This is a compilation item which contains other items. Licensing this one item causes all component items to be licensed.s
About"Move to Basildon and grow a beard."
BAD MANAGER ON COUNSELLING
Video Arts Management Essentials deliver swift, concise learning in the form of 34 micro-learning videos that are accessible at the point of need, relevant and rewarding.
In each film, lasting between one and three minutes, new and would-be managers will grasp the key learning points of a subject while enjoying the Video Arts comedy approach. Starring Robert Webb, Helen Baxendale, Tom Bennett and Lucy Liemann.
This is a compilation item which contains other items. Licensing this one item causes all of the following items to be licensed.Making DecisionsA jacuzzi in my officeCollect the facts. Consult everyone involved. Make the decision.Valuing The IndividualThat's not what we pay you forGive people confidence in their value as individuals.Valuing The TeamOur 'so called' teamGive people confidence in their value as part of the team.Valuing Their JobI know we said next week but that was last weekGive people confidence in the value of their job.Active ListeningToo fond of the sound of their own voiceMaintain attention - take notes and ask questions. Use positive body language - sit forward, use open hand gestures, smile. Reflective listening techniques: ask open questions, empathise, Summarise, clarify what has been discussed and the next steps.A Counselling MeetingMove to Basildon and grow a beardHelp them to think it through. Admit your own difficulties. Don't express your views. Establish the facts. Let them find the solution. Accept their solutions. Agree an action plan and review date.Setting The Scene For CounsellingYou think you've got problems?!Notice the need. Create an opportunity. Make it unhurried & private. Encourage people to talk. Reassure them. Ask open questions and give feedback (eye-contact, rephrase and summarise).Reasons For AbsenteeismLazy, empty-headed skiversIdentify the reasons. Do it face-to-face. Prepare your emotions and the facts. Ask what is wrong and probe.Recognising AbsenteeismI'll give him a 'personal issue'!Acknowledge the problem. Look out for warning signs and patterns. Keep records so you have the facts. Tackle absence as soon as possible.Solutions To AbsenteeismWhat are you going to do about it?Agree a solution. Get them to take responsibility. Be flexible. Monitor the situationCoaching GoalsHelping them to help youPromote discovery. Set the parameters.Coaching TipsI'll be off thenAuthorise and empower. Recap.Preparing To CoachWhy would I coach anyone?Agree the topic. Identify the goals.Setting SMART TargetsI didn't want a sandwich!!Specific. Measurable. Agreed. Realistic. Timed.A Bad News Meeting - Limit The DamageWhy should we pick up the pieces?Put it in perspective, discuss how it will be announced, talk about future opportunities.A Bad News Meeting, ListeningGet ready for the reactionListen to the response. If they get emotional, ride the storm. If they clam up, probe. If they argue, stand your ground.Preparing To Give Bad NewsGet ready to give bad newsPrepare the facts. Prepare your emotions. Try writing down the first part of what you need to say.The Reasons Behind Discipline IssuesShut up, I'm a great listenerExplore the reasons for the gap between standards and performance.Discipline - Check The FactsWhat's your problem?Establish the gap between standards and performance.Managing Problem BehaviourRed, Amber, GreenRED - Behaviour that can damage the clients, company, or colleagues. e.g. Aggression, malicious rumours.Solutions To Discipline IssuesLet's dig over the pastEliminate the performance gap by agreeing an action plan.Motivating Through FeedbackJust be more productiveAgree targets and let people measure their performance.Motivating Through InformationThey don't need to know this stuffInform: tell people why they matter.Motivating Through PraiseYou're still the worst performing teamRecognise and praise achievements.Learning Through PractiseIn at the deep endPractise in a low-risk setting.Training Bit By BitThis is where it gets complicatedIntroduce people to new things a little bit at a time.Training With ContextSubtitles on tapsPeople need to know what context they're working in to get the job done right.Listening To The CandidateI'm kind of a big dealPut applicants at their ease. Encourage them to talk. Don't give your opinions, listen to theirs.Probing In InterviewsThat's right, I asked how many?Control the interview. Don't avoid asking awkward questions - put your doubts squarely to the applicant.Beyond The Review MeetingI can't, I'll be in MagalufAgree and review a plan of action.Making A Performance DiagnosisDiagnosis PerformanceListen to evidence and agree on the diagnosis. Face up to problem areas.Preparing For A ReviewKnow your factsGet all the information you need; like previous review notes, achievements against targets and job descriptions.Sharing PraisePraise be!Do it. Do it quickly. Don't put a sting in the tail.Giving CriticismAre you criticising me?The right way, and wrong way, to criticise constructively.
Related CoursesManagement Essentials eLearning Course SeriesMust-have skills for managing people. Deliver swift, concise and effective learning for new and wouldbe managers. "The experience is intense...feel confident that the subject will be covered thoroughly." PERSONNEL TODAY Topics include: Being a leader Counselling Dealing with absenteeism Developin... read more