Planning Unplanned Phone Calls

Alright, you can’t really plan things that are unplanned but you can set aside a specific block of time in your day during which you will return unplanned phone calls. Planned phone calls are those you have previously agreed to or scheduled. Unplanned phone calls are the ones that interrupt you while you are working on other things. The key is to not allow people to interrup you as you work, instead making it a point to return calls when you are actually available and ready to focus.

Stop Saying YES

Those of us in management positions often want to say “yes” to others when asked for assistance and then later find that the tasks we initially thought might be simple are actually more time consuming than we had originally anticipated. Before saying “yes” to a request you should be asking as many questions as you see fit, determing exactly what will be expected of you if you decide to participate in a task. Don’t be afraid to say “No” if you don’t have the right amount of time to dedicate to a project.

Be Challenging

Do you regularly attend “mandatory” meetings in which higher-ups hash the same information over and over again? Maybe they call you together regularly to simply delegate work. Are these things that could easily be handled by memo or email instead of through the use of a time-wasting meeting? Challenge those above you and make sure those meetings are actually “immediate and urgent” before they’re labeled “mandatory.”

Are you ready to take control of your time? Incorporate these time management tips along with some of the others you’ve already learned and you’ll soon find you have taken control of your life back!

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management

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

The first question we really must ask ourselves is whether or not we are talking about our jobs in terms of our lifetime or in terms of careers. In today’s day and age, it is less common to find a person who sticks with the same career for an entire lifetime. Many people change careers completely at least once and some will change three or more times.

There are two facts to consider when we think about our ages in relationship to our work are a) what will make us happiest longest and b) how long we will live. We already know that people are living longer lives, so will the same jobs our parents kept from their teenage years through retirement keep us happy just as long? Whereas people were once afraid of change, change in life (and career) is now almost guaranteed.

Here are a few questions you’re eventually going to have to sit back and ask yourself:

• Do you have consistent levels of talent or will you be considered a “one hit wonder” in your career field?
• Can you ensure that your career will never be sidelined?
• Why are some people very happy with their career choices while others seem to have a tough time finding one that works for them?

There are dozens of other questions but, in short, they look to bring an understanding to the realization that many people will have a low point, high point, and then a low point (forming an arc) in their career patterns. People tend to reach a “high point” and after that seem to spiral downwards as their career cycles end.

If you are “happy” at work you may be at the peak of your career and in a few months or years may suddenly feel as though you’ve lost track of your goals, sidelining yourself.

The real question is this: what can you do as you build your career, or before you get to that pivotal high point, that will ensure you’re always happy.

Do you think it’s even possible to remain truly happy at work - forever? Think on it and let me know your thoughts.

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Training Courses

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

The 360 degree appraisal process is a process in which individuals who work closely with an employee are allowed to participate by providing feedback about the employee in question. They are often given questionnaires that they can either complete by naming themselves or anonymously. These employees are expected to honestly rate their experiences with their team members in terms of behaviour, attitude, job skills, and overall ability to complete tasks.

In some instances, only those working within the same team are asked to complete a 360 degree appraisal. In a company where one team may report to another, however, it is important to get feedback on an employee’s experiences with different types of people. Therefore it is important to include not only an employee’s peers but his up-line managers, subordinates, staff from other departments, and sometimes even outside customers or vendors.

You should include a wide variety in the 360 degree appraisal. Failure to do so will really limit the results you get and short changes the potential this type of process can really have on your ability to judge an individual’s overall performance.

Before implementing a 360 degree appraisal within your organisation you must train your employees as to the importance of fair and nondiscriminatory appraisals. If you receive surveys that make derogatory comments about a person’s age, gender, or ethnicity you find you are not learning much about the employee himself but instead about the dynamic of the workplace within which you all work. It’s valuable information to have but would be unfair to include these types of derogatory critiques in a person’s annual review.

Putting together a good 360 degree appraisal system will take quite a bit of time and effort but you’ll find it worth the effort in the end. Remember, you’re the manager and the ultimate decision regarding a person’s appraisal is up to you. In the end, though, it’s always nice to have additional feedback to consider.

