How to Evaluate How Well You Use the 7 Timeless Vital Skills Every Manager Needs to Master

Due to their organizations needing to adapt to a rapidly changing business environment, today’s Managers and Supervisors face what at times can seem to be a host of overwhelming challenges, such as managing larger staffs and facing increased demands on their time from both above and below. To survive and thrive in this type of climate, it’s vital that Managers and Supervisors master 7 vital day-to-day skills that have proven timeless in their importance. These are:

  • Designing and Running Better Meetings
  • Holding Effective Team Discussions
  • Delegating Work Successfully
  • Managing Projects
  • Time Management
  • Coaching Employees
  • Leading Effectively

How to Evaluate How Well You Use Them

One of the best ways to evaluate how well you use each of these 7 skill areas is to test them against your own experience.

To start, look at your typical day.  How often do you need to use these skills?  Do you encounter situations that call on them over and over, probably each day?  Next, look at either today or the last few days.  What went right, what went wrong?  Which of the items you noted related to one or more of the 7 skills?  Many of you will probably be able to easily identify how use of these skills, of non-use of them, probably made a big difference.

If any of the 7 skills did make a big difference, look at the descriptions of the areas you need to master in each skill area described below.  Which of these areas are you doing well, and which do you need to develop or enhance?   This gives you a basis for developing your own development plan.  For those areas that you need to improve locate the “Manager’s Toolkit” e-handbook from KAW Consulting (see below) that walks you step-by-step on how to learn and apply the skills in the area you want to enhance.

Following is a list of the major skills needed to be successful in each area.

Designing and Running Better Meetings

Meetings are a vital part of a Managers or Supervisors day.  Yet, many seem to fail.  In fact, a major survey revealed that 70% of employees feel the meetings they attend are a waste of time.  Consequently it’s important that as a Manager or Supervisor understand:

  • What makes meetings succeed, and why many fail
  • The crucial roles that need to be filled in each meeting
  • How to use 8 basic steps to design an Effective Meetings
  • How to use some basic tips for Running an Effective Meeting
  • How to deal with common problems that can derail a meeting such as:

–    Stares and Silence

–    Negative Remarks

–    Separate Agendas

–    One person trying to dominate the discussion

Holding Effective Team Discussions

Look at the types of discussions that Managers and Supervisors hold with their teams and you’ll find they often fall into 5 areas.  Consequently, Managers and Supervisors need to be able to effectively hold discussions with their teams to:

  • Brainstorm ideas
  • Solve Problems
  • Make Decisions
  • Plan Tasks
  • Set Goals

Delegating Work Successfully

Not only do Managers and Supervisors have to manage larger staffs, they’re also expected to make sure that their staffs are more and more productive.  This means of course that the Managers and Supervisors are skilled at the art of delegating work.  Skills in this area include:

  • Identifying what tasks to delegate
  • Identifying the right people to delegate to
  • Identifying the level of delegation that the Manager is comfortable with
  • Determining what the person doing the task needs, so they can deliver the results the Manager/Supervisor expects.
  • Conducting the needed follow-up to stay on top of the person’s progress.

Managing Projects

More and more Managers and Supervisors are asked to take a lead role in managing special projects.  This can mean having to develop and use a whole new skill set which includes:

  • Defining the project’s scope, objectives, deliverables, critical success factors, resource needs, and collaboration requirements.

  • Breaking the work down into its major work blocks and tasks.

  • Developing an easy to use project schedule

  • Monitoring the project’s status and what to do if it’s off course.

Coaching Employees

One of the implications of managing larger staffs is that individual staff members are going to need to be increasingly self managed.  Consequently, it’s vital that Managers and Supervisors know how to provide each staff member with effective coaching to help them be as productive as possible.  To coach effectively, a Manager/Supervisor needs to be able to:

  • Establish the groundwork to have an effective coaching relationship with their employees.
  • Determine expected performance levels for their employees’ major tasks and responsibilities.
  • Analyze their employees’ current level of performance against expected levels, and identity areas needed improvement.
  • Hold an effective coaching discussion to provide employees with feedback on how they are doing, and develop plans for making needed improvements.

Time Management

Of course to be able to apply any of these skills and meet the heavy demands being placed on them, Managers and Supervisors need to become good managers of their time.  To do so, they need to become adept at:

  • Analyzing their job and identifying what to focus on to achieve both what’s expected and their own personal goals.

