills
4. Have the desire to achieve great things
5. Be well informed and knowledgeable about matters
relating to the business
6. Possess an air of authority


Leadership skills require this level of trust and building
such a rapport is huge. It will make both the employees
and you feel important, wanted, and acknowledged
thereby increasing the chances of better performance and
good relationship.
Below are some of the essential management and
leadership skills required for effective and efficient
people’s management in an organization.
1. Problem Solving and Decision Making Skills
2. Planning Skills
3. Effective Delegation Skills
4. Good Communications Skills


Required People’s management skills

5. Meeting Management Skills
6. Managing Yourself
7. Effective Motivation Skills
Why is this important? Motivated
teams will try to emulate leadership's success. If
individuals in the team need assistance, team members
will step up and help. They'll see your leadership as a
vehicle to success and try to rise to the top.
The stronger your team spirit, the stronger your
organization or department will become; it's inevitable.
Ultimately their success will lead toward them being
capable of self-managing themselves, enabling you to
concentrate on other tasks.

Focusing on the horizon.. Looking to the future..
The Essential People’s management techniques


People’s management techniques
Here are some good techniques for strengthening your people
management skills:
1. Put yourself in their shoes. Great managers know what
shoes
people are thinking and feeling. They’re quick to pick up on
things and work hard to solve problems among their team.
2. Show gratitude and appreciation. You might feel
appreciation
appreciative of your team, but without action they’ll never
know it. Always be on the lookout for new and exciting ways to
show these emotions. Remember to say “Thank you” when
others do something nice for you. People love to be
appreciated and a sincere “Thank you” makes them feel good!
3. Give sincere compliments. Think about what you really like
compliments
about your team and point these things out as regular
compliments.


4. Treat others with respect. Strive to always treat people
with respect, no matter what their stance in life. Treat
them the way you’d like to be treated. This shows
character and strength, both of which are characteristics
of someone with superior people skills.
5. Delegate appropriately. When you delegate the right
tasks to the right people, everyone gets a chance to excel
and the team works together at its best. This raises the
morale of the people around you and motivates them to
do a good job.
6. Be honest. Honesty is always the best policy. Earning
and maintaining trust is an important people
management skill. When others trust you, they believe in
you, and your opinions mean more to them.


7. Listen attentively. Listening is fifty percent of
communication. Truly listen to what it is that
people are telling you. Make an effort to
understand their point of view, even if you don’t
agree with it. When they know you consider their
feelings as important, you’ve already won half the
battle.

8. Encourage Participation. Create an
organizational structure that enables all team
members to participate at all levels.


CREATIVE ENGAGEMENT
When it comes to leadership,
do people really matter that
much? Well in all honesty ...
the answer is 'Yes'!
In today’s world the person in
charge is one who values her
people, knows them and creates
conditions and opportunities for
them to succeed. Business is
all about relationships.
Learn how to become the leader
you’ve always wanted to work
for!

PRACTICAL STRATEGIES FOR LEADERSHIP SUCCESS

9 Practical
strategies for
leadership
success
through
powerful
People Skills.


PRACTICAL STRATEGIES FOR LEADERSHIP SUCCESS

1. Gain a better understanding of your personal leadership
capabilities
2. Master a proven model of effective people skills for leaders
3. Work with real-time work situations and challenges
4. Learn how to work with different thinking and communication styles
5. Transform conflict to collaboration when dealing with difficult
people
6. Acknowledge your real power & engage the power and talent of
Others
7. Foster an atmosphere of trust so your people enjoy coming to
work
8. Gain immediate feedback and coaching on how your interactions
impact others and how you can enhance your skills to get desired
results
9. Track progress through personal follow-up and confidential advice
around future interaction challenges

Benefits of Effective People’s Management
When people are effectively managed,
it leads to;
• Attainment of the Business Strategy
and Goals
• Improve the Organizational Values
• Strengthen the Employment Philosophy
• Support Strategic Talent Management
Initiative

Strategic Talent Management
Strategic talent management initiative includes;
• Identification of Key Talent
• Leadership of the Function
• Forecasting of Human Capital Needs
• Strategic Staffing
• Employee Branding
• Performance Competency Assessment
• Professional Development
• Identification of Future Leaders
• Leadership Development
• Employee Engagement and Retention

Strategic Talent Management

Metrics/Impact on the Business


Questions???

Thank you so much for your participation.

Any recommendations and comment are highly
welcome and should be directed to
Felix.ugokpa@projects.kbr.com.

--- Short break ---


Module Two

Leadership!!!
What is Leadership?

Who is a Leader?

What made a Good Leader?


