The Mobile Manager: Coaching Skills for Managers and Supervisors Now Available On Kindle

Add “COACHING SKILLS FOR MANAGERS AND SUPERVISORS TO YOUR MOBILE MANAGER’S TOOLKIT. How to order Kindle version of “COACHING SKILLS FOR MANAGERS AND SUPERVISORS”.

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To meet the demands of our Mobile users, “COACHING SKILLS FOR MANAGERS AND SUPERVISORS 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 to coach an employee.

This post shows you how to order via Amazon so you can start learning and putting these skills to work right away.

Note: Available to both U.S. and Global users eligible to purchase from Amazon.

Click Here to View U.S. Sample Now. See Links Below to Order Global Versions.

ABOUT “COACHING SKILLS”
One of the most important tasks for Managers and Supervisors is coaching their employees. Good Coaching:

  • Helps employees understand what they should be doing and how.

  • Provides employees with important information on whether they are performing up to expectation and if not, how far off the mark they are.

  • Helps employees develop and enhance new skills needed for future positions.

Yet as important as it is, for many Managers and Supervisors, it’s also one of the most dreaded.  Managers and Supervisors often worry that their employees will react negatively to a coaching discussion.  Without the proper ground work employees may feel caught off guard, and indeed react negatively to what they consider as unwarranted criticism.

Because effective coaching is so important, KAW Consulting developed “Coaching Skills for Managers and Supervisors”, an electronic handbook that helps you learn the skills you’ll need to become an effective coach.  Written in a clear, easy to use format you’ll learn how to:

  • Establish the groundwork to have an effective coaching relationship with your employees.
  • Determine expected performance levels for your employees’ major tasks and responsibilities.
  • Provide your employees with the needed training.
  • Analyze your employees’ current level of performance against expected levels, and identify areas needing improvement.

  • Hold an effective coaching discussion to provide employees with feedback on how they are doing, and develop plans for making needed improvements.

Designed specifically for e-book users, this version of “COACHING SKILLS FOR MANAGERS AND SUPERVISORS” is something you’ll want to keep on hand to refer to whenever you need to coach an employee.

HOW TO ORDER KINDLE VERSION
To view information on and purchase the Kindle Version of “Coaching Skills for Managers and Supervisors” either click the applicable link below, or visit your applicable Amazon website and input “Coaching Skills for Managers and Supervisors” 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.au click here

 

Coaching Skills for Managers and Supervisors Now Available On Kindle

How to order Kindle version of “COACHING SKILLS FOR MANAGERS AND SUPERVISORS”.

To meet the demands of our global users, “COACHING SKILLS FOR MANAGERS AND SUPERVISORS is now available for Kindle.  This post shows you how to order via Amazon so you can start learning and putting these skills to work right away.

ABOUT “COACHING SKILLS”
One of the most important tasks for Managers and Supervisors is coaching their employees. Good Coaching:

  • Helps employees understand what they should be doing and how.

  • Provides employees with important information on whether they are performing up to expectation and if not, how far off the mark they are.

  • Helps employees develop and enhance new skills needed for future positions.

Yet as important as it is, for many Managers and Supervisors, it’s also one of the most dreaded.  Managers and Supervisors often worry that their employees will react negatively to a coaching discussion.  Without the proper ground work employees may feel caught off guard, and indeed react negatively to what they consider as unwarranted criticism.

Because effective coaching is so important, KAW Consulting developed “Coaching Skills for Managers and Supervisors”, an electronic handbook that helps you learn the skills you’ll need to become an effective coach.  Written in a clear, easy to use format you’ll learn how to:

  • Establish the groundwork to have an effective coaching relationship with your employees.
  • Determine expected performance levels for your employees’ major tasks and responsibilities.
  • Provide your employees with the needed training.
  • Analyze your employees’ current level of performance against expected levels, and identify areas needing improvement.

  • Hold an effective coaching discussion to provide employees with feedback on how they are doing, and develop plans for making needed improvements.

Designed specifically for e-book users, this version of “COACHING SKILLS FOR MANAGERS AND SUPERVISORS” is something you’ll want to keep on hand to refer to whenever you need to coach an employee.

HOW TO ORDER KINDLE VERSION
To view information on and purchase the Kindle Version of “Coaching Skills for Managers and Supervisors” either click the applicable link below, or visit your applicable Amazon website and input “Coaching Skills for Managers and Supervisors” 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 8 Steps of Effective Meeting Design

People spend a lot of time at work in meetings. And according to surveys, 70% of employees feel that the meetings they attend aren’t productive—in short a waste of time. Learn how to design and run meeting that don’t waste everyone’s time.

People spend a lot of time at work in meetings. And according to surveys, 70% of employees feel that the meetings they attend aren’t productive—in short a waste of time.

