• Rational/Logical Decision Making
• Intuitive Decision Making
• Predisposed Decision Making

Managers who follow the rational or logical decision making model tend to gather facts, thoroughly examine situations, and make logical decisions based on all that they know on a given subject. He does as much research as possible and leaves nothing to chance. This is the most recommend method of decision making for those in management positions.

Intuitive decision making involves not the use fo statistics and data but a manager’s gut feelings. While this method isn’t necessarily bad it can lead to disaster as one’s gut, or instinct, should never be the sole factor in the decision making process. It’s better to use past experiences, insight, and statistics together to make the right choice.

The worst decision making model is the predisposed method. A manager will make a snap decison based on his personal preferences and opinions and will work to find data that backs up what he wants to do, regardless of whether or not his decision is actually right. He tends to ignore important information merely because it doesn’t support his agenda.

It’s important for you to indentify what type of decision making model you usually follow. Is the one you’re using most effective? Do you tend to act in a predisposed manner? Figure out where you stand on the decision making grid and then decide if you need to make a change. The future of your department may depend on it.

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Courses

Click below for a:
FREE email course “Improve Your Management Skills”

• The type of decision making model he uses
• The type of priority setting system he has
• His ability to properly time decisions
• Tunnel vision
• Previous commitments
• Creativity

Over the next few days we’re going to explore each of these attributes in order to determine how they affect a manager’s ability to make a strong decision. I think you’ll be surprised at how each of the above can affect the way a person thinks, both indiviually and combined with the other attributes.

Until next time, think about the type of manager you are. What process do you usually go through when you need to make an important decision?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Course

Click below for a:
FREE email course “Improve Your Management Skills”

The first problem is that some managers never take the time to learn about the expectations their superiors have of them. They either just don’t know or they’re afraid to ask, making it difficult for them to complete their jobs in a manner that makes those in upper management happy.

The second problem is the lack of decision making skills. Let’s face it - life is full of choices. As a manager you need to be able to sort through those choices, determine which is best, and stick to your guns despite the potential grumblings of your subordinates. If you can’t make tough decisions for your department, who will? Without a manager making decisions, nothing would ever get done!

Which brings me to my next point - relationships. A good manager should be able to build strong working relationships with his peers and subordinates. If you can’t work together with the people on your teams you’ll never get anything done because even if you do make a quality decision no one will a) respect it or b) listen at all.

The final problem I’d like to address today is a lack of political savvy. Let’s face it, as a manager you do not have the luxury of being able to say whatever you want, when you want, regardless of your audience. You must learn how to be politically correct when you speak - tailoring your word choice and delivery to your audience. Your peers, for example, may appreciate a good joke but your subordinates may not take you seriously and upper management may view your behaviour as inappropriate.

So where do you fall in the grand scheme of things. Are you on the path to success or failure? If you’re on the latter path, can you turn things around before it’s too late?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training Course

Click below for a:
FREE email course “Improve Your Management Skills”

So what criteria are used to evaluage the performance of a manager? Consider the following:

• Are you skilled in all three of the management roles we’ve been discussing - interpersonal, informational, and decision making?
• Are you able to set and achieve goals on your own?
• Are you an inspiring and effective leader?
• Do you and your team make your customers happy?
• Do you make efficient use of the resources and talents that have been made available to you?
• Are you capable of taking advantage of the diversity found within your work group?
• Are you ethical in your decision making process?

If you can answer YES to all of the questions above than you’re doing a pretty good job. If not, you’ll need to take a step back and determine why the answer was NO. Are there things you need to change about the way you interact with your employees? Should you be more controlling or give your team more free reign? Your ability to answer these questions and then respond to them will determine your success as a manager. Good luck!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training Courses

Click below for a:
FREE email course “Improve Your Management Skills”

Management Myth #4 - Managers are Systematic at All Times

Many people believe that managers have a systematic method for communicating information and getting tasks completed but this, in reality, is very far from the truth. Most managers rely less on set standards and procedures and more on their own intuitions. They’re more artful about the decisions they make than scientific.

Management Myth #5 - Managers are Autonomous

Why people believe managers can do everything on their own is a mystery to me. Sure, they’re really good at managing themselves but they, like everyone else, need input and advice from their own superiors as well. No one is perfect - not even the top CEO in your organisation.

Management Myth #6 - Internal Competition is Productive

Some organisations think that internal competitions, pitting managers against managers, is productive and will boost business. It’s better to cooperate with your peers than it is to work against them. Save the competition for your external competitors.

The life of a manager can be difficult at times. Individuals often assume managers have certain skills that they really don’t and its up to you, as the manager, to correct those assumptions. Are you ready for the challenge?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

The first type of person is a “fixer.” Fixers are people who believe they can sort everything out on their own without the help of others. They’re usually self-centered people who just can’t see the big picture.