Leadership

Leadership is a critical management skill.
It is the ability to implement a plan, provides
a direction and to motivate a group of people
towards a common goals and objectives. At
its most elementary level, leadership means
that one person (the leader) influences another, give
direction, provides framework of activities and
motivations. Authentic leaders inspire trust in their teams.

The functions of leadership include stating basic values,
announcing goals, organizing resources, reducing tensions
between individuals, creating coalitions, and encouraging
better performance.

Leadership

It's vital for leaders to know how to inspire passion
and confidence in the people that they're leading.
When people work alongside a truly authentic
leader, they'll often give their whole hearts and
minds to the cause. In these situations, a spirit of
teamwork and loyalty can spread throughout an
organization, resulting in higher morale and
greater productivity.

The basic functions of Leadership in an
organization are iterative and overlapped at the
execution process.

Overlapping functions of leadership

The result of
effective and Stating Announcing
efficient leadership Basic Values Goals
in an organization
resulted in greater Creating
productivity as Coalition
Leadership Organizing
better performance Resources
are being
encouraged and Encouraging Reducing
employees Better Tension
motivated. Performance


Leadership ATTRIBUTES

Attributes of Leadership
Regardless of your position and management
theory applied in your organization, the following
attributes are required of every leader or manager
aspiring to improve his/her people management
skills.

1. Be true to your ethics and principles.
2. Pursue your goals and help others do the same.
3. Generate innovative and productive ideas.
4. Consider the present and the upcoming.


Leadership ATTRIBUTES
Attributes of Leadership… cont.
5. Acknowledge existing and rising opportunities / risks.
6. Effectively communicate actions that will play a part
to individual and organizational success.
7. Monitor the organization and inspire others to
execute effectively and efficiently.
8. Bring out leadership from everyone in the
organization.
9. Empower others by decentralizing power.
10.Keep on to succeed and help others to do the same
through motivation and encouragement in whichever
way seem feasible and appropriate for your
organization.

Leadership Traits and Skills
The table below lists the main leadership traits and skills

TRAITS SKILLS
- Adaptable to situations - Clever (intelligent)
- Alert to social environment - Conceptually skilled
-Ambitious and achievement-orientated - Creative
- Assertive - Diplomatic and tactful
- Cooperative - Fluent in speaking
- Decisive - Knowledgeable about group
- Dependable task
- Dominant (desire to influence others) - Organized (administrative
- Energetic (high activity level) ability)
- Persistent and consistency in action - Persuasive
- Self-confident and Integrity - Socially skilled
- Tolerant of stress
- Willing to assume responsibility


Module Two
Module Two:….Continues…

Leadership pitfalls!!!
Did You Recognized Them?

Avoid Them…


Leadership pitfalls to avoid
As we strive to build and develop our leadership skills in
people’s management, there are so many practices and
attitudes we must give away. This will not only bring an
added value to our organization but we will find more
personal enjoyment in our work as we proactively
manage our career.

Below are some of the most common deadliest sins
leaders and managers commit in the excess of exercising
their authority and powers over their followers – people.
To cultivate the needed people’s management skills
required for your continue success in your management
and leadership career, you must learn to depart from
these acts.

* Publicly rebuke and embarrass a follower in front of the
whole team. If for anything or reason, a leader must have
conventional wisdom to understand that the number one killer
move, is to publicly embarrass a team member in front of
everyone. It destroys a team's faith in you as a leader and creates
fear rather than respect. If a follower is wrong in his conduct then
seek to address and correct their attitude and behavior privately.
The whole team will respect you for this. It will show that even if
they do wrong you still love them and value their dignity and
integrity as unique individuals.
* Be suspicious of your followers. The worst thing you can do as a
leader is to distrust your people. If you do not trust your followers
people
soon they will pick it up and before you know it the whole
organization is being run by suspicion and distrust. You have to
sow seeds of trust and comradeship in your organization if you are
to lead effectively.

* Criticize all the time. Criticism has never proven to be the best way
of motivating a team. I have seen many leaders criticize their
subordinates with the hope of getting better results. They have
always been disappointed. For they discovered that their followers
went on to do the same thing they had criticized them about and told
them to stop. This was not because their followers wanted to spite
them or disrespect them. The school of psychological thought has
scientifically proven that if you want to create behavioural change
in anyone instead of telling them to stop doing what you do not like
them to do, tell them what you want them to do.

* Say one thing and mean something else. One of the key attributes
of every leader is that a leader is a person who keeps their word. A
leader is someone whose word means something. They will keep their
word even if it costs them something or is painful. Their word is their
bond. A poor leader is one who when they say something they do not
stick to it.