  • Developing an ideal picture of how to allocate their time between their various activities.

  • Analyzing how they’re currently spending their time and identifying the gaps from their ideal picture.

  • Developing weekly and daily schedules so they focus their time on the activities needed to achieve their goals.

  • Dealing with time management challenges such as unexpected interruptions, non critical phone calls, high volumes of e-mail, and unproductive meetings.

Effective Leadership

Ultimately, in the eyes of your followers and those who evaluate you as a Manager or Supervisor, it comes down to their perception of you as a Leader.  Consequently it’s vital that you understand what make leadership efforts succeed and why they fail.  That way you can focus your attention on doing the things necessary to make them succeed, and keep from overlooking some of the common reasons for failure.

Leadership efforts that succeed usually contain 8 key elements.  These are:

  • Being proactive and willing to act.
  • Setting and communicating a clear vision and direction.
  • Establishing and maintaining credibility with the people you’re trying to lead.
  • Getting commitment.
  • Setting the example.
  • Empowering others to do what needs to be done.
  • Confronting and overcoming barriers and obstacles.
  • Managing accomplishment of day-to-day efforts.

On the other hand, leadership efforts that fail, usually don’t meet all of these criteria.  They are often lacking, and seriously so in one of the key areas.

How to Learn These Vital Skills

To help you learn and use these vital skills, KAW Consulting developed the “Manager’s Toolkit”,  a set of electronic handbooks  that guide Managers and Supervisors step by step through each of the processes used in the 7 basic skill areas.

Unlike most books on the 7 key skill areas, that are too complicated and hard to understand, the “Manager’s Toolkit” handbooks are exactly the opposite. They’re written in easy to understand language that walks the Manager or Supervisor step by step through the processes needed to apply each of the 7 key skills.   Many even include sample forms and checklists.

Like any great handbook, the handbooks in the “Manager’s Toolkit” are something meant to be used over and over again. And because they’re electronic,  Managers and Supervisors can always have them readily accessible.  Just call up a handbook and it’s ready to use.

Now Available in Both Kindle and PDF formats.

To meet the demands of our both our U.S. and global users, the following titles in the “Manager’s Toolkit” are on now Kindle:

  • “Meetings That Work”
  • Team Discussion Frameworks”
  • “Delegating for Results”
  • “Coaching Skills for Managers and Supervisors”
  • “Project Management for Managers and Supervisors”
  • “Time Management for Managers and Supervisors”, and
  • “The Leadership Framework”.

Both U.S. and International users can purchase them from Amazon.

Because they are on Kindle, you can use Amazon’s Kindle App to store each either on your iPad, iPhone, Android, Windows Phone or other appropriate mobile device and have it readily accessible whenever you them.

For information on these Kindle versions either click the applicable link below, or visit your applicable Amazon website and input the appropriate title  in the search criteria.

For “Meetings That Work” click here

For “Team Discussion Frameworks” click here

For “Delegating For Results”  click here

For “Coaching Skills for Managers and Supervisors” click here

For “Project Management for Managers and Supervisors”click here.

For “Time Management for Managers and Supervisors”click here.

For “The Leadership Framework” click here

PDF Versions

U.S. users, can enjoy the added benefits of the PDF versions.   You can store these handbooks on your computer so you have them accessible each time you need one. They include hyperlinks so you can jump right to the page or section you need without having to spend time scrolling through unneeded pages. If you want hard copy you can print what you need.

You can purchase single copies or share with additional users by purchasing additional licenses. This makes it easy for organizations to increase the productivity of their staffs.

 We’ve also made these handbooks very easy to afford and purchase. The most expensive single copy is $21.95.   You can purchase directly online and start using right away.

Sharing with additional users across your organization is also easy–just purchase additional licenses (also available online) and send the handbooks out by e-mail.

To view samples of each handbook, and to learn how to purchase copies, click here.

Note: PDF versions available to U.S. purchasers only at this time.  International users can purchase available Kindle Versions.

 

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6 Key Steps in Designing an Effective Employee Training Program

Designing an effective training and development program starts with a good plan.  As with any type of major project, there are a lot of moving pieces to keep track of, and without a good plan it can be difficult to make sure that the design of your program accomplishes the objectives it’s supposed to, and that everything’s in place when you need it.  To help you develop an effective plan for designing your training program, this article discusses 6 key steps that experts say a training plan should include.

