People Management Excellence

1. People Management Excellence making tomorrow a better place People Management Excellence

2. Objectives • Understand the role and skills necessary to be a motivated manager of people • Identify their personal management style • Recognise the importance of Carillion’s Performance Management Process • Understand the impact of positive coaching and feedback skills • Recognise the benefits of effective communication • Identify and create SMART objectives People Management Excellence

3. People Management Excellence Toolkit Annual Salary Reviews Role Profiles Induction Training Coaching & Mentoring Values Equality & Diversity Team Talks The Great Debate Delegated Authorities Carillion Policies Hints & Tips Mandatory Requirements Framework PDR Performance Rating SMART Objectives One-to-one Meetings Personal Development Plans A framework for excellence People Management Excellence

4. Its all about excellent management People Management Excellence

5. The Best Manager I Have Known • what were they doing? • how did they communicate? • what did they do with your opinions? • how available were they? • what did others think of them? People Management Excellence

6. Leadership Focus Task Team Individual People Management Excellence

7. International Leadership Qualities People Management Excellence

8. 5 Practices of the Successful Leader • Model the Way, be an example • Shared Vision, forward looking • Challenge the Process, change things for the better • Enable Others to Act, believing in and equipping people • Encourage the Heart, supporting, thanking, stretching People Management Excellence

9. Defining the right direction People Management Excellence

10. SMART Objectives • Specific • Measurable • Achievable • Relevant • Timescales People Management Excellence

11. Setting Objectives Objectives for Work Tasks Objectives to establish Carillion Values Objectives to ensure People Success People Management Excellence

12. Carillion Objectives People Management Excellence

13. Keeping our people on track People Management Excellence

14. Management Strategy • Attract • Develop • Retain what makes you attractive as a manager ? People Management Excellence

15. Levels of Engagement People Management Excellence

16. Developing People • Keeping People on Track • Stretching & Improving People Management Excellence

17. Organising our Feedback • how often should we give feedback? • should we diary our feedback? • how can we ensure that we ‘catch people doing something right’? • how do we avoid surprises at the Performance Review? People Management Excellence

18. Successful Performance Review customer feedback • building rapport measurements in flight feedback scheduled 1 – 1s • peer feedback • team meetings Performance Review People Management Excellence

19. Giving Informal Feedback to encourage to adjust • I’d like to thank you for • This is what happened • This is what you contributed • This is the effect • This is what happened • This is the effect • It could have improved by (ask/tell?) • Next time could you consider when, where and why People Management Excellence

20. Performance Scales People Management Excellence

21. Dealing with difficult situations People Management Excellence

22. Confrontation • based on facts • specific, with examples • observed not assumed prioritise , avoid ‘and another thing …’ People Management Excellence

23. Giving Negative Feedback • this is what happened • this is the immediate effect • if it continues to happen this is the long term effect • we need to agree a way forward • what is your suggestion? People Management Excellence

24. Tips on Negative Feedback • choose time and place • be prepared, get evidence • cut to the chase • let them speak • focus on behaviour that can be changed • don’t make value judgements • one at a time People Management Excellence

25. Proactively developing our people People Management Excellence

26. Coaching Style fit approach to person and situation People Management Excellence

27. Assessing if Counselling is Required • don’t be nervous. encourage the other person to talk • look for excesses of emotion and inability to use logic • make an assessment of the severity of the case, and decide whether to continue coaching or whether to recommend specialist help • always Empathise, never Excuse if counselling is appropriate be decisive, agree actions and follow up People Management Excellence

28. Directive Coaching • Skills List: • planning & preparation • technical knowledge • clear & specific skills goals • presentation of information • break knowledge into chunks • after each chunk apply a check of understanding • allow time for practice • review progress use if answers reside in the coach and not in the coachee People Management Excellence

29. Non-Directive Coaching (GROW) • Skills List: • planning & preparation • active listening • open questions • reflecting • summarising • tolerance of imperfection • Goal • agree topic and specific objectives • Reality • where are we, invite self assessment with examples • Options • how can we get there, their suggestions your suggestions • Wrap Up • identify next steps and support use if answers reside in the coach and in the coachee People Management Excellence

30. Planning our Coaching People Management Excellence

31. Bringing it all together People Management Excellence

32. Next Steps • 3 things to apply back in the workplace in partnership with Goodfoot www.goodfoot.co.uk +44 (0) 115 925 6130 People Management Excellence

33. For a copy of the PME guide – please visit: www.goodfoot.co.uk/downloads/skyblue.aspx password: norman Thank you.