New people manager for asians

New People Manager Phase 4

Program Purpose

• Discover your role as a people manager • Learn to manage yourselves as people manager

• Apply principles and practices for engaging, managing and developing your employees

Agenda

Day 7

Introduction

Green packet Values

New Roles

Managing Yourselves

Managing People Guan Xi Listening Trust and care

Day 8

Managing People No Fear Communication style Delegation Coaching Appreciation Emotion

Managing People Saving Face Provides Feedback Receiving Criticism Guide them for Solutions

Managing People Strengths Productivity

Personal Action Planning

Ground Rules基本规则

1.Be Present – turn off phones/email alerts/stay on track

2.Collaborate and fully participate in the activities

3.Confidentiality – anything discussed does not go beyond the room

• Start: 9:00 a.m.

• Break: ~ 15 minutes

• Lunch: ~ 45 minutes

• Break: ~ 15 minutes

• Close: 5:30 p.m.

Today’s Schedule

5 Thinking Process

The Red Brain

• What do you feel about the suggestion?

• What are your gut reactions?

• What intuitions do you have?

The White Brain

• The information seeking hat.

• What are the facts?• What information is

available? What is relevant?

The Yellow Brain

• The sunshine hat.• It is positive and

constructive.• It is about

effectiveness and getting a job done.

• What are the benefits, the advantages?

The Black Brain

• The caution hat.• In black hat the

thinker points out errors or pit-falls.

• What are the risks or dangers involved?

• Identifies difficulties and problems.

• This is the creative mode of thinking.

• Green represents growth and movement.

• In green hat we look to new ideas and solutions.

• Lateral thinking wears a green hat.

The Green Brain

• Planning for thinking processes used.

• Blue is also for summary

• Blue is for action plan

The Blue Brain

ThinkingProcess Characteristics Questions

Fact Used to think about facts, figures, and information

1. What facts would help me further in making a decision?

2. How can I get those facts?

Fellings Used to elicit the feelings, emotions 1. How do I really feel? 2. What is my gut feeling

about this problem?

Cautious Used to discover why some ideas will not work,

1. What are the possible risks and problems?

2. What is the worst-case senario?

Positive sees opportunities, possibilities and benefits

1. What are the advantages?

2. What would be the best possible outcome?

Creative Used to find creative new ideas 1. What completely new, fresh, innovative approaches can I generate?

2. What creative ideas can I dream up to help me see the problem in a new way?

Thinking Used as a master hat to control the thinking process

1. Summary2. Thinking process3. Action Plan

Convey Information

A. Convey Information• Get attention• Give the benefits of listening• Based on what they know• Speak slow and clearly• Organize Info• Big Picture • Group Info – 3-7 Points• Support each point with examples/pictures• Check Understanding• Do you have any questions?• Can you show me?

Care for my cat

Listening

Listening

• Show Interest “I am listening”• Focus on the key issues “What are the key issues?”• Summarize and check “Let me summarize…”• Responds to feeling “Are you upset?”

How Do You Show Interest?

Name Tent

Laurence YapSenior Manager, HR Development Department

6 Years

What is the key responsibility of people manager?

Consider This

• The Most Important Part of Your Job is to

deliver business results through people you manage

Get to Know Your Colleagues

• 15 minutes - Your Partner First

Name Birthplace Hobbies Food Drink HP

Laurence Yap

Sabah Traveling, Reading

Spaghetti Chamomile Tea

0162080096

PersonalPortfolio

Laurence Yap

[KL. PG. China. Sg. Ipoh] 16 Years (1993-2012)

Training & Learning

Organization Development

HRD Career

Training & Conferences

Employment

Management Experience

People Manager Managed a team of 100 3 Management Rules Practitioner of 7 Habits, Zenger Miller

Business Manager Report to COO, HR Director Improvement through Lean Manufacturing, leadership dev, training and

learning

Get to Know Each Others

2 Minutes Introduction

Checking In Expectations

What is your expectation of this training?

Team Cheers

• Service Excellence • Team work• Reliable• Innovation• Passion

Green Packet Values

1. Service Excellence

Service Excellence is ‘WOW’ experiences. Wonderful, Outstanding, and Way Beyond Expectation

2. Teamwork

Together Towards the Same Goal with Trust and Openness, Synergizing Our Individual Differences

Green Packet Values

3. Reliable

Dare to Commit and Consistently Deliver What We Promise to Our Customers and Company

Green Packet Values

4. Innovation

Keep Improving by Doing Things Differently to Deliver Remarkable Results

Green Packet Values

5. Passion

We will Rock the World by Making Things Possible…and Have Fun Along the Way

Green Packet Values

1. Defining Your Role as People Manager

1. New Role as Managers

Leadership Behaviors required foreffective management

Transition from individual contributor to manager

Sharing of Good Practices

Leadership Behaviors

• Complete the self assessment

• Be sure to write your name

• Submit the assessment to me

Leadership behaviors

• Model the Way • Inspire a Shared Vision• Challenge the Process • Enable Others to Act • Encourage the Heart