Step 1: Identify the Real Need for Training and Desired Changes in Behavior

Often requests for training come in general terms that are more prescriptions on solving a problem than a real training need. Because there’s a problem, the assumption is that training is the best and perhaps only way to solve it.  That may or may not be the case. A real training need is where:

    • Someone needs to learn or enhance their knowledge about a subject.

or

    • Learn a new skill or enhance their existing skill level so they can do something better once they’ve mastered the material.

and

    •  The problem that caused the request for training can’t be solved by an easier method. (See the discussion below for alternatives to training.)

To help determine if training is appropriate, start by getting some background on why the person requesting a training program is doing so, and identifying the performance gaps or shortfalls that are happening.  To do so, ask these kinds of questions:

    • What is the actual thing that needs to be done or behavior that needs to occur?
    • What level of performance is required?
    • How can you measure success or failure?
    • What’s the gap at the present level from the desired level?
    • What does someone need to know to be able to perform at the desired level?
    • What does someone need to be able to do?
    • How can they demonstrate they know how to do it?

Once you’ve identified the desired performance and existing shortfall, you can analyze whether training is really the answer, or if there’s a more appropriate way of solving the problem.  Questions to ask include:

    • Can the problem be solved by using better tools or equipment?  This can include computer hardware and software, use of apps in mobile devices, etc.
    • Are the needed procedures written and easily accessible?
    • Would access to information solve the problem via a simple job aid?

If you find that the answer to solving the performance problem lies in using one of these alternative methods, you can recommend going in that direction and avoid unnecessary training.

Step 2: Define the program’s scope and objectives

If after going through the analysis, you decide that training is appropriate, you need to carefully define what the program will cover and its objectives.  It’s often easiest to start by defining the objectives and then making sure that the scope covers what’s necessary for participants to learn to meet these objectives.  To determine the objectives for the program, ask these types of questions:

    • What’s the overall goal for the program?  Examples may be something like “the goal of this workshop is to help participants learn how to effectively delegate tasks and responsibilities”.
    • Specifically, what will the participant be able to do after mastering the material covered in the training?  Use specific actions to describe what you want people to be able to do, such as:
      • Identify appropriate tasks and responsibilities to delegate.
      • Use procedures covered in the course to do something specific.
      • Describe something they’ve learned to someone else”, etc.

A common list of descriptions for various levels of learning is Bloom’s Taxonomy.   It provides categories describing what someone can do with the material they’ve learned ranging from simply recalling it to using it to create something new.

Note: Old Dominion University has an easy to use list of these descriptions available at http://www.odu.edu/educ/roverbau/Bloom/blooms_taxonomy.htm.

Step 3: Develop a High Level Design

Once you’ve defined that program’s scope and objectives, you should develop an overall program design.  Start by identifying the major topic areas based on what you’ve identified the participants need to learn.  Then identify appropriate instructional methods (lecture, presentation, group discussion, self instruction, etc.) and appropriate exercises or opportunities for practice.  To summarize the design, it’s often helpful to prepare a course description that covers:

    • The General Purpose of the Program
    • The Length
    • The Target Audience
    • Name of the  Management Sponsor(s)
    • List of Topics
    • Learning Objectives
    • Format of the Program
      • Live classroom with all learners present in same location.
      • Online classroom where learners can participate from multiple locations.
      • E-learning offline
      • Etc.
    • Principal Instructional Methods
      • Formal Presentation and how it will be done (lecture, slides, demonstrations, videos, etc.)
      • Types of Exercises or Opportunities for Practice
    • Modules and Topics in each Module
    • Participant Materials if any
    • Content of Leader’s Guide

This description can be extremely helpful in getting agreement and buy-in/support for your program and agreement on the design from the people requesting it before you start development.  It can also serve as a useful tool to help potential participants evaluate if the program will be beneficial for them to attend.

Step 4: Design of Instructional Materials

Based on your overall design, you need to develop a detailed plan for the program’s instructional materials. Examples of instructional materials include:

    • Lecture/Presentation often using visual aids such as PowerPoint slides, chart pads, videos, etc.
    • Physical demonstrations of how to do something.
    • Exercises such as subgroup discussions, role plays, case studies, individual practice, etc.

