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Building Your Management Team

Learn how to build a successful management team in cooperatives, including succession planning, training, and choosing a new general manager. Discover the key characteristics of innovative managers and the expectations between managers and the board.

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Building Your Management Team

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  1. Building Your Management Team Leon Stejskal The Triangle Companies, Enid Oklahoma “The most successful managers are developed from within the cooperative system.” (USDA 21 Century Taskforce Report)

  2. Well Equipped Managers Contributes to Cooperative Performance • A sound financial basis • Good leadership • A sound source of information about the cooperative, its employees, and its customers The manager defines whether the cooperative will move forward and carry out the long range goals of the cooperative or if it will stand still and be passed by more aggressive cooperatives.

  3. Managing Today’s Cooperative is More Challenging • Multiple locations • Shrinking Margins • New enterprises • Joint ventures • Alliances

  4. The Management Team Board of Directors General Manager Mid-Level Management Team

  5. Building a Winning Team • The Board has one employee: The General Manager • But the board helps build a winning management team • Policy • Compensation structure and benefits • Planning to meet future management needs

  6. The Board’s Role in Building the Management Team • Encouraging the manager to develop job descriptions and performance standards for all employees • Promote and fund education for mid-level managers • Planning for Smooth Management Transitions • Recruit and Select a New Manager

  7. Developing Mid-level Manager • Successful cooperatives constantly plan for succession • Developing mid-level managers increases your chances of finding a qualified manager • Cooperatives who plan for succession gain better employees in the process

  8. Mid-Manager Development • Industry meetings and educational programs • Leadership retreats and seminars • Specific technical training • Books, manuals, videos and other resource material • Coaching • Managing special projects

  9. Developing Succession Plans for Management Positions • List the essential skills and experiences for each position • Identify employees with some potential to fill each position • Develop a plan to develop the skills and experiences • Formal training • Job rotation • Mentoring

  10. Succession Plan for the General Manager Position • Establish a chain of command for anytime the manager is unable to serve • Establish and document systems and procedures so that other can find information in an emergency general manager absence • Actively prepare through training, coaching and develop one candidate for interim manager • But don’t tell anyone that they are in-line for the General Manager job.

  11. Selecting New Management

  12. Selecting the General Manager • It is one of the board’s primary responsibilities to select the CEO • The selection process should begin as soon as the former CEO announces his decision to leave for whatever reasons. • The process will vary depending on the cooperative size and type.

  13. Steps in Choosing a New CEO • Choose a selection committee • Possibly hire an outside firm to help in screening the candidates. • Use the Job Description and Standards of Performance to Limit Candidates • Choose the top internal and external candidates to bring before the whole board • Choose a final candidate that best fits your organization.

  14. New Manager Training • Be sure the new manager understands what the job duties before accepting the job. • In some cases there may be advantages for the incoming manager to work with the out-going manager for a period of time. • There are formal manager training programs.

  15. Characteristics of Innovative Managers When selecting and training a new manager look for people who are: • Comfortable with Change • Clear in their Direction • Thorough • Participative in their Management Style • Persuasive • Persistent • Discrete

  16. What the Manager Expects from the Board • Set management goals • Gives fair and honest evaluation • Comes to meetings prepared • Acts decisively • Supports, trusts and respects manager • Provides necessary resources • Sets firms but clear policies; • Reviews periodically • Holds planning sessions • Is available

  17. Board Expectations of Management • Committed to co-op ideals • Respectful of the board • Communicator • Results-oriented • Innovative • Decisive • Leader • Listener • Open-minded and progressive • Team player • Educator

  18. What a Well Equipped Manager Contributes to Cooperative Performance • A sound financial basis • Good leadership • A sound source of information about the cooperative, its employees, and its customers The manager defines whether the cooperative will move forward and carry out the long range goals of the cooperative or if it will stand still and be passed by more aggressive cooperatives.

  19. Conclusion The most successful managers are developed from within the cooperative system! The board can help create a winning management team!

  20. Questions

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