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Training

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

One of the most common sales tricks used to help new salespersons is the acronym “AIDA.” AIDA stands for Attention, Desire, Interest, and Action.

It is really a relatively simple concept.

The “A” for Attention represents your ability to create a headline or advertisement that actually earns the attention of the niche you want to sell to.

The “I” for Interest represents the information you’re going to give those who are attracted by your original attention-grabber. Can you continue to build interest with your marketing strategies, regardless of whether or not they are in print, on radio, or on television?

The “D” in Desire represents your ability to present information to your target audience in such a way that they suddenly find themselves wanting your product. They may not need it but you’ve given so much inforamtion that they can find a way to use your products in their everyday lives.

The second “A” in Action represents the call to action you must give at the end of each message. You must tell your prospective clients what to do next - to call or visit your website. If you don’t tell them exactly what needs to be done next they’ll never get in touch and you’ll never make that final sale.

Do all of your advertising campaigns answer to each of these requirements?

As a manager you must develop strong leadership and communication skills to ensure that you’re not only managing people but helping them to meet their goals and advance their careers as well!

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Manager Training

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

1. A pregnant woman already has eight children. Three are deaf, two blind, and one mentally retarded. The pregnant woman herself has syphilis. Should she have an abortion?
2. The world is going to elect one leader and you have the deciding vote. Each candidate has his own qualities: Candidate A associates with astrologers and questionable politicians, has had affairs, smokes, and drinks heavily. Candidate B was kicked out of office two times, sleeps late into the day, drinks heavily, and used opium in college. Candidate C is a decorated war hero, non-smoker, vegetarian, occasional drinker, and has been faithful in all of his relationships. Who would you choose?

Do you have your answers?

First, if you answered YES to recommending an abortion you would have killed Beethoven.

As for the politicians. The first is Franklin D. Roosevelt, the second Winston Churchill, and the third Adolph Hitler.

The point here is that there is always more to a decision than meets the eye. It’s important to ask questions and make educated decisions rather than jumping to conclusions based on the initial set of facts given to us. Sometimes those gathering the facts are biased or they’re just plain misleading. It’s up to you to sort fact from fiction and make the most ethical decisions possible.

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Course

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

So here’s the problem. You have a position available and two candidates have make it through the interview process. One is a young college graduate with plenty of references, great internship experience, and fresh ideas. The other is a middle-aged individual with plenty of working experiernce in the field. When it comes down to it, both are great candidates but you have to wonder which would fit the dynamic of the team better and suddenly you’re weighing your options in terms of age.

Have you just crossed the line into the realm of age discrimination?

We’ll talk more later about the actual rules regarding age discrimination in the UK. Until then, think about how you would make your decision. Would you focus on age or would you try to go back to their resumes and interviews and find more concrete information with which to make your decision?

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Courses

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

Use Humour

There’s no harm in taking a few minutes out of your day for a bit of humour. Tell a few jokes, forward a funny email, or sing a silly song. Do anything that will take your mind off of the things causing stress, even for just a few moments. Sometimes laughter helps to clear the head and make productive thinking easier.

Take a Quick Walk

Sometimes stress is caused by a lack of movement. If you feel incredibly stressed, put on your coat and take a quick walk around the outside of your work building. Use a quick pace and, as silly as it sounds, talk to yourself while you are walking. The physical activity will get your blood pumping and help to reenergize you while talking to yourself (even to reiterate “xyz is taking a walk” will help you to put yourself in the “now” and forget about the things on your desk.

Drink Water

Dehydration is one of the hugest health concerns in the world- anywhere. Most people don’t understand how important water is to the body and if you become dehydrated you will begin to have trouble functioning, both physically and mentally. Most people reach for coffee, cola, or energy drinks when they should, in reality, drink water. Stick to 4-8 glasses of water per day and you’ll find your levels of stress significantly lowering themselves.

Take a Nap

Alright - taking a nap while working may not be easy but it IS possible. If you have a stressful morning then go to your car during your lunch break, turn on the radio, and take a quick catnap. If you’re a heavy sleeper and are afraid you’ll fall asleep and not wake up in time, tell a coworker where you are going so they can come and get you a few minutes before you’re scheduled to return. No matter how you pull it off, know that a good 15-30 minute catnap is great for relieving stress.