If you’re one of the majority that feels this way, this comes as no surprise. You know the feelings of frustration all too well. As well as the financial cost. If 4 people each earning $40,000 a year attend a 2 hour meeting that goes nowhere, that’s a cost of $152 of wasted time just for that meeting. Not to mention the incidental costs such as travel. Take those costs and multiply by the number of meetings you feel are a waste of time over a year and you are getting some real money. In this day and age when organizations are facing enormous budget constraints, and are looking hard at all their cost elements, improving meeting quality jumps out as a “no brainer”.

Yet there is often little analysis of why meetings fail, or what needs to happen so they succeed. Here are some of the common reasons things go wrong that you can measure against your own experience.

  • Meeting leader is unprepared and tries to “wing it”
  • There’s no formal agenda
  • Everyone disagrees on the meeting’s subject
  • The expected desired results are not defined
  • People critical to meeting’s success:
    • Don’t Show Up
    • Weren’t Invited
    • Come late or leave early
  • Participants don’t understand their roles
  • Unfocussed discussion
  • Results are not accurately recorded.
  • Other reasons that you’ve experienced

On the other hand, meetings that work usually contain the following elements.

  • Meeting is well designed:
    • Has a purpose statement with agreed upon meeting subject and desired results
    • Has an agenda that clearly specifies topics for discussion, timing, participant expectations, etc.
    • Provides participants with needed background information.
    • Determines needed pre-work by participants.
    • Uses effective group discussion processes such as brainstorming, problem solving, decision making, etc
    • Determines needed meeting logistics
  • Meeting starts and ends on time
  •  Meeting Leader is prepared
  • The critical people are in attendance
  • Participants understand their roles and participate appropriately
  • The meeting’s discussion focuses on the topics at hand
  • Pertinent discussion and results are captured and used going forward as needed.

8 Critical Steps to Designing an Effective Meeting

To help make sure that your meeting has the ingredients to succeed, follow these 8 key steps when designing it.

  • Agree on the Meeting’s Subject
  • Visualize the Desired Results
  • Choose the Right Discussion Process 
  • Invite the Right Participants
  • Develop a Meeting Purpose, Agenda and Ground Rules
  • Determine Pre-Work and Background Knowledge Needs
  • Determine Needed Meeting Logistics
  • Think of What Could Go Wrong
Where to Go From Here
 Because holding better meetings is so important, KAW Consulting developed “Meetings That Work”, an electronic handbook that shows you step by step how to design and run effective meetings. Written in a clear, easy to use format you’ll learn:
  • What makes meetings succeed, and why many fail
  • The crucial roles that need to be filled in each meeting
  • The 8 Steps for designing Effective Meetings
  • Tips for Running an Effective Meeting
  • How to deal with potential problems you may encounter such as:
    • Stares and Silence
    • Negative Remarks
    • Separate Agendas
    • One person trying to dominate the discussion
  • How to use effective group discussion processes to:
    • Generate Ideas by Brainstorming
    • Solve Problems
    • Make Better Decisions
    • Plan Tasks
    • Set Goals

Available in both Kindle and PDF

To meet the demands of our global users, “Meetings That Work is now available in both Kindle and PDF versions.  U.S. purchasers can purchase both.  International users eligible to purchase from Amazon can purchase the Kindle Version.  Both versions allow you to have it accessible each time you need to design a meeting.

For information on the Kindle version either click the applicable link below, or visit your applicable Amazon website and input “Meetings That Work” 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

PDF Version

For U.S. users, the PDF version allows you to store “Meetings That Work” on your computer.  It includes hyperlinks so you can jump right to the page or section you need without having to spend time scrolling through unneeded pages.  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.

You can buy single copies for the low price of $21.95.  Sharing with additional users is also easy–just purchase additional licenses at $19.95 per user.

To view a sample and instructions on how to purchase online click here.

Successful vs. Failed Leadership: 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 to improve your results.

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KAW Consulting · Wilmington, DE ·  302-479-7855 · kawconsulting@comcast.net

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 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 in PDF format 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 be companies, non-profits, governmental organizations, or volunteer groups.

A Tool You Can Use Over and Over

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,  it’s an electronic tool in PDF format,  that you can store on your computer, laptop or applicable tablet so you have it accessible each time you need to use it.  Just call it up and it’s ready to use.

Easy to Afford

We’ve made the “LEADERSHIP FRAMEWORK” extremely easy to afford.

You can buy  single copies for just $12.95.

To provide it to other Managers, Supervisors, Project Managers and other Leaders across your organization, you can purchase additional licenses online for $11.95 and send it to them by e-mail.

To view a sample of the Framework and instructions on how to purchase, click here.

Note: Available to U.S. purchasers only.

