Develop Better People Managers
Download as PPTX, PDF31 likes25,676 views
The document discusses the importance of effective managers in enhancing employee engagement, retention, and performance, highlighting the substantial costs associated with disengagement. It outlines core skills for managers, including assessing teams, coaching, and fostering psychological safety, alongside best practices for manager training aligned with organizational growth. The author, Dr. Britt Andreatta, presents a roadmap for building better people managers, leveraging neuroscience to inform talent development strategies.
Develop Better People Managers
- 1. Develop Better People Managers: Webcast Britt Andreatta, PhD | 11/09/2016
- 2. Today’s agenda • Britt Andreatta, PhD • Introduction • The Power of Managers • Core Skills of Effective Managers • Best Practices in Manager Training • Q&A 2
- 3. 3 Britt Andreatta, PhD CEO, Andreatta Consulting Author and Former CLO, Lynda.com Building Better People Managers
- 4. Britt Andreatta, PhD 4 PhD in Education, Leadership & Organizations Expertise in the “neuroscience of success” creating actionable solutions for talent professionals Current author and former chief learning officer for Lynda.com, a LinkedIn company
- 6. Chapter 1: The Power of Managers 6
- 13. Disengaged employees cost an organization approximately $3,400 for every $10,000 of salary (Gallup). Engaged employees are 127% more likely to be A performers than C performers (McLean & Company). Highly engaged organizations have the potential to decrease employee turnover by 87% (Human Capital Institute). The ROI of Engagement 13
- 14. The Co$t of Poor Managers: Disengagement 14 Headcount Percent disengaged (nat’l avg of 18%) Median salary Percent cost of disengagement Cost per disengaged employee Total cost of disengagement 500 90 $75,000/year 34% $25,500/year $2,295,000/year
- 15. The Co$t of Poor Managers: Attrition 15 Entry Level Employee Technical/Leader Level Employee Salary + Benefits $50,000 $125,000 SHRM Estimation X 50% X 250% Cost to replace employee $25,000 $312,500
- 16. Chapter 2: Core Skills of Effective Managers 16
- 18. 18
- 20. 20 Skill Coaching Clarity Coaching Evolved from athletic coaching Coach’s expertise is in the skill that they teach to others Intentionally directive Evolved from life coaching Coach’s expertise is in the clarity process—facilitate the client in accessing their own answers Intentionally non-directive
- 22. 22 GROW Model
- 24. Delegating for Growth 24 Intentionally delegate to grow competence and confidence Give higher and higher levels of autonomy
- 25. 25 8 Levels of Autonomy Level 8 Level 7 Level 6 Level 5 Level 4 Level 3 Level 2 Level 1
- 27. 27 Connecting People to Purpose
- 28. 28 Connecting People to Purpose
- 31. …‘‘is a sense of confidence that the team will not embarrass, reject or punish someone for speaking up—it is a shared belief held by members of a team that the team is safe for interpersonal risk-taking. It describes a team climate characterized by trust and mutual respect in which people are comfortable being themselves.’’ Amy Edmondson, Harvard Business School Psychological Safety …‘‘is a sense of confidence that the team will not embarrass, reject or punish someone for speaking up—it is a shared belief held by members of a team that the team is safe for interpersonal risk- taking. It describes a team climate characterized by trust and mutual respect in which people are comfortable being themselves.’’ Amy Edmondson, Harvard Business School
- 33. 33
- 34. Chapter 3: Best Practices in Manager Training 34
- 35. Align with Organizational Growth 35
- 36. Young AGE OF ORG Mature SmallSIZEOFORGLarge Greiner Curve
- 37. Young AGE OF ORG Mature SmallSIZEOFORGLarge Phase 1 Creativity Phase 2 Direction Phase 3 Delegation Phase 4 Coordination + Monitoring Phase 5 Collaboration Phase 6 Alliances Evolution T T Transformation T T T T T © Britt Andreatta Phases of Growth
- 38. Young AGE OF ORG Mature SmallSIZEOFORGLarge Phase 1 Creativity T © Britt Andreatta Phase 1: Creativity
- 39. Young AGE OF ORG Mature SmallSIZEOFORGLarge Phase 1 Creativity Phase 2 Direction T T © Britt Andreatta Phase 2: Direction
- 40. Young AGE OF ORG Mature SmallSIZEOFORGLarge Phase 1 Creativity Phase 2 Direction Phase 3 Delegation T T T © Britt Andreatta Phase 3: Delegation
- 41. Young AGE OF ORG Mature SmallSIZEOFORGLarge Phase 1 Creativity Phase 2 Direction Phase 3 Delegation Phase 4 Coordination + Monitoring T T T T © Britt Andreatta Phase 4: Coordination + Monitoring
- 42. Young AGE OF ORG Mature SmallSIZEOFORGLarge Phase 1 Creativity Phase 2 Direction Phase 3 Delegation Phase 4 Coordination + Monitoring Phase 5 Collaboration T T T T T © Britt Andreatta Phase 5: Collaboration
- 43. Young AGE OF ORG Mature SmallSIZEOFORGLarge Phase 1 Creativity Phase 2 Direction Phase 3 Delegation Phase 4 Coordination + Monitoring Phase 5 Collaboration Phase 6 Alliances T T T T T T © Britt Andreatta Phase 6: Alliances
- 44. Create a Cohesive Learning Journey 44
- 45. CONTENT Flip the Classroom Before: Learn During: Application + Discussion After: Extend Learning
- 49. Build Habits Through Practice 49
- 50. Neuroscience of Learning 50 How the central nervous system and peripheral nervous system work together to create and retain new knowledge and skills. Practice builds neural pathways.
- 51. Learn More On LinkedIn Learning Organizational Learning & Development Management Fundamentals Delegating Tasks to Your Team 51 Book: Wired to Grow: Harness the Power of Brain Science to Master Any Skill
- 53. Follow us 53
- 54. 54
Editor's Notes
- #2: 11:05
- #3: 11:05
- #4: 11:06
- #7: 11:07
- #8: 11:07
- #9: 11:08
- #10: 11:09
- #11: 11:10
- #12: 11:11
- #13: 11:12
- #14: 11:13
- #15: 11:14
- #16: 11:14
- #17: 11:15
- #18: 11:15
- #19: 11:16
- #20: 11:17
- #21: 11:18
- #22: 11:18
- #23: 11:19
- #24: 11:20
- #25: 11:20
- #26: 11:21
- #27: 3:09
- #28: 11:26 Dan Pink Autonomy, Mastery, Purpose
- #29: 11:27
- #30: 11:22
- #31: 11:24
- #32: 11:23 Google’s study Harvard
- #33: 11:24
- #34: 11:25
- #35: 11:28
- #36: 11:29
- #37: 11:29
- #38: 11:30
- #39: 11:31
- #40: 11:32
- #41: 11:32
- #42: 11:33
- #43: 11:33
- #44: 11:33
- #45: 11:34
- #46: 11:35
- #48: 11:36
- #49: 11:37
- #50: 11:38
- #51: 11:39
- #52: 11:40
- #53: 11:45