Most programs use a mix.  A short lecture or presentation may be used to go over key concepts, followed by the participants putting what’s been covered to use in an exercise, for example.  Or the leader may give a demonstration and then have participants try it on their own.  In general the appropriate type and mix of instructional materials need to:

    • Be based on the participants’ present level of understanding or ability.
    • Cover how to do things in the desired manner.
    • Contain practical information on how to apply the learning in the real world situations that participants are going to face.
    • Present information in bite sized chunks so participants don’t get overwhelmed.
    • Provide sufficient opportunity for practice.
    • Include appropriate support materials that the learner can refer to afterwards.

Step 5: A Way of Evaluating the Program’s Effectiveness

In today’s tight economy, with the focus on the bottom line, it’s essential that you have a plan for evaluating the program’s effectiveness.  These measures need to be easy to understand and convey useful information on whether participants are learning and using the material covered in the program in the way you envisioned.  For years, experts have suggested measuring program effectiveness in 4 quadrants known as the Kirkpatrick model.  In simple terms they measure:

    • Participants’ immediate reaction to the training.  Did they like it? Did they find it effective, etc.
    • Participants’ grasp of the material.
    • The level of usage back at work.
    • Whether the desired results are being achieved by using the learning, and the accompanying return on investment.

Step 6: Develop A Project Plan

Now that you have an understanding of the first 5 key steps of designing a training program, you need to develop an actual project plan to accomplish them.  The plan needs to reflect principal work tasks, who needs to be involved and their level of involvement, schedules for completing tasks, budget amounts, etc. Some of the major work blocks to include in the plan are:

    • Needs Analysis
    • Program Scope & Objectives Definition
    • Program Design
    • Design and preparation of Instructional Materials
    • Preparation of Leader’s Guides
    • Logistics
    • Facilitator Training
    • Program Facilitation
    • Plan for Evaluation

Where to Learn More

There are several resources you can go to get additional information.

Samples:  You can see samples of KAW Consulting’s Off-the-Shelf programs developed using these methods.

Click Here for information on “Delegating For Results”

Click Here for information on “The New Supervisor” 

Note: Courses Available to U.S. Purchasers Only.

Books:  A few books to look at include:

Training Design Basics (ASTD Training Basics) by Saul Carliner  Amazon

Adult Learning Basics (ASTD Training Basics Series) by William J. Rothwell Amazon

Evaluating Training Programs: The Four Levels by Donald L. Kirkpatrick PhD. And James D. Kirkpatrick

Amazon

How to Hold Better Team Meetings

Add “TEAM DISCUSSION FRAMEWORKS” TO YOUR MOBILE MANAGER’S TOOLKIT. How to order Kindle version of “TEAM DISCUSSION FRAMEWORKS” and have it available whenever and wherever you need it to help you hold productive team meetings.

As part of their work, teams need to be able to successfully generate ideas, set goals, solve problems, make decisions, plan tasks and understand individual and shared perspectives.  Discussing these items effectively is often the difference between a team succeeding or failing.  Too often, however, teams find themselves facing these important types of discussions without any guidance on how to approach them.  The result can be a team meeting that ends in frustration, with a team that doesn’t make the progress needed to move forward.

To help teams manage their way through these important discussions, KAW Consulting developed “TEAM DISCUSSION FRAMEWORKS”, an e-handbook that guides you step-by-step through 6 of the most important types of team discussions.  These are:

  • Brainstorming
  • Problem Solving
  • Decision Making
  • Task Planning
  • Goal Setting
  • Communications/Understanding

To help you understand when to use each Framework, also included are sample uses of each.

AVAILABLE GLOBALLY FROM AMAZON FOR KINDLE

Designed specifically for e-book users, “TEAM DISCUSSION FRAMEWORKS” can be kept as a handy reference on all your devices that support Kindle reading apps. These include most smart phones, tablets and computers, and of course, Kindle devices. This allows you to have “TEAM DISCUSSION FRAMEWORKS”  handy whenever you need it, whether planning a team meeting, or if you’re in the middle of a meeting and need to decide how to discuss one of the 6 areas.

HOW TO ORDER

Both U.S. and Global users can order the  Kindle Version of the “TEAM DISCUSSION FRAMEWORKS” from AMAZON.   For information on how to do so,  either click the applicable link below, or visit your applicable Amazon website and input TEAM DISCUSSION FRAMEWORKS in the search criteria.

Amazon U.S. click here.

Amazon.co.uk click here.

Amazon.de click here

Amazon.fr click here

Amazon.es click here

Amazon.it click here

Amazon.co.jp click here

Amazon.com.br click here

Amazon.ca click here

Amazon.in click here

Amazon.com.au click here

Thank Your Customers or Clients by Giving Them The Gift of Productivity.