Keys to Delegating Work So It Gets Done – Part 3: Finding the Right Person to Do the Work

Successful delegation is one of the most critical skill sets a Supervisor or Manager needs to develop. Being able to delegate successfully helps you tap into the potential of your staff. Learn how to find the right people to delegate to, and identify what they need to do the task successfully.

In my previous 2 posts: Keys to Delegation Part 1  and Part 2,  I discussed some of the first steps on how to delegate effectively.  These were:

  • The basic process for delegating successfully.
  • How to identify tasks that make good candidates to delegate.

In this post, I’ll discuss 2 other vital things to consider when planning your delegation– finding the right person to do the task, and making sure they have what they need to accomplish it.

Finding the Right Person 

To identify good candidates, consider the following questions:

  • What expertise is needed to do the task.
  • Who has it?
  • Who with that expertise is available?
  • Is that person willing to help?

Determining What They Need

Once you’ve identified a good candidate, you also need to consider what they need to do the task.  These can include things like:

  • Information
  • Equipment
  • Access to or cooperation from other people.
  • The necessary time.
  • The necessary authority

Example: The Monthly Budget Report

Assume for a minute that you have responsibility for generating the monthly budget report.  It’s a real headache and involves gathering information, putting it in a spreadsheet, analyzing variances and summarizing the information.

To date, you’ve done the whole thing yourself, including sending it out.  In Part 2 you realized that it was actually a very good candidate for delegating many of the tasks involved in it to several of your staff members.  By going through the questions above you determined that:

  • One of your staff members could gather some of the information if you taught him how.
  •  Another person who knew spreadsheets and reports could enter the information and generate the report.
  • Your Admin Assistant is very happy to handle the distribution for you.

This allows you to concentrate your efforts on the real part of the process that takes your expertise–summarizing the information and explaining the variances.

So, by doing some analysis it turns out that you can delegate some of the tasks for this responsibility that have taken up a good chunk of your time.  And since you’ve learned how to start delegating work that you’ve traditionally done yourself to your staff, you’ll probably be more prone to  start looking at your other responsibilities for tasks to delegate as well.

So, How Do You Learn How to Delegate?

To start learning how to delegate effectively,  see KAWConsulting’s  “Delegating for Results”electronic handbook that takes you step by step through the delegation process.

Available in both Kindle and PDF

To meet the demands of our global users, “Delegating For Results is now available in both Kindle and PDF versions.  U.S. purchasers can purchase both.  International users eligible to purchase from Amazon can purchase the Kindle Version.  Both versions allow you to have it accessible each time you need to delegate a task.

KINDLE Version

For information on the Kindle version either click here, or visit your applicable Amazon website and input “Delegating For Results” in the search criteria.

PDF Version

For U.S. users, the PDF version allows you to store “Delegating For Results” on your computer so you have it accessible each time you need to delegate a task.  It includes hyperlinks so you can jump right to the page or section you need without having to spend time scrolling through unneeded pages.  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.

You can buy single copies for the low price of $15.95.

 Sharing with additional users is also easy–just purchase additional licenses at $14.95 per user.

To view a sample and instructions on how to purchase online click here

Note:  The PDF Version is available to U.S. purchasers only.

 

Keys to Delegating Work So It Gets Done – Part 2: How to Identify What to Delegate

Successful delegation is one of the most critical skill sets a Supervisor or Manager needs to develop. Being able to delegate successfully helps you tap into the potential of your staff. Learn how to identify types of tasks that make excellent candidates to delegate.

[tweetmeme source=”KAWConsulting” <a href=”http://www.bit.ly/http://http://http://wp.me/pGCfB-bZ://http://http://wp.me/pGCfB-bZ%5D

As mentioned in Keys to Delegating Work So It Gets Done – Part 1, one of the first skills you need to master to delegate work successfully is to learn how to identify tasks that make good candidates to delegate.

While many people who resist the idea of delegating  respond immediately that they have nothing that can be delegated, it often turns out not to be the case.  The problem is that often they haven’t done the analysis needed to identify tasks that might make good candidates.

Some of the common types of tasks that make excellent candidates to delegate include:

  • Routine and minor decisions
  • Information Gathering
  • Technical tasks
  • Operating tasks
  • Report generation
  • Tasks you dislike doing that somebody else could do as well as you
  • Tasks that can help your staff increase their capabilities and skills
  • Other categories that you can think of

To start analyzing your tasks in this manner, make a list of your major responsibilities and tasks you perform under each responsibility.  Then go through the list of candidate tasks above, and identify which ones you use to fulfill that responsibility and how. Once you’ve done that, ask yourself, “Do I have to do all of that myself, or is there something that someone else can help with?”  The things that someone else can help with become the candidates to delegate.

