Accomplished Manager

Qualifications of a High – Quality Manager

1. Company-oriented
2. Technical Knowledge
3. Management Knowledge
4. Leadership Skills

How to be a High - Quality Manager

1. Dealing with now
2. Developing Planning
3. Mentoring Roles in your team
4. Motivating your team
5. Effective Communication
6. Delegating
7. Appraisal
8. Reducing Conflict

The Top 10 Things that Make a High Quality Manager

1. Acknowledge your staff
2. Never, ever, humiliate anyone on your staff team
3. Create a culture where mistakes are OK
4. Remember personal details
5. Don’t hide behind your position
6. Be approachable
7. Admit your mistakes
8. Listen in such a way that your employees will talk to you
9. Be clear in your requests
10. Treat everyone respectfully and courteously at all times

Manager Liability

1. Delegate responsibility and then trust your people
2. Know your employees to know your strength
3. Clone yourself – many times
4. Empower your staff to make critical decisions, and don’t second-guess them
5. Create a clear chain of command
6. Help them learn to work out issues without your intervention
7. Deal with any problems quickly and directly
8. Tell your staff how much you appreciate them – in front of customers if possible
9. Show your appreciation by doing things for them
10. Share your goals with your employees
11. Learn to be an effective listener
12. Be the high quality  manager

The Top 10 qualities that make a High - Quality Manager according to Bill Gates

• Choose a field thoughtfully
• Hire carefully and be willing to fire
• Create a productive environment
• Define success
• You have to like people and be good at communicating
• Develop your people to do their jobs better than you can
• Build morale
• Take on projects yourself
• Don’t make the same decision twice
• Let people know whom to please

What is the Revolution to be a High - Quality Manager?

1. The right attitude
2. The appropriate knowledge
3. The necessary skills

Performance Feedback Process

1. Observing behavior - Concentrate on the behavior.
2. Concentrate on pointing out the exact cause of poor performance.
3. State how the performance affects the performance of others.
4. Do to others, as you want them to do to you - Before giving the feedback, frame the feedback within your mind.
5. It might help to ask yourself, "how do I like to be informed when I'm doing something wrong?"
6. What tones and gestures would best transfer your message? Remember, you want the recipient to seriously consider your message, not shrug it off or storm away.

Communicating Effectively as a Manager

1. The importance of effective communication
2. The communication process
3. The importance of listening
4. Organizational communication

How to Fire an Employee

1. Be clear about duties when an employee is hired
2. Discuss with employees any behavior that is immediate grounds for termination
3. Give annual performance appraisals
4. Be sure of your standing
5. Act quickly when problems are noticed
6. Retain a record of the disciplinary action
7. Give benchmarks to meet
8. Make a plan on how you will proceed without this employee
9. Prepare to fire
10. Ready (your opening statement)
11. Aim : take aim early and tell him or her the truth without going into a lot of details
12. Fire: spit it out. Don't allow the employee to turn it into a discussion or argument. "Because of this, I'm letting you go."

How to Manage you Time Effectively

1. Make a random list of tasks.
2. Assign realistic priorities to each task.
3. Balance your effort.
4. Decide upon the time of day.
5. Manage time in increments.
6. Take a break
7. Keep track of your progress.
8. Reassess the list.

How to Prepare for a Meeting

• Ask yourself whether it is necessary or not
• Prepare a notice
• Attach the minutes
• Get basic items in place.
• Call the meeting to order.
• Pass around the attendance book or sheet of paper and ask everyone attending to sign their names at the beginning of the meeting.
• Inquire the minute secretary to write down the main points of the meeting for typing up later.
• Ask if anyone has any other business

How to Conduct the Meeting

1. Start and end meetings on time. Make sure everyone knows what time you are to start and to end. If you have an ending time, you will find your time is more productive in the time allotted.
2. Have an open agenda on the chalkboard or flip chart. Participants can add an item before the meeting. However, they must be prepared to lead the discussion if they put an item on the agenda.
3. If an item isn’t on the open agenda, reschedule it for discussion at a later time.
4. Give each item on the agenda a time limit. If action or discussion cannot be completed during the allotted time, it must be delayed until the end of the meeting.
5. After all agenda items have been discussed, address the delayed items and estimate how long it will take to discuss them. Decide if the item can be discussed today or needs further action before a decision can be made.
6. Any delayed item should be the first item on the next open agenda.
7. Summarize and record action items before adjourning the meeting. Identify who is responsible for which action.
   

How to resolve a conflict at work

1. Realize that some conflicts are inevitable at work
2. Handle conflicts sooner rather than later
3. Ask nicely
4. Invite
5. Observe
6. Apologize
7. Appreciate
8. Identify the consequences
9. Request
10. Get mediation
11. Consult a lawyer

Four Keys Attributes that Employee’s Value in a High - Quality Manager

1. Honesty
2. Forward looking mindset
3. Inspiration
4. Competence

How to Reduce Employee Turnover

1. Don’t hire out of desperation
2. Offer skill testing
3. Profile for temperament
4. Pay competitive
5. Present appreciation
6. Level the workload
7. Hold regular review sessions

How to Motivate Staff

1. Make sure you're setting a good example of productivity and cheerfulness
2. Develop your listening skills
3. Be clear about the purpose of the job, and the big picture of the company's mission and goals
4. Don't let your personal likes and dislikes blind you to who is actually productive on the job
5. Don't sweat the small stuff
6. Set goals and reward the staff when the goals are achieved
7. Be open, friendly, and professional with the staff
8. Make it an atmosphere
9. Encourage communication among people who have to work together
10. If you have a problem employee

Top Tips for Team Motivation

1. Get the knowledge –to understand what motivates people
2. Fix the quick wins
3. Find out what people want – go and ask them
4. Show genuine commitment to making changes – if there is benefit to be had
5. Manage your managers
6. Own and respect your performance management system
7. Be consistent. At the time
8. Develop your people
9. Build a culture that strives for excellence
10. Celebrate success
    

Transform yourself form Manger to Director

Top 5 Strategies that can Help You to be a Director

1. Have fun and give feedback
2. Operational Communicative
3. Set Goals
4. Have clear expectations
5. Hire the best people and train them well

How to Meet the Challenge of Being a Director

1. Motivation
2. Efficient Communication
3. Assertiveness

Powers that Make the Difference Awakening to Your Business Greatness

• Power of Vision and Mission
• Power of Values
• Power of Beliefs
• Power of Journey
• Power of Decision – Making
• Power of Daily Success Habits 
• Power of Self-Identification 

How Does an Executive Coach Manger?

1. Size up the situation
2. Get clear on the desired outcomes
3. Consider options
4. Choose the option with the highest probability of success
5. Prepare to execute the chosen action

Top 7 Ways Executive Director Create Responsibility

Directors are always asking how they can increase responsibility to get the results they need. The director’s job is to ensure every member of the team wins, and winning is defined as meeting the organization’s top objectives.
The seven-tip formula you can use to create responsibility and achieve extraordinary results in any organization:

1. Establish the organizations top three objectives.
2. Assign each team member his or her respective objectives.
3. Ask each team member what he or she needs to win.
4. Agree on what the leader will do to help.
5. Follow up.
6. Share lessons learned.
7. Reward results.