* Believe you know it all. You do not need help from anyone. It is
only a foolish leader who believes they know it all and do not need
help from any one. All the greatest leaders I know in history had
mentors. You need the advise and wisdom of those who have been
there before and seen it all. You will save yourself time, energy and
resources by listening to the coaching of those who have been
there before you.

* Be secretive about your dealings and conduct as a leader.
The best way to earn the respect and trust of every one of your
followers is to live your life before them. Be honest and open with
them. Share with them your strengths and weaknesses and you will
be amazed to realize they have so much they want to share with
you. It starts with you taking the first step of opening up to
them then they open up to you. That is how effective strong
teams and organizations are made.


• Demand respect. After all you are the boss. Respect is earned and
not demanded. Only dictators demand respect. Real leaders
earn respect. They earn their followers admiration and respect by
how they conduct themselves and by how accountable they are to
their followers about their organizations activities and vision.

• Others includes; blame, defensiveness, contempt and
stonewalling. Where there is blame, we have a leader that does not
take responsibility for her actions and puts others down. A leader who
is defensive is unable to hear valuable feedback and learn from the
perspectives and opinions of others. Contempt and contemptuous
behavior destroy morale and model a value of disrespect in the
organization. And finally, stonewalling. Stonewalling is one of the
most effective tools at destroying the leadership relationship. A leader
relationship
who stonewalls will find himself isolated, unapproachable, and
perceived as lacking in humanness.


Module Three

Management!!!
What is Management?

Who are Management?

What are their Roles?


management
Management in practical perspectives entails
the application of varied leadership skills by a
group of people in an efforts directed towards
the actualization and attainment of organization
set goals and objectives by adequately
managing her human, financial and materials
resources through effective and efficient
planning, organizing, leading, and coordinating
activities to achieve the outlined visions and
goals of the organization. It is the act of making
people more effective and productive than they
would have been without you.

management

To most employees, the term "management"
probably means the group of people (executives and
other managers) who are primarily responsible for
making decisions in the organization. In a nonprofit,
the term "management" might refer to all or any of
the activities of the board, executive director and/or
program directors.
However, some writers, teachers and practitioners
assert that, management needs to focus more on
leadership skills, e.g., establishing vision and
goals, communicating the vision and goals, and
guiding others to accomplish them.

Leadership - management

They also assert that leadership must be more
facilitative, participative and empowering in how
visions and goals are established and carried out.

Another common view is that "management" is
getting things done through others. Yet another
view, asserts that the job of management is to
support employee's efforts to be fully productive
members of the organizations and citizens of the
community.


Leadership - management
Nowadays, the concept of Management Vs Leadership
is growing and changing. Organization are developing
flatter structure and concentrating decision making
downward to teams and employees. Employees give
authentic dedication; seek solutions and become partners
rather than followers.
Organizations are expecting more than keen managers
and great leaders. They are looking for executives who
can concurrently lead and manage. Executives are people
manage
who lead, build visions and strategies, mastermind
operations and allocate resources effectively. They
cascade and share strategies and plans with all structures
and teams, distributing power and bringing out leadership
at much deeper levels.

Overlapping functions of management

The four major functions of
Management in an
organization are integrated
and overlapped throughout Planning Organizing
the organization.

The application of effective
and efficient leadership Management
skills and techniques are
the bedrock of success of
this process in an
organization which will
result in greater Leading
productivity as better Coordinating
performance are & Controlling
encouraged and employees
motivated.


Management - Leadership functions

Management Leadership
- Sustain consistency; cope with - Nurture innovative approaches and
complexity ideas
- Facilitate goals and monitor - Generate genuine enthusiasm
achievements
- Control, plan, direct, organize - modify organizational structure,
schedule recognize internal and external
opportunities, threats and cope with
them.
- Negotiate, discuss, consult - Develop visions and strategies and
report communicate them.
- Maintain systems, policies, - Make decisions that boost the long-
procedures and protocols term stability of the organization and
cope with them.


Module Three
Module Three:….Continues…

Leadership Model!!!

What does it mean?


Leadership models

Leadership model is a behavioral theory that is
used to determine the best style of leadership
behaviour that is most appropriate to individual
leader with reference to the developmental levels
of the leader's subordinates.

The situational perspective of leadership model is
based on the amount of direction (task behaviour)
and socio-emotional support (relationship
behaviour) a leader must provide to the
subordinates given the situation and the "level of
maturity" of the followers.

Leadership models

Task behaviour is the extent to which the leader engages in
spelling out the duties and responsibilities to an individual or
group. This behaviour includes telling people what to do, how
to do it, when to do it, where to do it, and who's to do it. In
task behaviour the leader engages in one-way
communication.

Relationship behaviour is the extent to which the leader
engages in two-way or multi-way communications. This
includes listening, facilitating, and supportive behaviours. In
relationship behaviour the leader engages in two-way
communication by providing socio-emotional support.


