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Empowering Line Managers for Organizational Success

This comprehensive guide explores the roles and responsibilities of line managers, including leadership, coaching, mentoring, training, and counseling. Learn the distinctions between transformational and transactional leadership styles and the importance of influencing towards achieving goals. Discover the qualities that make an exceptional leader, the difference between a manager and a leader, and the benefits of coaching and mentoring in the workplace. Uncover the key responsibilities of line managers, such as developing positive attitudes, identifying training needs, maintaining discipline, and promoting employee welfare. Gain insights into effective staff supervision techniques and enhancing organizational performance.

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Empowering Line Managers for Organizational Success

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  1. Roles & Responsibilities of Line Managers

  2. Roles we play … • Leader • Coacher, Mentor • Trainer • Counsellor

  3. Staff Supervision ... • Earlier approaches • Forceful • Managing people • Leading staff Transformational Leadership Transactional

  4. Leadership... Ability to influence a group towards achievement of goals

  5. Transformational Leader

  6. Transactional Leader

  7. Administration A Copy Maintain Focus on systems Relies on control Ask how and when Accept the status quo Short range view Innovation Original Develop Focus on people inspires on trust Ask what and why Challenges the status quo Long range vision Manager Vs Leader

  8. Leader… • Imagination • Intuition • Insight

  9. To be an exceptional leader… • Humility • Competence • Approachability • Discipline • Conviction

  10. To be an exceptional leader… • Decisiveness • Knowledge • Direction • Clarity • Charisma

  11. Coaching,Mentoring Coaching is… "a process that enables learning and development to occur and thus performance to improve through a variety of styles, skills and techniques, appropriate to the context in which the coaching takes place" Processes that enable individuals to achieve their full potential

  12. Mentoring is..."off-line help by one person to another in making significant transitions in knowledge, work or thinking" • Performance Coaching & Mentoring • Skills Coaching & Mentoring • Personal Coaching & Mentoring

  13. Trainer • Identifying T&D needs • Arrangement of suitable training • Development plans & strategies • Review plans • Reinforcement • Follow up action • Impact Evaluation

  14. Benefits • Increased job satisfaction • Increased employee motivation • Increased efficiencies in processes • Increased innovation • Enhanced company image • Increased capacity to adopt new technologies and methods

  15. Counselor Counseling… any relationship in which one person is helping another person to better understand and solve some problem

  16. People are helped to… • express themselves • identify, sort-out, clarify their problem • identify non-helpful patterns • learn, more helpful coping skills • identify and achieve goals

  17. Need for counseling • Anger • Anxiety • Codependence • Denial • Defenses • Shame

  18. Benefits • Improved communication • Optimum stress levels • Developed self esteem/image • Optimum conflict levels • Improved teamwork

  19. Responsibilities… • Developing positive attitudes and behaviour • Identifying Training and Development needs • Maintaining discipline

  20. Identifying future potential of employees and career guidance • Managing performance and providing performance feedback • Identify employee needs and take necessary measures • Working environment • Welfare facilities • Recreational

  21. Thank You Nishantha Ratnayake HS/MPPL HR Division - 605

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