Learn how to use the “Manager’s Toolkit” as a great thank you gift for your special clients and customers.

 

Looking for a great way to both say thank you and make a great impression on your special clients and customers?  Give them a gift that they can use to become more effective in their own jobs.

One easy way to do this, is to give them a special book on a topic they’ve expressed interest in during your various conversations.  As part of developing the close relationship that has led to you doing business together, you’ve most likely shared some of the challenges they confront in their jobs.  Consequently, if you run across something that would be helpful in meeting these challenges, it’s great to be able to share it with them.  If your customer is in Management, for example, they probably face many of the same challenges that Managers face in just about any business, so anything that you can provide to help them meet these challenges would probably be seen as very helpful, and a sign that you understand and appreciate their needs. Consequently, if you’ve found a book that you found very helpful, it would be great to give them a copy of it as well.

While this may not seem to be a big deal, it can provide tremendous benefits.  As part of our consulting activities over the years, we received some tremendous books from our clients that not only broadened our horizons about new topics such as marketing, sales and human resources, but also became important resources used in future major projects.

Realizing this, one of the uses we envisioned for our “Manager’s Toolkit” series, was a set of resources that could help people meet the basic challenges that almost everybody faces as part of their day-to-day business activity.  Available from Amazon, they can be easily shared between colleagues, and make great ways to say thanks, and perhaps promote future great discussions on how they helped.

Giving them as gift is extremely easy.  All you have to do is go to Amazon, find the  book you want in the Kindle Store and send it as a gift.  You’ll just need the person’s e-mail.  You can even specify a delivery date and enclose a personal note.

 

ABOUT THE “MANAGER’S TOOLKIT”

In today’s challenging economy, organizations need to find ways to substantially boost their Managers’ and Supervisors’ productivity.  Fortunately, there is an amazingly simple way of doing so with the “Manager’s Toolkit”electronic handbooks  developed by KAW Consulting.  Available globally for Kindle via Amazon these handbooks help Managers and Supervisors deal with their most challenging tasks.  Developed for today’s mobile environment, Managers and Supervisors can store them either on their Kindle or Kindle app on their iPad, iPhone, Android, Windows Phone, or other appropriate tablet or computer, and have them readily accessible whenever they confront one of these challenges.

The 5 common challenges facing Managers and Supervisors  

Regardless of their function (accounting, operations, sales, production, etc.) Managers and Supervisors face 5 common day-to-day challenges that greatly impact their productivity. These are:

  • Designing and running meetings
  • Delegating work
  • Leading or participating on project teams
  • Coaching employees
  • Managing their own time

Talk with  any Manager or Supervisor and you’re probably going to hear either how they’ve either mastered the skills to deal successfully with these challenges, or the headaches they’re experiencing because of them.

The problem to date, is that each Manager or Supervisor usually has to develop their own solution.  If they’ve been to training, they may have the handouts to refer to (if they can find them).  Or, they may have developed their own reference library of  books dealing with these issues.

So, each time they face a challenge, they have to dig through what they’ve got stashed, which is both time-consuming and cumbersome.  And what do they do if they’re in one place and the books/materials in another?

Worse yet, everyone’s got their own solution and it’s not easily sharable.

What’s needed is an effective set of tools that all of your Managers and Supervisors can easily reference  each time they need help dealing with one of the 5 challenges.  Sometimes they need step-by-step guidance on how to deal with it.  Other times they just need a quick refresher to make sure they don’t leave anything out.

What’s the Solution?

To help Managers and Supervisors have the needed tools and guidance in one convenient place,  KAW Consulting developed the “Manager’s Toolkit“,  a set of electronic handbooks  that guide Managers and Supervisors step-by-step on how to develop and use the skills needed to deal with the 5 key challenge areas.  These are:

  • “Meetings That Work””
  • “Delegating For Results”
  • “Project Management for Managers and Supervisors”
  • “Coaching Skills for Managers and Supervisors”
  • “Time Management for Managers and Supervisors”

Unlike most books on the 5 key skill areas, that are too complicated and hard to understand, the “Manager’s Toolkit”  electronic handbooks are exactly the opposite. They’re written in easy to understand language that walk the Manager or Supervisor step by step through the processes needed to apply each of the 5 key skills.   Many even include sample forms and checklists.