Example: The Monthly Budget Report

Assume for a minute that you have responsibility for generating the monthly budget report.  It’s a real headache and involves gathering information, putting it in a spreadsheet, analyzing variances and summarizing the information.  You do the whole thing yourself, including sending it out.

When you went through the type of analysis discussed above, you found that there were indeed things that someone else could do if you let them.  One of your staff members could gather some of the information if you taught him how.  Another person who knew spreadsheets and reports could enter the information and generate the report.  It turns out your Admin Assistant is very happy to handle the distribution for you.  You can concentrate your efforts on the real part of the process that takes your expertise–summarizing the information and explaining the variances.

So, by doing some analysis it turns out that you can delegate some of tasks for this responsibility that have taken up a good chunk of your time.  And once you succeed at delegating these tasks, you can start looking at your other responsibilities for tasks to delegate as well.

So How Do I Learn These Skills?

To start learning how to delegate effectively,  see KAWConsulting’s  “Delegating for Results”electronic handbook that takes you step by step through the delegation process.

Available in both Kindle and PDF

To meet the demands of our global users, “Delegating For Results is now available in both Kindle and PDF versions.  U.S. purchasers can purchase both.  International users eligible to purchase from Amazon can purchase the Kindle Version.  Both versions allow you to have it accessible each time you need to delegate a task.

KINDLE Version

For information on the Kindle version either click here, or visit your applicable Amazon website and input “Delegating For Results” in the search criteria.

PDF Version

For U.S. users, the PDF version allows you to store “Delegating For Results” on your computer so you have it accessible each time you need to delegate a task.  It includes hyperlinks so you can jump right to the page or section you need without having to spend time scrolling through unneeded pages.  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.

You can buy single copies for the low price of $15.95.

 Sharing with additional users is also easy–just purchase additional licenses at $14.95 per user.

To view a sample and instructions on how to purchase online click here

Note:  The PDF Version is available to U.S. purchasers only.

Keys to Delegating Work so it Gets Done – Part 1

Successful delegation is one of the most critical skill sets a Supervisor or Manager needs to develop. Being able to delegate successfully helps you tap into the potential of your staff. Learn why more managers don’t delegate and tips on how to overcome obstacles.

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Successful delegation is one of the most critical skill sets a Supervisor or Manager needs to develop. Being able to delegate successfully helps you tap into the potential of your staff.  It helps you accomplish much more than you could working alone, and allows you to devote your time and efforts to your most critical tasks, or things you do best.  Put simply, being able to delegate successfully is one of the keys to a successful career in Supervision or Management.

 Yet, many Managers and Supervisors resist delegating.  Common reasons include:

  • Fear of loss of control.
  • Don’t feel that their staff has the ability to do the work.
  • Tried to delegate before but it didn’t work
  • Staff resists the idea of taking on more work

Too often, these obstacles become virtual all or nothing propositions, and Supervisors and Managers  either hardly delegate at all, or delegate at a very minimal level.

The good news, however, is that there are ways to deal with these barriers,  and start delegating.  For example you can:

  • Delegate at a level you’re comfortable with.
  • Delegate a small portion of a task initially, and use that as a way of building your delegating skills.
  • Use specific strategies for overcoming staff reluctance.

So How Do I Get Started?

To become a more effective delegator  you’ll  need to master some basic skills.  You need to learn how to:

  • Identify what tasks to delegate.
  • Identify the right people to delegate to.
  • Identify the level of delegation that you’re comfortable with
  • Determine what the person doing the task needs to be able to deliver the results
  • Hold effective delegation meetings with the person you’re delegating the task to.
  • Conduct the needed follow-up to stay on top of the person’s progress.

So How Do I Learn These Skills?

To start learning how to delegate effectively,  see KAWConsulting’s  “Delegating for Results”electronic handbook that takes you step by step through the delegation process.

Available in both Kindle and PDF

To meet the demands of our global users, “Delegating For Results is now available in both Kindle and PDF versions.  U.S. purchasers can purchase both.  International users eligible to purchase from Amazon can purchase the Kindle Version.  Both versions allow you to have it accessible each time you need to delegate a task.

KINDLE Version

For information on the Kindle version either click here, or visit your applicable Amazon website and input “Delegating For Results” in the search criteria.

PDF Version

For U.S. users, the PDF version allows you to store “Delegating For Results” on your computer so you have it accessible each time you need to delegate a task.  It includes hyperlinks so you can jump right to the page or section you need without having to spend time scrolling through unneeded pages.  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.

You can buy single copies for the low price of $15.95.

 Sharing with additional users is also easy–just purchase additional licenses at $14.95 per user.

To view a sample and instructions on how to purchase online click here

Note:  The PDF Version is available to U.S. purchasers only.