Katharine Giacalone The Corporate Nanny

Transcription

1 Katharine Giacalone Corporate Nanny 2014 IPMA-HR Eastern Region Conference Engaging People: Coaching Managers to Engage People so the Feedback Sticks! Using the Playground Personalities as the North Star May 5, 2014

2 Agenda This workshop focuses on: Assessing your Playground Personality and understanding the words and actions that impact others Coaching managers on how to engage staff before they begin to deliver feedback Using the Playground Personalities as the North Star when giving feedback

3 Let s talk Talk to your neighbor about how you like to get feedback. How do feelings/thoughts change if the feedback is good or not-so-good news? Let s share!

4 Being self-aware is key! What type of kid were you on the elementary school playground?

5 How do you see yourself? I: Need to make sure all is ok 2. Collaborate with everyone 3. Need to build trust 4. Appreciate communication 5. Am loyal to my staff and company I: 3. I: Like to manage by scheduling 2. Create and use timelines 3. Am extremely dependable and reliable 4. Am decisive 5. Sometimes nitpick the issues I: Am seen and heard 2. Am action-oriented 3. Fun to be with 4. Hate routine 5. Like to be in the moment 1. Value education, intellect and competence 2. Operate from my gut 3. Am seen as the subject matter expert 4. Like to offer my opinions 5. Think I know it all

6 Who Am I?... Those kids you met on the playground years ago are grown ups now, but not too changed! Meet Peacemaker Organizer Revolutionary Steamroller

7 Introduction of Playground Personalities 1. Peacemaker 2. Organizer 3. Revolutionary 4. Steamroller

8 Peacemaker Peacemaker focuses on people & smoothes the rough edges. Peacemaker acknowledges & validates others and may go out of their way to help others at the risk of sacrificing their own needs. Peacemaker demonstrates great integrity and loyalty, doesn t like conflict so may need to develop a thicker skin!

9 Organizer Organizer is motivated by getting things done, efficiently and early! Schedules, timelines, processes, and traditions are the Organizer s bread and butter! Organizer is reliable and dependable, expects others to be the same and becomes impatient when they aren t.

10 Revolutionary Revolutionary sees policies and procedures as impediments to getting things done and would rather be flexible and in the moment. Actionoriented and gregarious, the Revolutionary is fun to be with, but it can be hard to corral that energy into a timely and measurable outcome!

11 Steamroller Steamroller can bowl you over with a thousand ideas and overwhelming creativity. Reining in the Steamroller may be a management challenge, but the Steamroller will be the go-to person when you need a fresh perspective on any problem.

12 Let s talk What pops out for you? How does this relate in the work place?

13 Break Golden Rule Treat others as you would have them treat you. And replace it with: Communicate with others the way THEY would like to be communicated with, not how YOU like to be communicated with!!!

14 Who s Who? Apply the formula: Application + Observation + Listening = Accurate Assessment of Who s Who

15 Application Peacemaker Needs to make sure everyone is okay Revolutionary Hates routine and prefers to act now and ask for forgiveness later Steamroller Values education, intellect & competence Organizer Lives by scheduling, timelines & lists

16 Watch Closely Peacemaker Polite; makes definite eye contact Revolutionary Vivid responses; may even tell a joke Organizer Gives clear examples; is exact Steamroller Complex answers; tells a story

17 Listen Up! Peacemaker I feel Organizer I think Revolutionary I don t like Steamroller I believe

18 Just for fun let s talk Talk to your neighbor about the latest coaching session you had with a manager regarding performance feedback. Let s share!

19 Coaching Managers on How to Give Feedback Peacemaker Organizer Relate to the person and make the time to talk Be specific v. vague Revolutionary Hit the nail on the head Steamroller Be more abstract & philosophical

20 Coaching Managers on How Employees Receive Feedback Peacemaker Organizer Appreciates candor as long as it s given with respect Direct, logical, & manageable Revolutionary No song and dance just spill it! Steamroller In the bigger context, not in the weeds

21 What Each Manager May be Accused of... Peacemaker Organizer Encouraging mediocrity Being a micromanager Revolutionary Acting like a fire drill coordinator Steamroller Dismissing people/ideas

22 What comes naturally to managers giving feedback? Peacemaker Organizer Acknowledges & validates; writes illustrative examples Clearly states expectations & checks off boxes Revolutionary Talks about the people & the situation they were put in Steamroller Focuses on the company s mission & how the person fits in

23 What do managers struggle with? Peacemaker Too patient; gives people a lot of leeway; wants people to learn from mistakes Revolutionary Loses patience because they don t have time to listen Organizer Hits people over the head with things they did wrong; forgets to mention the good Steamroller Talks about serious consequences for failures

24 Good News: managers have the inside track Managers should: Be aware of the Playground Personality of their staff Know what motivates the staffer into action Avoid using words that disengage him/her Create the beginning dialogue before the meeting

25 Using the Playground Personalities as the North Star to Begin the Feedback Peacemaker Focus on people Organizer Give logical points using short phrases Revolutionary Make it short, to the point and actionoriented Steamroller Talk about the big picture and keep it brief

26 How to Begin the Dialogue Peacemaker Begin with a greeting Organizer Begin with 2 or 3 things up front Revolutionary Begin with the person, then talk about the situation Steamroller Begin with the passion and talk about next steps

27 Sample Empowering Questions that May Motivate the Employee to Engage Peacemakers How do you feel about? How would you be able to live with that? How can that help you? Organizers What do you need to get that done? What do you think about that? How much time will that take? Revolutionaries What keeps you going? What works well? What don t you like about? Steamrollers What did you learn from that? How will you demonstrate (that/your commitment)? What would it take for that to happen?

28 Back Home... What are you going to do differently? As it relates to coaching managers: What are you going to keep doing? What are you going to stop doing? What are you going to start doing? Let s share!

29 Ask Corporate Nanny Thank You & Good Luck! Check out Sign up for my monthly newsletters! Buy Oops! I m Manager! on Amazon!