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Menu:
Updates:
April 2010:
Expert Insights - Creating a Team-Building Culture
March 2010:
Executive Briefing
February 2010:
Join other leaders who are maximising business performance
September 2009:
JobFit Assessments
August 2009:
Managing Human Capital in Unprecedented Times
June 2009:
Is your Organisation "Best-In-Class"?
May 2009:
Now is the time to Review your Screening & Selection Processes
March 2009:
Candidate Screening & Downsizing - How to make it effective!
January 2009:
All Managers can be Great Coaches
December 2008:
Study proves that Managers rarely understand the Success Factors of their employee
November 2008:
Perhaps if I starve the patient
that will make them stronger
October 2008:
Developing Courageous Leaders
September 2008:
Low Cost Employee Perks that won't punish your bottom line
August 2008:
Lessons of the Square Watermelon
Increasing Management Confidence
Ask any MD, CEO, GM or Executive Manager how important their “people” are and they will all say that they are the most important asset they have.
Why is it then that most organisations fail to give their managers and supervisors the tools they require to effectively manage their direct reports?
It is a proven fact that managers who have heightened “people management” skills, deliver far greater team productivity than those managers who don’t. How then can organisations, of any type or size, increase the “people management” skills of their entire management team to deliver higher productivity?
The answer is by being able to provide managers/supervisors with Management/Coaching Reports for each of their team members based on the requirements of their respective roles.
These reports provide a wealth of job related information such as the:
* Degree of JobFit for all roles, including sales and customer service Individual’s strengths and development areas
* Areas of potential concern for an employee in their particular role
* In-depth report on the Total Person Coaching Suggestions
* Career/Succession Planning Reports
The Coaching Suggestions provided in these reports will allow any manager to more effectively manage their direct reports and will improve their “people management” skills immediately. The ability to dramatically reduce the emotive aspect of their people management responsibilities will encourage them to be more proactive. The access to information that allows managers to “treat” employees the way they need to be treated to achieve the greatest contentment, engagement and, therefore, productivity is a win-win for employees, management and the organisation as a whole.
By understanding the strengths and development areas of each of their direct reports, managers and supervisors will be more confident in confronting issues as they arise instead of ignoring them until they severely impact on workplace harmony and productivity.