WELCOME
WELCOME
WHAT IS THE DIFFERENCE BETWEEN “A MANAGER ” AND “A LEADER”?
A MANAGER PERFORMS ALL FUNCTIONS TO ACHIEVE GOALS, I.E., PLANNING,
ORGANIZING, STAFFING, DIRECTING, AND CONTROLLING.
MANAGER PROVIDES LEADERSHIP.
“ALL MANAGERS ARE LEADERS, BUT ALL LEADERS ARE NOT MANAGERS”
A LEADER INFLUENCES BEHAVIOR AND WORK OF OTHERS FOR ACHIEVEMENT OF
SPECIFIED GOALS.
WHO AMONGST YOU WANTS TO BE A CEO?
PASSAGE ONE
PASSAGE THREE
PASSAGE FIVE
PASSAGE TWO
PASSAGE FOUR
PASSAGE SIX
MANAGE SELF
MANAGE MANAGERS
BUSINESS MANAGERS
ENTERPRISE MANAGERS
GROUP MANAGER
FUNCTIONAL MANAGER
MANAGE OTHERS
DIRECTING,
• LEARN – PLANNING, SELECTING CANDIDATES, INDUCTING, MOTIVATING, GIVING FEEDBACK, COACHING,
CONTROLLING
• LEARN – PLANNING,SELECTING CANDIDATES,INDUCTING, DIRECTING,MOTIVATING, GIVING FEEDBACK, COACHING, CONTROLLING
• UNDERSTAND HOW WORK FLOWS• REMAIN HUMBLE, AVOID ARROGANCE• DEMONSTRATE PERSONAL INTEGRITY • AVOID UNILATERAL DECISIONS • BE WILLING TO CHANGE HABITS• HIGH RESULT VERSUS VALUES – VALUES ARE MORE
IMPORTANT • TAKE PRIDE IN PROMOTION OF YOUR DIRECT REPORTS • BE APPROACHABLE • GIVE LATITUDE
• FOCUS ON IMPORTANT MATTERS, NOT JUST URGENT ONES
• HAVE THE RIGHT PEOPLE• DELIVER –VE FEEDBACK PRIVATELY, FOCUS ON
BEHAVIOUR RATHER THAN CHARACTER OR INTELLIGENCE• MANAGE RELATIONASHIPS WITH “FRIENDS”, DO NOT LET
PERSONAL FRIENDSHIP INFLUENCE YOUR PROFFESIONAL DECISION MAKING
• REALIZE THAT PEOPLE ARE OPEN TO ADVISE AND SUGGESTIONS IN EARLY STAGE OF ASSIGNMENT
• EMOTIONAL FORTITUDE TO MAKE UNPLEASANT DECISIONS
• DEFINE AND DELIVER CAREER DEVELOPMENT OPPORTUNITIES
• MANAGE COSTS, CHECK IF ANY RESOURCE IS BEING WASTED?
• RELATIONSHIP BUILDING WITH SENIORS, OTHER MANAGERS, DEVELOP CONTACTS
• IT CAN TAKE SEVERAL MONTHS TO LEARN TO WORK AS A MANAGER
MANAGING MANAGERS
• SELECTING MANAGERS, DIFFERENTIATE BETWEEN HIGH TECHNICAL ACHIEVERS AND TRUE POTENTIAL LEADERS
• RETURN MANAGERS TO INDIVIDUAL CONTRIBUTION, IF NOT ABLE TO CHANGE BEHAVIOUR AND VALUES
• GIVE POWER TO TAKE DECISIONS AND HOLD RESPONSIBLE FOR DECISIONS
• DELEGATE BUT KEEP CONTROL ON RESULTS
MANAGING MANAGERS
DONT’S
• AVOID GIVING DIRECT ORDERS TO INDIVIDUAL WORKERS• DOING WORK YOURSELF
FUNCTIONAL MANAGER
• THINKING STRATEGICALLY• KNOW WHAT COMPETITORS ARE DOING AND STRATEGIZE
TO DO BETTER THAN COMPETITORS • LONG TERM VIEW• THINK LIKE A BUSINESS PERSON NOT AS A FUNCTIONARY • “SHOULD WE DO IT” NOT JUST “DOING IT BETTER”• IDENTIFY BROKEN OR NON-EXISTENT PROCESSES• KEEPING ABREAST WITH STATE-OF-THE-ART
• HOW DOES MY FUNCTION CONTRIBUTE TO OUR COMPETITIVE ADVANTAGE?
• HOW IS MONEY MADE IN THIS BUSINESS?