Cry

Yup. I said it. Have yourself a good cry. Crying is, in many cases, a natural response to a rising level of adrenaline in the body (often caused by stress) and is nothing to be ashamed of. Focusing your energies on holding back the tears isn’t productive so go to a quiet place, hidden from others, and let the tears flow. You’ll probably feel a lot better when you’re finished!

Stress management in the workplace is incredibly important not only to your mental healh but to the overall productivity of your team. Take care of yourself and those around you and you’ll soon find yourself surrounded by a happier, more productive group.

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Training Course

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

Sadly, sometimes it is difficult to determine if what you are feeling is unethical or simply complicated. There is, fortunately, a simple test you can apply to yourself, as outlined by the UK Institute of Business Ethics, to determine if the decision you are about to make is truely ethical.

You must simply ask yourself the following three questions:

1. Would I be proud to share my decision with the public at large (excluding no one)?
2. Are an aspects of my decision potentially harmful and, if so, are they avoidable?
3. Would everyone involved, even far reaching stakeholders, consider my decision to be fair?

If you can’t answer these questions honestly (with YES answers) then you need to seriously take a step back and reconsider the actions you’re about to take. If you’re having trouble, go and find a neutral party (someone who doesn’t feel obligated to you in any way) and ask for impartial advice.

Don’t let anyone force you into beleiving that something unethical is anything but and don’t allow yourself to become blinded by the feelings of importance you may have placed upon yourself because of your position, either. As a good leader it’ll be your job, when faced with an unethical decision, to find the ethical solution.

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Training Courses

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

The three components of Adair’s Action Centred Leadership Model are:

• Task achievement
• Team management, and
• Individual management

You have sets of responsibilities within each component of the model. Let’s start with your responsibilities as a manager in charge of achieving a task. Just a few of these include:

• Properly define the scope of the task
• Identify which tools and resources you need to complete the task
• Create a plan to achieve the task
• Set controls and standards
• Monitor and report on progress
• Review and adjust the plan as appropriate

Your next step is to take a look at the group participating in the project with you, helping you to bring it to fruitition. When you look at the group in general you must:

• Establish standards for communication, style, culture, and approach
• Monitor the groups behaviour and establish boundaries for ethics, culture, discipline and conflict
• Modify the dynamic of the group as necessary
• Make sure the group is able to cooperate and work as a unified team
• Lead the group towards the ultimate achievement of its goals

Finally you must look at each individual member of the group separately. This involves:

• Understanding the needs and strengths or weaknesses of each person
• Helping each person to define his own unique goals
• Set responsibilities and objectives and reward them for being met
• Develop strengths and utilize them with proper training

In all three categories you can see how important it is for you to be active in your approach. There’s no passive method for dealing with employees or projects with Adair’s model. No matter what model you follow, you’ll find that dealing actively with employees is a far more effective, proactive approach.

Thanks again

Sean
Sean McPheat
Managing Director
MTD Training

Telephone
0800 849 6732

Looking For Management Training?
Visit http://www.m-t-d.co.uk

Looking for Sales Training?
Visit http://www.mtdsalestraining.com

Anyhow, here’s this week’s tip which is short and to the point but with a very valuable message:

Here it is…
“Tell your staff what you want, not how to do it”

When you do this you will find that your staff are more responsive and they’ll be less defensive.

So give them guidance and not direct instructions and you’ll get far more out of them.

You will also see more initiative, more innovation, and more of an ownership attitude from them develop over time.

Ok, that’s me done!

If you’re interested in improving your skills here are a few useful links for you.

You could attend one of our open courses throughout the UK:
http://www.m-t-d.co.uk/opencourses.htm

OR

We could come to you and delivery a course at your place!
http://www.m-t-d.co.uk/in-house.htm

Thanks again and take care

Sean

Sean McPheat
Managing Director
MTD Training

Telephone
0800 849 6732

Looking For Management Training?
Visit http://www.m-t-d.co.uk

Looking for Sales Training?
Visit http://www.mtdsalestraining.com