Like any great handbook, the electronic handbooks in the “Manager’s Toolkit” are something meant to be used over and over again.  And unlike paper handbooks, that get lost easily, because they’re stored on the Manager’s or Supervisors mobile device or computer, they’re accessible each time a Manager/Supervisor needs to design a meeting, delegate a task, manage a project, coach an employee or plan how best to manage their own time. Just call up a handbook and it’s ready to use.  To save time, and allow the book to function as an e-tool, they can use bookmarks or the hyperlinked Table of Contents to jump right to the page or section they need without having to spend time scrolling through unneeded pages.

HOW DO I FIND OUT MORE INFORMATION?

Links providing information about each of the handbooks including direct links to appropriate global Amazon sites are shown below:

“Meetings That Work” Click Here.

“Delegating For Results” Click Here.

“Coaching Skills for Managers and Supervisors” Click Here.

“Project Management for Managers and Supervisors”Click Here.

“Time Management for Managers and Supervisors” Click Here.

 

 

The “Leadership Framework” Now Available On Kindle

Being able to lead effectively is one of the most important skills you need to develop to succeed in Supervision, Management, or Leadership in just about any organization.
Learn the key ingredients that allow Leadership efforts to succeed versus those that fail, and how to use a Leadership Framework available from Kindle to improve your results.

Note: To meet the demands of our both our U.S. and global users,  “THE LEADERSHIP FRAMEWORK” is now available for Kindle.

Because it’s on Kindle, you can store it either on your Kindle or Kindle app on your iPad, iPhone, Android, Windows Phone or other appropriate tablet and have it readily accessible whenever you need it.

Click Here to see a Sample  Kindle Version.  U.S. users can order directly.  Ordering instructions for Global users are at the bottom of this post.

ABOUT THE LEADERSHIP FRAMEWORK

Being able to lead effectively is one of the most important skills you need to develop to succeed in Supervision, Management, or Leadership in just about any organization.  But, if you’ve ever had a leadership position, you know how difficult this can be.

Leadership that Succeeds versus Leadership that Fails

To lead effectively, it’s important to understand what make leadership efforts succeed and why they fail.  That way you can focus your attention on doing the things necessary to make them succeed, and keep from overlooking some of the common reasons for failure.

Leadership efforts that succeed usually contain 8 key elements.  These are:

  • Being proactive and willing to act.
  • Setting and communicating a clear vision and direction.
  • Establishing and maintaining credibility with the people you’re trying to lead.
  • Getting commitment.
  • Setting the example.
  • Empowering others to do what needs to be done.
  • Confronting and overcoming barriers and obstacles.
  • Managing accomplishment of day-to-day efforts.

On the other hand, leadership efforts that fail, usually don’t meet all of these criteria.  They are often lacking, and seriously so in one of the key areas.

TEST THIS FOR YOURSELF

To test this out, think of a couple of examples from your own experience.  First, look at an example of a successful effort.  Then go through each of the criteria above and jot down some of the ways the person leading the effort met these criteria.

Next, think of an effort that failed.  Then go through the criteria and list what was missing, or areas that were not done well.  What was the impact of these missing or poorly done elements?

So, How Do I Make Sure I Take the Actions Needed to Lead Effectively?

To help leaders focus their activities on the actions needed to provide effective leadership, KAW Consulting developed the “LEADERSHIP FRAMEWORK”, an electronic tool and e-book based on the 8 key elements mentioned above that you can  use on a day-to-day basis to enhance your ability to lead effectively.  Included is an easy to use Application Guide to help you determine how to focus your efforts in each of the Framework’s areas. 

You can use this tool in all kinds of situations that require the use of basic leadership skills — from situations that you may face as a Supervisor, Manager or Project Leader, to complex high-level leadership activities, such as providing Executive Leadership for an organization.   It’s suitable for use in all types of organizations whether they are companies, non-profits, governmental organizations, or volunteer groups.

A TOOL YOU CAN USE OVER AND OVER AGAIN

Like any great tool,  the “LEADERSHIP FRAMEWORK” is something you’ll want to use over and over again.  And unlike paper tools, that get lost easily,  because it’s on Kindle,  you can have it readily accessible whenever you need to refer to it. Just call it up and it’s ready to use.  And, because it’s on Kindle, you can also use Kindle App to have it available on your mobile device, so it’s available any time and any place.  This provides you with a tremendous advantage when you’re trying to determine what you need to concentrate on to provide effective leadership.

