LEADERSHIP AND PEOPLE MANAGEMENT

1. LEADERSHIP AND PEOPLE MANAGEMENT K2USA www.k2usa.info

2. Slides www.paoloruggeri.net

3. Generating Value

4. Comfort Zone Uncomfortable = = ConsumingvalueCreatingvalue

5. OUT OF THE COMFORT ZONE

6. SOMETIMES THINGS ARE NOT AS THEY APPEAR

8. Are the colors of Square A and Square B the same???

10. MANY OF THE PRACTICE AND ATTITUDES THAT BRING ABOUT PROSPERITY ARE COUNTER – INTUITIVE, THAT IS TO SAY APPARENTLY GOING AGAINST LOGIC

11. Wealth Distribution • 20% of the people  80% of the wealth • 80% of the people  20% of the wealth

12. 3 Strategies OPEN SOURCE MANAGEMENT www.k2usa.info

13. DIFFICULTIES WITH PEOPLE

14. Control • To get things to go as you wish (the ability to influence something positively)

15. Responsibility • THE FEELING OF BEING THE ONLY ONE IN CHARGE OF SOMETHING • = • THE ABILITY TO SEE ONESELF AS “THE CAUSE”

16. CAUSE (=Source Point) EFFECT (=Receipt Point) PROBLEM

17. Cause and Effect To solve a problem or to handle succesfully a situation we need to see ourselves as “the cause” of such situation. • If we aren’t able to do it, it is the situation that is controlling us. • If we are not capable of seeing ourselves as «the cause» of the performance of our employees, we are indeed leaving the control to them. Case history scuola

18. The Scale of Effectiveness • EXTERNAL CONTROL Someone who thinks that all her life and misfortunes are or have been dependent upon others and circumstances • CONTROL SOLELY OF ONE’S ACTIONS One sees herself as the cause only of the activities performed directly but cannot accept blame for other people mistakes or for what happens outside the company. • She will not reach her goals • INTERNAL CONTROL Sees herself as the cause of her actions but also as the cause of other people actions and activities.

19. EMOTIONAL RESPONSES Enthusiasm Cheerfulness Logical Boredom Hostile Anger Resentment Anxious Sad Apathy

20. One of the fastest way to fail is to associate yourself with someone competent yet critical

21. LEARN HOW TO MOTIVATE OTHERS

22. Exercise 1. Good working conditions 2. To feel involved in work related problems 3. Non oppressive discipline 4. Full appreciation for the work done 5. Management loyalty toward the staff 6. Good salary level 7. Job Promotions and growing with the company 8. Understanding and concern for employee’s personal problems 9. Job Security 10. Interesting Work

23. WHAT DO THEY WANT • Full appreciation for the work done (PRAISE) • To feel involved in work related problems • Understanding and concern for employee’s personal problems • Salary and commissions • Job Security • Interesting Work • Job Promotions and growing with the company • Management loyalty toward the staff • Good working conditions 10. Non oppressive discipline

24. Praise Often • Involve People • Interested genuinely in the success of others

25. MOTIVATION Get someone to demonstrate his competence and capabilities YOU ARE THE COACH!

26. MANAGER ORIENTATION • From : • Manager who does the job • to • Manager who gets others to do the job, Manager who creates capable people

27. Internal Customers Needs Tangible Intangible Salary Salary Wages Praise Bonuses Engagement Projects Genuine Interest Hard Factors Soft Factors

28. HIRE GREAT PEOPLE • Dont hire when you need it. Always looking. • Character is more importance than competence

29. ADD NEW EARNING ABILITIES • In times of change learners inherit the earth; while the learned find themselves beautifully equipped to deal with a world that no longer exists. – Eric Hoffer