FUNCTIONAL MANAGER
BUSINESS MANAGER
• DEVELOP PROFIT PERSPECTIVE• INNOVATE • AUTONOMY WHICH IS LIBERATING• CLEAR LINK BETWEEN EFFORT & RESULT• BALANCE FUTURE GOALS AND PRESENT NEEDS• RESERVE TIME FOR REFLECTION AND ANALYSES • KEEP TIME FOR – STRATEGIC THINKING – MEETING CUSTOMERS
GROUP MANAGER
• 50% TIME COACHING, 25% STRATEGIZING • DON’T MEDDLE• SUCCESS OF BUSINESS MANAGERS, NOT JUST BUSINESS• 1/3RD TIME ON CORPORATE MATTERS• RIGHT COLLECTION OF BUSINESS• THINK IN TERMS OF COMMUNITY, INDUSTRY, GOVERNMENT,
CEREMONIAL ACTIVITIES
GROUP MANAGER
• HELP BUSINESS MANAGER DEVELOP THEIR STRATEGY, BUT NOT DEVELOP FOR THEM
• PROTECT THE BRAND• EVALUATING PROJECTS • THINKING AND STRATEGIZING ABOUT WHAT’S “INVISIBLE”• HOW CAN WE GROW?• HOW CAN WE MAINTAIN OUR COMPETITIVE ADVANTAGE?• IS OUR POSITIONING RIGHT?• ARE WE REACHING THE RIGHT BUSINESS SEGMENTS?• THOUGHT LEADERSHIP
ENTERPRISE MANAGER –CEO
• LONG TERM VISIONARY THINKER • PERFORMANCE DEPENDS ON 3-4 HIGH LEVEL DECISIONS
ANNUALLY • DEEP THINKING • RISK TAKING • “LETTING GO” • FOCUS ON THE WHOLE • ASSEMBLE A TEAM OF HIGH ACHIEVING AND AMBITIOUS
DIRECT REPORTS • IDENTIFYING LEADERSHIP CANDIDATES EARLY • GIVE TOUGH ASSIGNMENTS TO DEVELOP AND TEST TALENT• INSPIRING THE ENTIRE EMPLOYEE POPULATION USING
VARIOUS COMMUNICATION TOOLS
ENTERPRISE MANAGER –CEO
• SPEND TIME ON TOMORROW AS WELL AS TODAY• DO I KNOW WHAT’S GOING ON?• ARE PEOPLE TELLING ME THE BAD NEWS?• SOLICITING A BROAD RANGE OF OPINION• HOW GOOD ARE WE AT SELECTING RIGHT PEOPLE?• HOW CANDID ARE WE ABOUT GIVING RIGHT FEEDBACK?• HOW TIMELY ARE WE TO END MISMATCH BETWEEN JOBS
AND PEOPLE?• HELP PEOPLE ACHIEVE THE FULL POTENTIAL – POTENTIAL IS
A MOVING TARGET• RETAINING HIGH PERFORMERS, MOVING THEM FASTER,
REWARDING
PASSAGE ONE
PASSAGE THREE
PASSAGE FIVE
PASSAGE TWO
PASSAGE FOUR
PASSAGE SIX
MANAGE SELF
MANAGE MANAGERS
BUSINESS MANAGERS
ENTERPRISE MANAGERS
GROUP MANAGER
FUNCTIONAL MANAGER
MANAGE OTHERS
GENERAL• WHAT DOES A PERSON DO FIRST THING IN THE DAY, WHO HE
MEETS AND WHAT TYPE OF WORK DOES HE ATTEND TO• IF PEOPLE LEARN THE RIGHT VALUE AND TIME APPLICATION,
SKILLS USUALLY FOLLOW• USING 360° FEEDBACK • AVOID CALENDAR FULL OF OPERATIONAL MEETINGS, NO
TIME FOR STRATEGIC THINKING, ANALYSIS AND PLANNING• ONCE PEOPLE REACH FULL PERFORMANCE, TEST THEM TO
SEE WHETHER THEY CAN HANDLE ADDITIONAL RESPONSIBILITIES
GENERAL• THREE CATEGORIES OF POTENTIAL – MASTERY POTENTIAL - ABLE TO DO THE SAME
KIND OF WORK CURRENTLY BEING DONE, ONLY BETTER
– GROWTH POTENTIAL - ABLE TO DO THE WORK OF BIGGER JOBS AT THE SAME LEVEL
– TURN POTENTIAL - ABLE TO DO THE WORK AT THE NEXT LEVEL
GENERAL
• “ SUCCESS IS NEVER FINAL”• COMPANIES CAN FAIL OR FAIL TO GROW IF PEOPLE DO NOT
MAKE THE APPROPRIATE LEADERSHIP PASSAGES
PASSAGE ONE
PASSAGE THREE
PASSAGE FIVE
PASSAGE TWO
PASSAGE FOUR
PASSAGE SIX
MANAGE SELF
MANAGE MANAGERS
BUSINESS MANAGERS
ENTERPRISE MANAGERS
GROUP MANAGER
FUNCTIONAL MANAGER
MANAGE OTHERS