HOW TO ORDER THE KINDLE VERSION

Both U.S. and Global users can order the  Kindle Version of the “LEADERSHIP FRAMEWORK”.   For information on how to do so,  either click the applicable link below, or visit your applicable Amazon website and input THE LEADERSHIP FRAMEWORK in the search criteria.

Amazon U.S. click here.

Amazon.co.uk click here.

Amazon.de click here

Amazon.fr click here

Amazon.es click here

Amazon.it click here

Amazon.co.jp click here

Amazon.com.br click here

Amazon.ca click here

Amazon.in click here

Amazon.com.au click here

Use The “Leadership Framework” to Improve Results

Being able to lead effectively is one of the most important skills you need to develop to succeed in Supervision, Management, or Leadership in just about any organization.
Learn the key ingredients that allow Leadership efforts to succeed versus those that fail, and how to use a Leadership Framework available from Kindle to improve your results.

Note: To meet the demands of our both our U.S. and global users,  “THE LEADERSHIP FRAMEWORK” is now available for Kindle.

Because it’s on Kindle, you can store it either on your Kindle or Kindle app on your iPad, iPhone, Android, Windows Phone or other appropriate tablet and have it readily accessible whenever you need it.

Instructions on how to order from Amazon so you can start to use it to improve you leadership right away are at the bottom of this post.

ABOUT THE LEADERSHIP FRAMEWORK

Being able to lead effectively is one of the most important skills you need to develop to succeed in Supervision, Management, or Leadership in just about any organization.  But, if you’ve ever had a leadership position, you know how difficult this can be.

Leadership that Succeeds versus Leadership that Fails

To lead effectively, it’s important to understand what make leadership efforts succeed and why they fail.  That way you can focus your attention on doing the things necessary to make them succeed, and keep from overlooking some of the common reasons for failure.

Leadership efforts that succeed usually contain 8 key elements.  These are:

  • Being proactive and willing to act.
  • Setting and communicating a clear vision and direction.
  • Establishing and maintaining credibility with the people you’re trying to lead.
  • Getting commitment.
  • Setting the example.
  • Empowering others to do what needs to be done.
  • Confronting and overcoming barriers and obstacles.
  • Managing accomplishment of day-to-day efforts.

On the other hand, leadership efforts that fail, usually don’t meet all of these criteria.  They are often lacking, and seriously so in one of the key areas.

TEST THIS FOR YOURSELF

To test this out, think of a couple of examples from your own experience.  First, look at an example of a successful effort.  Then go through each of the criteria above and jot down some of the ways the person leading the effort met these criteria.

Next, think of an effort that failed.  Then go through the criteria and list what was missing, or areas that were not done well.  What was the impact of these missing or poorly done elements?

So, How Do I Make Sure I Take the Actions Needed to Lead Effectively?

To help leaders focus their activities on the actions needed to provide effective leadership, KAW Consulting developed the “LEADERSHIP FRAMEWORK”, an electronic tool and e-book based on the 8 key elements mentioned above that you can  use on a day-to-day basis to enhance your ability to lead effectively.  Included is an easy to use Application Guide to help you determine how to focus your efforts in each of the Framework’s areas. 

You can use this tool in all kinds of situations that require the use of basic leadership skills — from situations that you may face as a Supervisor, Manager or Project Leader, to complex high-level leadership activities, such as providing Executive Leadership for an organization.   It’s suitable for use in all types of organizations whether they are companies, non-profits, governmental organizations, or volunteer groups.

A TOOL YOU CAN USE OVER AND OVER AGAIN

Like any great tool,  the “LEADERSHIP FRAMEWORK” is something you’ll want to use over and over again.  And unlike paper tools, that get lost easily,  because it’s on Kindle,  you can have it readily accessible whenever you need to refer to it. Just call it up and it’s ready to use.  And, because it’s on Kindle, you can also use Kindle App to have it available on your mobile device, so it’s available any time and any place.  This provides you with a tremendous advantage when you’re trying to determine what you need to concentrate on to provide effective leadership.

HOW TO ORDER THE KINDLE VERSION

Both U.S. and Global users can order the  Kindle Version of the “LEADERSHIP FRAMEWORK”.   For information on how to do so,  either click the applicable link below, or visit your applicable Amazon website and input THE LEADERSHIP FRAMEWORK in the search criteria.

Amazon U.S. click here.

Amazon.co.uk click here.

