Understanding your people's needs
Featured in the Partnerships at Work training manual
By Ken Birkett & Val Rowland
Category: Performance Management
Credit price: 3 download credits (Single user)
Leading people to effective results and in a manner that encourages self-satisfaction is a mark of a good manager. People want to achieve from their own resources and then enjoy recognition for a job well done. On the other hand, even it these times of arms-length supervision, there are still boundaries of behaviour and standards of performance to be set and monitored. The responsibility for reaching a balance between team-member autonomy, and conformity with standards rests with the manager. The boss is key in establishing and maintaining a positive, supportive, initiative-encouraging environment where standards are nevertheless welcomed and met. The activities ‘Personal leadership behaviour’, ‘Making time for your people’, Understanding your people’s needs’, ‘Giving credit and encouragement’, and ‘Telling people they are wrong – in the right way!’ all cover many aspects of achieving the desired relationship between manager and managed. This training activity considers two particular managerial activities: interceding in your staff’s work – when is it necessary to become involved and supporting your staff – what are the limits for this support? Strike an appropriate balance and efficient relationships are enhanced. Get it wrong and you may hear a team member justly say, ‘My manager interferes’ or ‘My manager doesn’t back me up.’
At the beginning of this training activity there is a brief introduction to understanding your people’s needs, particularly when a manager should intercede in someone’s work routines, and the support a team member might expect from the manager. Participants work in small groups on an exercise that considers management involvement, then they feedback their discussions. Participants work in small groups on a further exercise to consider the limits of management support, then again feedback their discussions.
Who is it for: This training activity is intended for use by trainers to help participants understand their people’s needs and provide support with minimal interference.
|Min Group Size:||6|
|Max Group Size:||12|
|No of Pages:||16|
Purpose: This training activity is intended for use by trainers to form part of a management development programme.Download the training activity, Understanding your people's needs as featured in the Fenman training manual; Partnerships at Work