Adventures in Managing and Leading subordinates to higher productivity
enhancing the leadership qualities of the manager
a two-day program
conducted by G. K. Lim, CMS, FInstSMM, CEI
INTRODUCTION
Managers talk about higher productivity. Those are end results, the reason for their being managers. However, end results don’t happen when the means to these end results, the journey towards these end results, are not there.
To achieve higher productivity, managers need to know how to effectively manage their departments. Effective management is the key. Management is leadership in action.
This two-day program focuses on the leadership aspects of management.
WHY THIS PROGRAM IS SPECIAL
Discusses techniques and strategies used by Fortune 500 companies, adapted to suit the Asian business environment
40% expert input (or lecture), 60% audience participation (learning by doing)
Program created by HRD Gateway Management Development Centre faculty, used under licence
Validated by EDS™ (Executive Development Seminar) of Advance Academy Resources Sdn Bhd for CEU award purposes
Endorsed by HRD Gateway, malaysiaHRonline, HumanTalents International, and TrainingMalaysia
BENEFITS
Understand your Number One job priority as a manager
Understanding your subordinates’ needs
Learn what Gallup Organization discovered about talent management
Understand the concepts of talent management
Understand how your people think and make decisions
Discover and understand your own thinking preferences as a manager
Analyze your strengths and areas of concern in relation to your thinking preferences.
Realize why effective communication is vital to success as a manager.
Learn how to earn your subordinates’ S.T.A.R. (Support, Trust, Admiration & Respect)
Know what Emotional Intelligence is and why it is important to people management
Learn the six strategies for having high EI
PROGRAM TOPICS
Module 1: So, you are a manager!
When you wear the manager’s hat
What is your number one job priority?
What do managers do?
A manager’s priorities.
Module 2: The most important job of a manager: manage talent
Managing talent
Test your current knowledge of talent management
What is talent and why you cannot train or develop talent
The differences between skills, knowledge and talent
Why you cannot change people
Some FAQ’s on talent management
Putting talent management into action
Questions your subordinates ask of you as their leader
The three major talent groups — striving, thinking, and relating talents, and how they relate to your industry
How not to lose talented subordinates
The Marcus Buckingham Model — helping your subordinates identify their talents
Participants identify activities they love doing and hate doing
Participants identify their strengths and weaknesses
Participants create their talent themes and areas
How to make teams produce more by bringing the “I” and “me” back into teamwork
Module 3: How not to be a duck talking to a chicken
Understanding how your subordinates think and make decisions
The principles behind Herrmann Brain Dominance
Ned Herrmann, creator of Herrmann Brain Dominance
People are different in their thinking preferences
Why your subordinates need to know how people think and make decisions
Discovering and understanding your own thinking preferences as a manager
Discovering how you make decisions and deal with people
How this information affects the way you approach your management functions
How to identify thinking preferences in prospects and customers
Analyzing your strengths and areas of concern in relation to your thinking preferences.
Why a personal strength is also an area of concern
How to utilize your area of concern in a work situation
How to be more flexible when dealing with others
Module 4: Making sure people really understand what you say
Why effective communication is vital to success as a manager.
Communication is a two-way street.
Communicating ideas to your people.
Group activity: The Great Communication Exercise.
How to really listen to others
Be present to the talker.
Listen attentively and then only think of response.
Verify your understanding.
Seek clarification if you don’t understand something.
Assume responsibility when misunderstanding occurs.
Get rid of emotional baggage – prejudices, past experiences, etc.
Module 5: If you want to love others, love yourself first
Managing your own emotions and your subordinate’s emotions
All about Emotional Intelligence (EI)
Companies are made up of human beings
Emotional Intelligence (EI) helps a person to become an effective leader
First, manage your own emotions
The intrapersonal intelligence aspect of EI
A discussion of emotions all human beings experience
“Help, I don’t like myself!”
Causes and symptoms a low self-image
How self-talk can lead to personal failure or success
Enhancing your personal power
How to stop “kicking the cat” when something happens.
Self talk — a double edged sword
Manage stress by being proactive, not reactive
How to work on things we can control and work around those we cannot control
What is “fear” and how to manage it
Module 6: How to earn your subordinate’s S.T.A.R. (Support, Trust, Admiration & Respect)
Putting Emotional Intelligence (EI) into action.
What is Emotional Intelligence
Communicating from the heart so that your subordinate will listen to you, follow you, and do as you say.
How Herrmann Brain DominanceÓ helps enhance your Emotional Intelligence
Strategies for having high EI
[1] Other people are important too.
[2] You must allow others to make mistakes.
[4] Contain your anger, because he who angers you, conquers you.