Leadership Model
Maturity is the willingness and ability of a person to take
responsibility for directing his or her own behaviour. People tend to
have varying degrees of maturity, depending on the specific task,
function, or objective that a leader is attempting to accomplish
through their efforts.

The task-motivated style leader experiences pride and satisfaction
in the task accomplishment for the organization, while the
relationship-motivated style seeks to build interpersonal relations
and extend extra help for the team development in the
organization.

The key situational variable, when determining the appropriate
leadership style, is the readiness or developmental level of the
leader’s subordinate's.

Leadership styles

The leadership behavioural mode recognize
four leadership styles.
Leadership Styles;

1. Directing Leadership Style
2. Coaching Leadership Style
3. Supporting Leadership Style
4. Delegating Leadership Style


Leadership styles

Directing Coaching

Leadership
Styles

Delegating Supporting


Leadership styles
Directing: The leader provides clear instructions and
specific direction. This style is best matched with a low
follower readiness level.
Coaching: The leader encourages two-way
communication and helps build confidence and
motivation on the part of the employee, although the
leader still has responsibility and controls decision
making. Selling style is best matched with a moderate
follower readiness level.
Supporting: With this style, the leader and followers
share decision making and no longer need or expect the
relationship to be directive. Participating style is best
matched with a moderate follower readiness level.

Leadership styles
Delegating: This style is appropriate for leaders whose
followers are ready to accomplish a particular task and are
both competent and motivated to take full responsibility.
Delegating style is best matched with a high follower readiness
level.
To determine the appropriate leadership style to use in a given
situation, the leader must first determine the maturity level of
the followers in relation to the specific task that the leader is
attempting to accomplish through the effort of the followers.
As the level of followers' maturity increases, the leader should
begin to reduce his or her task behaviour and increase
relationship behaviour until the followers reach a moderate
level of maturity. As the followers begin to move into an above
average level of maturity, the leader should decrease not only
task behaviour but also relationship behaviour. Once the
maturity level is identified, the appropriate leadership style can
be determined.


Module Three
Module Three:….Continues…

People’s management!!!
Who are People’s?

What are the
* Skills
* Techniques


People Management entails the ability of the leader or manager
to combine all available human resources – people in an
organization and effectively and efficiently executes the four basis
functions of management through the application of her leadership
skills and styles to achieve the organization goals and objectives.

However, there are many ways to keep your staff motivated, but
learning the basic skills is tantamount to your eventual success.
The basics are both simple and hard simultaneously. The most
basic concept ranks high on employee lists when it comes to
building people management skills is trust, a must factor for
effectively managing people. Know their names, what they like,
and what they dislike. Know their wife's or significant others'
names and ask about them. Take the time to get to know your
employees, chat with them while they work, ask them how "Pat"
or "Frank" is doing.

Required People’s management skills

5. Meeting Management Skills
6. Managing Yourself
7. Effective Motivation Skills
Why is this important? Motivated teams will try to
emulate leadership's success. If individuals in the team
need assistance, team members will step up and help.
They'll see your leadership as a vehicle to success and try
to rise to the top.
The stronger your team spirit, the stronger your
organization or department will become; it's inevitable.
Ultimately their success will lead toward them being
capable of self-managing themselves, enabling you to
concentrate on other tasks.

Here are some good techniques for strengthening your people’s
management skills:
1. Put yourself in their shoes. Great managers know what
shoes
people are thinking and feeling. They’re quick to pick up on
things and work hard to solve problems among their team.
2. Show gratitude and appreciation. You might feel
appreciation
appreciative of your team, but without action they’ll never
know it. Always be on the lookout for new and exciting ways to
show these emotions. Remember to say “Thank you” when
others do something nice for you. People love to be
appreciated and a sincere “Thank you” makes them feel good!
3. Give sincere compliments. Think about what you really like
compliments
about your team and point these things out as regular
compliments.


Presentation Accomplishment

At the end of the part presentation, participants have learned;
1. The basic skills and techniques required to effectively and efficiently
manage people in their various team.
2. What style of leadership is most productive to an organization.
3. How Leaders and Managers can inspire passion and trust among their
team as to build confidence in them.
4. The various functions and roles of leadership and management in an
organization and how each contributes to the organizational success.
5. The best Leadership attributes that are most productive to an
organization and the individual career.
6. The deadliest Leadership Pitfalls that a leader or manager must avoid.
7. How to identify individual personal preference to tailor communication
approach and style that meet their needs using the MBTI techniques.
8. How to comprehend good leadership traits and skills and understand
them to effectively manage their various team.


Questions???

End of Part A,


Management and Leadership Training Presentation

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