The second type of mentoring-resistant person is a “bureaucrat”. These people are very controlling and can’t think out of the box. They won’t break the rules and are completely unflexible.

Third on the list are the “pleasers.” These people aren’t great to work with on a mentorship basis because they won’t challenge anyone or confront difficult situations. There is no use trying to teach them anything because they’ll always agree with what you say.

Finally we have the “talkers.” These individuals won’t shut their mouths long enough to build a rapport with anyone - clients or fellow employees. They’re incapable of practicing active listening and, therefore, will never absorb any of the information or wisdom you try to share.

Are you one of the above people? Are you trying to mentor with a personality like one of these? If so, you may need to consider whether or not the mentorship relationship you have is worth your time and effort.

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Manager Training

Click below for a:
FREE email course “Improve Your Management Skills”

We, as human beings, tend to be judgemental. As managers, however, we do not have that right. Sadly, many employers choose the individuals they are going to hire based on their genders, ethnicities, cultural backgrounds and, in many cases, ages.

Age is a critical question. In many places employees aren’t even allowed to ask an application about his or her age. They are only allowed to verify that the individual in question is of legal working age. Sadly, many employees look at individuals who appear or admit to being over the age of 55 and hesitate over hiring them.

Today I ask you to sit back and think about the pros and cons associated with hiring someone over the age of 55. For example - those under the age of 55 may not have the same demanding health insurance needs whereas someone over the age of 55 is more likely to be a long-term employee brining vasts amount of knowledge and experience.

Can you make a list of additional pros and cons? Is it ethical to judge a person based on his or her age? If you had two candidates of similar education and experience would you use age as a deciding factor? What is the average age of your workforce right now?

I’m interested in your views and would love to know more about your thought process. Do you descriminate against individuals based on their ages (young or old) and, if so, do you even realize you’re doing it?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Course

Click below for a:
FREE email course “Improve Your Management Skills”

• Great team leaders are sensitive. They understand that everyone has didfferent concerns, needs, and interests and they do their best to address these differences.
• Great team leaders have awesome communication and listening skills. They know that everyone has their own set of ideas, plans, and dreams. They listen to everyone and try to find ways to incorporate those interests.
• Great team leaders share their own dreams, plans, and visions with their team members. They aren’t secretive and they refrain from merely working off of other people’s ideas.
• Great team leaders are awesome delegators. They are able to trust their team members and will give those who deserve it a significant amount of responsibility.
• Great team leaders allow their team members to participate in the goal-setting and problem solving processes. They allow everyone to become a part of the process instead of just telling their team members what is going to happen next.
• Great team leaders aren’t perfect and don’t pretend to be. They let their team members know about their own mistakes and use them as learning experiences.

What type of team leader are you? Do you treat your team members fairly and include them in the decision making processes that dictate what they do on a daily basis? Do certain aspects of team leadership work better for you than others? Please share!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Courses

Click below for a:
FREE email course “Improve Your Management Skills”

In order to do this there are four main principles of ethical management you need to keep in mind at all times. They are as follows:

• Respect for each employee - While it’s difficult at times, it is important to make sure you treat each of your employees or team members respectfully. Everyone you work with will have different religious and cultural beliefs and should be treated fairly.
• Mutual respect - Your role as a manager involves making sure that your employees all treat each other respectfully as well. While they don’t all have to agree with each other, they should show proper respect for each others ideas and opinions. A team that doesn’t get along on a personal level will not work will together and will be less productive.
• Procedural fairness - You may not have control of the procedures your company expects you to follow but you do have control over the procedures you can implement within your team. It is important to make sure the procedures you implement are fair to all of your employees - neither favoring nor neglecting one employee or another.
• Decision making transparency - It’s incredibly important for you to make sure your employees understand why you make the decisions you do. If they realize you aren’t making arbitrary choices based on personal beliefs they’ll be more likely to accept your decisions and work together as a team.

Are you acting as ethically as possible in the workplace? Are there things you could change so that you and your team get along on a better, professional level? Think about it.

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training Course

Click below for a:
FREE email course “Improve Your Management Skills”

Imagine you are preparing to open your own business (selling whatever you wish) in a local shopping mall. Despite having no business experience or contacts in the field, you do have a very strong business plan. Before you can get started you’re going to have to meet with several people. These include:

• The manager of the mall for lease negotiation
• A lawyer to help you form your business
• An accountant to help you learn to handle your finances
• A banker to help you get a small business loan
• An advertising agency to learn how to promote your business
• An interior designer for the inside layout of the store
• A staffing company to help you find employees
• Suppliers, to arrange for credit and inventory

Your job today is to determine in what order you need to meet these people. Remember, if you meet with one person without having met with another one first you may have to have a second meeting. Set your schedule in a way that will minimize duplicating your efforts.

Let me know what you come up with!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training Courses

Click below for a:
Free email course “Improve your Management Skills”