[5] Earning the trust and respect of others through listening
[6] Realize that it’s easy to misunderstand, difficult to understand — so seek first to understand.
Module 7: How to handle subordinates who make mistakes or don’t do what you want them to do
Don’t CCC — condemn, criticize, comment negatively — instead, evaluate
What is “aggressive” and what is “assertive
How not to condemn
How to evaluate
Using the Sandwich method of evaluation
HOW PARTICIPANTS LEARN
Following John Holt’s advice, “The biggest enemy to learning is the talking trainer,” G K Lim uses the 40%-expert-input-/-60%-audience-participation formula in his training sessions.
Audience participation includes …….
individual exercises
group exercises / discussions
peer-teaching activities
case studies
role plays
role modeling
humor
kinesthetic exercises
superlearning inducement / stress release exercises
subconscious-mind conditioning activities
music, and
watching and discussing video clips.
For maximum learning impact and retention, he uses techniques from the following adult learning processes, Neuro-Linguistic Programming, Accelerated Learning, Competency-based training and development, Herrmann Brain Dominance Principle, and The Socratic Approach.
SOMETHING TO TAKE BACK
Once the skills are transferred, participants bring them back to your company to practise on-the-job. G. K. Lim issues each participant with a workshop-manual-cum-resource-book, which includes key ideas from the training session, and which they can refer to in the months and years to come.
ABOUT G. K. LIM
The course leader, G K Lim, is experienced in sales, marketing and business, and in cutting-edge adult learning techniques
G K Lim < gk@gklim.com > is a training consultant in the area of consultative / solution-centric selling skills, key account management, negotiation skills, customer service excellence, Emotional Intelligence enhancement, personal development, motivation, stress management, and mind/intuition enhancement.
He has had consulting and training assignments in Thailand, Indonesia, Malaysia, Singapore, Brunei, Philippines, Vietnam, Sri Lanka, Maldives, United Arab Emirates, and China, and has appeared on TV2 (KL), TVM (Maldives), UNTV (Manila) and RPN9 (Manila).
He is……
Fellow of the Institute of Sales and Marketing Management;
Approved CMSI Sales Personnel Certification Advisor & Instructor;
ISO Certified In Marketing & Sales (ISO CMS 991182);
Certified e-Business Associate (EC-Council);
Certified EC-Council Instructor;
Certified Herrmann Brain Dominance Instructor;
Certified Competency-Based Training & Education Instructor;
Certified facilitator for “Psychology of Winning,” “It’s A Deal,” “Adventures in Attitudes,” and “You Were Born Rich Video Program;”
Accredited Facilitator, Accelerated Entrepreneurs Development Program;
Silva Mind Control facilitator;
NLP practitioner;
Affiliate, Jim Rohn International;
Member, Ecumenical Society of Psychorientology;
Member, Intuition Network;
Coordinator, Association of Comprehensive Energy Psychology,
Vice President / Secretariat Director, HRD Gateway;
Founding Member, International Association of Coaches;
President Emeritus, China HRM,
Principal Consultant, Human Resources Services;
and publisher of “Partners,” an ezine for professionals, managers, executives, and entrepreneurs.
A partial list of in-house training clients include: ABB, Aesculap, Acer, ANZ Bank Hanoi, Bristol-Myers Squibb, Cadbury, Canon, Ciitibank, Cycle & Carriage Bintang, Datacard Group USA, Dell, Dexion, DHL, Digi, Euromedical, GE Toshiba Silicones, HAVI Food, IQPC Oil & Gas Dubai, IITM Sri Lanka, Intel, Jabil, Jaya Jusco, Komag, Landmark Graphics, Maersk Medical, Maybank, Maxis, Microsoft Thailand, Mitsui-O.S.K. Lines, Mitsui Sumitomo, NEC, New Zealand Milk, Nordberg China, Novartis Pharmaceuticals, O’Connor’s, Panasonic, Permodalan BSN, Public Bank, PSA Maldives, PWTC, Reliance, Roche, Samsung, Shell, Sime Darby, Solectron, Syngenta Crop Protection, Ta’aheel FZ. Dubai, Tara Prima Megah Bandung, Texchem, Tecumseh-Euro-Malaysia, Wearne Brothers, Xepa-Soul Pattinson, and Yves Rocher
G. K. Lim is currently conducting research for, and writing, a definitive doctoral thesis on persuasion psychology.
Because he has been there “fighting in the trenches,” G. K. Lim brings to his seminars / workshops street-smart no-nonsense ideas for survival and success in the highly competitive, fast moving and ever changing marketplace.
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Posted by gklim 