Amazon.de click here

Amazon.fr click here

Amazon.es click here

Amazon.it click here

Amazon.co.jp click here

Amazon.com.br click here

Amazon.ca click here

Amazon.in click here

Amazon.com.au click here

 

 

The Mobile Manager: Boost All Your Managers’ Productivity by Putting the “Manager’s Toolkit” on Their Mobile Device or Computer.

Mobility is the Future: Learn how Managers’ and Supervisors’ can get a great Boost in thier productivity by using the “Manager’s Toolkit” on their mobile devices and computers. using a very low cost method to put the “Manager’s Toolkit” on their workstations, laptops and tablets.

 

In today’s challenging economy, organizations need to find ways to substantially boost their Managers’ and Supervisors’ productivity.  Fortunately, there is an amazingly simple way of doing so with the “Manager’s Toolkit”electronic handbooks  developed by KAW Consulting.  Available globally for Kindle via Amazon these handbooks help Managers and Supervisors deal with their most challenging tasks.  Developed for today’s mobile environment, Managers and Supervisors can store them either on their Kindle or Kindle app on their iPad, iPhone, Android, Windows Phone, or other appropriate tablet or computer, and have them readily accessible whenever they confront one of these challenges.

The 5 common challenges facing Managers and Supervisors  

Regardless of their function (accounting, operations, sales, production, etc.) Managers and Supervisors face 5 common day-to-day challenges that greatly impact their productivity. These are:

  • Designing and running meetings
  • Delegating work
  • Leading or participating on project teams
  • Coaching employees
  • Managing their own time

Talk with  any Manager or Supervisor and you’re probably going to hear either how they’ve either mastered the skills to deal successfully with these challenges, or the headaches they’re experiencing because of them.

The problem to date, is that each Manager or Supervisor usually has to develop their own solution.  If they’ve been to training, they may have the handouts to refer to (if they can find them).  Or, they may have developed their own reference library of  books dealing with these issues.

So, each time they face a challenge, they have to dig through what they’ve got stashed, which is both time-consuming and cumbersome.  And what do they do if they’re in one place and the books/materials in another?

Worse yet, everyone’s got their own solution and it’s not easily sharable.

What’s needed is an effective set of tools that all of your Managers and Supervisors can easily reference  each time they need help dealing with one of the 5 challenges.  Sometimes they need step-by-step guidance on how to deal with it.  Other times they just need a quick refresher to make sure they don’t leave anything out.

What’s the Solution?

To help Managers and Supervisors have the needed tools and guidance in one convenient place,  KAW Consulting developed the “Manager’s Toolkit“,  a set of electronic handbooks  that guide Managers and Supervisors step-by-step on how to develop and use the skills needed to deal with the 5 key challenge areas.  These are:

  • “Meetings That Work””
  • “Delegating For Results”
  • “Project Management for Managers and Supervisors”
  • “Coaching Skills for Managers and Supervisors”
  • “Time Management for Managers and Supervisors”

Unlike most books on the 5 key skill areas, that are too complicated and hard to understand, the “Manager’s Toolkit”  electronic handbooks are exactly the opposite. They’re written in easy to understand language that walk the Manager or Supervisor step by step through the processes needed to apply each of the 5 key skills.   Many even include sample forms and checklists.

Like any great handbook, the electronic handbooks in the “Manager’s Toolkit” are something meant to be used over and over again.  And unlike paper handbooks, that get lost easily, because they’re stored on the Manager’s or Supervisors mobile device or computer, they’re accessible each time a Manager/Supervisor needs to design a meeting, delegate a task, manage a project, coach an employee or plan how best to manage their own time. Just call up a handbook and it’s ready to use.  To save time, and allow the book to function as an e-tool, they can use bookmarks or the hyperlinked Table of Contents to jump right to the page or section they need without having to spend time scrolling through unneeded pages.

How Do I Get These Tools Out to the Organization?

Making the electronic handbooks available to your Managers and Supervisors is extremely easy.  Just let your Managers and Supervisors know of their availability on Kindle, and have them purchase the books they need directly from there. Links providing information about each of the handbooks including direct links to apprporiate global Amazon sites are shown below:

“Meetings That Work” Click Here.

“Delegating For Results” Click Here.

“Coaching Skills for Managers and Supervisors” Click Here.

“Project Management for Managers and Supervisors”Click Here.

“Time Management for Managers and Supervisors” Click Here.