VIDEO: SUPPORT 0.25 & VIOLIN

The role of leader

Leadership Lessons from Your Supervisors

Transition

Your Achievement

• Your best career achievements in the past as Individual contributor

Key Changes for Successful Transition

• Time: New timeframes that govern how one works

• Skill: New capabilities to carry out new responsibilities

• Values: New beliefs in what tasks are important to focus on

Key Changes for Successful Transition

• Time: Days/Weeks - Months/Years

• Skill: Personal Skills - Team Skills/People Skills

• Values: Personal Development - Developing teams

Key Changes for Successful Transition: Individual Contributor to People Manager

• Defining and assigning work to be done

• Enabling direct reports to do the work

• Building social contacts

Discussion

• Difference between Leaders and Managers

Management

• Management is a set of processes that keep people and technology running smoothly

• The most important aspects including Planning, Budgeting, Organizing, Controlling

Leadership

• Leadership defines what the future should look like, align people, with that future and is inpire s them to make it happen despite the obstacles

Meaning

• We create opportunities for others• We care because we know people depend on

us• We make a difference in the world

Good Practice Sharing

54

2. Managing Yourselves

2. Managing Yourselves

How to think positively and effectively

Managing Time and Projects

Managing Your Thought

• Adopt Effective Way – Lazyman way What are the most effective way?

• Open Minded – PMI Let us look at different angle

• Ownership - Use their ways – what do you think?

Think Positively• Choose positive reactions

Proactive – Freedom of choice – Victor Frankl Choose positive respond – positive emotions

A to Z

Law of Attraction – Mind like a magnet

58

Tea Break20 Minutes

Manage Time and Priorities

• Allocate time for People – 1 on1 and team learning

• 6 Items• Control Weekly Planning• Do It Now• Chunking• Prioritizing Your Work

Goals

Your Dream – an hour per day -

write down nowStart small

Know Your Temperament

• 4 Type of Personalities• Know your strengths • How to deal with other types of personality

Work Extra Miles

• As new leaders• Find out your gap – write them down now

• Work extra miles to learn it• Learn – people, net, books, Projects• Win - Win

Good Practices and Things to avoid

3. Managing Others

3. Managing Others: Guan Xi – Build Positive Relationship and Trust

Asian Concepts of relationship and leadership

Listening and ConversationTrust and care -

Sharing of Knowledge, Network & Compassion

Asian Concepts

• Leadership Concepts - Use fear, fault finding, scolding , stingy in

praises and seniority

• Relationship concepts - Guan Xi, Face and Job Security

Effective Concepts

• Leadership Concepts - Utilizing their strengths, coaching,

appreciation, empowerment and bring joy to work

• Relationship concepts - Be personal and build trust, save their face

and job security

VIDEO: Monkey See Monkey Do

Leadership by Example

My Management Experience

• Three rules:• No scolding, but feedback and coaching (Ros)• Solving problems and shouldering blames –

solve it together • Use your strength and developing you

(Michael)

Other Practices

• Care

• Praise

• Work life balance

• Network

• Treat everybody the same

• No mood swinging

Listening Skills

• Use listening skills to engage employees

Guidelines

1. Questions – 5W1H2. Body Language and Posture3. Sincerity

Avoid

1. Judgment2. Topper3. Advising

Acknowledging

• Raising an eyebrow (suggests you aren't sure or are unclear and you need the other person to tell you more)

• Smiling (shows you are in agreement)• Leaning a bit closer (demonstrates that you are very

interested in what the person is saying)• Nodding your head (shows agreement)• Maintaining eye contact (lets the person know you are

following her)• Putting your palms up, facing the speaker

Self-Disclosur

• communicating information about how he feels and what he is thinking. These are his true feeling and thoughts

Maintaining Congruence

Clarifying

Exercise

• Grouping: Hobbies, Best Friend and Traveling Experience

Trust

Trust

Knowldge

Network

Compassion

Compassion

the human ability to reach out with warmth

SUPPORT & LISTEN

Help

A. Help others unconditionally (share your experience)

• at work• at home• at social activities

VIDEO: Life VestHOW MUCH DO YOU REALLY CARE ABOUT THE PEOPLE YOU LEAD?

Why

• Build EBA• Broaden your horizon• Positive emotion• Contribution

Listen

B. Intensive Listening with Compassion

How do you feel? Share your experience

How

• Interested in them• Ask – 5W1H•“Can u tell me more?”

Exercise

Network

your entire web of relationships MATCH PEOPLE

Network

• Sharing our networks to others (build relationship and EBA)

Share your experience

Methods

• How do we share our network with others?

Knowledge

everything you have learned and everything you continue to learn

READ & SHARE

Knowledge

How can we use Knowledge to build care and trust?

Reading

Reading is the cheapest and fastest way

Our only survival tool: learn faster than your competitor

Techniques

• How do we increase our knowledge?

Conclusion

Three ways to build emotional and trust:

Compassion Network Know

Summary

Checking Out Expectations

GOOD, NEW and APPLICABLE EXPECTATION