1. Basic Management
Skills

2. JudithLindenau
judith@judithlindenau.com
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3. Agenda
• Management Skills
• Management Mission Statement
• Predictive vs. Reactive Management
• Delegation
• Evaluation
• Resources
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4. TheRoleoftheManageristoassure thatotherscandotheirworksuccessfully!
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5. The Value of Management:making a group
of individuals moreeffective.
• Four workers can make 6 units in an 8 hour shift without a
manager.
• If I hire you to manage them and they still make 6 units a day,
how do you benefit my business?
• If they now make 8 units a day, you have value as a manager.
--F. John Reh
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6. Exercise One: Your Mission Statement
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7. MANAGEMENT STYLE
Predictive vs. Reactive Management
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8. REACTIVE MANAGEMENT
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9. Reactive Management
• Decisive and able to act quickly
• Able to find the root cause of events
• Innovative, able to find new solutions
• Calm and in control in a crisis
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10. Predictive Management
• Thoughtful, analytic
• Doesn’t chase current panic
• Sees importance, not urgency
• See patterns, not failures
• Focused on why something went wrong, not just
the fix
• Keeps big picture in mind
• Detached
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11. PREDICTIVE MANAGEMENT
Predictive management does not
replace reactive management, but
it reduces the need for it.
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12. THESECRETSOFDELEGATION….
DELEGATION
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13. Secret #1: Decide what functions
you should NOT be doing.
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14. Secret #2 Make an annotated list of
all functions to delegate.
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15. Secret#3 Decide who should
handle which tasks.
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16. Secret #4 Train well
• Explain importance
• Review each aspect
• Observe the action
• Answer questions
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17. Secret #5 Monitor Quality
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18. Secret #6 Review Processes
Regularly
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19. Delegate, Don’t Dump
• 1. Delegate to lighten
your own load so you
can concentrate on
more important
issues.
• 2. Delegate to help
the receiver learn
and grow.
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20. EVALUATION
Managers HATE…….
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21. Potential Performance
Constraints
• Equipment
• Work load
• Conditions
• Clerical support
• Absenteeism
• Slow support services
• Co-worker
performance
• Unclear objectives
• Unstated standards
• Confusing policy
• Inadequate
communication
• Pressure from others
to limit performance
• Lack of authority
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22. PERFORMANCE IMPROVEMENT PLAN
A tool to use
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23. Key Concepts in an
Improvement Plan Discussion
• 1. Clearly Define the Problem (deficiency statement)
• 2. Define the duties/behaviors needing improvement
• 3. Establish priorities
• 4. Identify standards of measurement for improvement
• 5. Establish short and long range goals and timetables
• 6. Develop an action plan
• 7. Establish review dates
• 8. Measure actual performance against standards
• 9. Put it all in the file
• 10. Make sure the action plan and the outcomes are in writing
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