Manager 101

Learning is NOT an event!

LEARN!!!

What you’ll learn

• Define the role of a manager

• Define the expectations for a manager at O&B

• Determine the root cause of performance issues

• Deliver effective feedback

• Coach employees for success

Management Wisdom 6 mins.

1. In groups of 2, take 3 minutes to write down the most important pieces of
management wisdom that you have learnt (either from being a manager, or
from being managed).

example: Good managers involve their staff with decision making.
• Be prepared to share your results with the group.

Manager’s Focus

Into Unit Into rest of the organization
Outside the organization

Manager’s Focus

Into Unit Into rest of the organization
Outside the organization

Manager’s Activities

Information People Action
Communicating Leading Doing
Controlling Linking Dealing

If you want to know someone’s faults, marry them....or report to
them.

Management

• “the process of dealing with or
controlling things or people”

Management Leadership
• “the ability
to guide,
• “the process of dealing with or direct or
controlling things or people” influence
people”

you are a default
leader

leadership is earned as well as learned, not granted

“What day is it,?" asked Pooh.
"It's today," squeaked Piglet.
"My favorite day," said Pooh.

Management is a practice

ART:
vision, creative
insights

management
as a practice

SCIENCE:
analysis, CRAFT:
systematic Experience,
evidence practical learning

Management styles
ART
(vision)

Narcissist

Insightful

Cerebral Engaging

Calculating Tedious

SCIENCE CRAFT
(analysis) Dispirited (Experience)

Discussion 5 mins.

1. Get a sheet from the facilitator.
2. Read the question to the group.
3. Explain to the group why you think this is an important question.
1. How is the activity it measures important to being a
manager?
2. What happens when a manager doesn’t do this well? What
if they do it well?

1.I feel comfortable asking my
manager for assistance.

2. My manager addresses my
concerns in a timely manner.

3. My manager recognizes my
effort.

4. My manager helps me learn
from my mistakes.

5. My manager encourages me
to make suggestions on how to
improve my job.

6.My manager helps me clear
obstacles that prevent me from
doing my job effectively.

7. My manager talks to me
about my career development.

8. My manager provides me
with constructive feedback that
helps me improve my
performance.

9. My manager tells me about
upcoming big projects and/or
changes that will impact my
job.

10. My manager encourages
me to set challenging goals.

Self Evaluation
• Complete your assessment as if you were one
of your direct reports
• Consider- are there areas in which you would
be strongest? Weakest?
• Keep your results and compare them to that
of your team at your 6 month review.

Group Discussion 5 mins.

1. Joe, one of your employees, is late for the 3rd time this week.
2. Consider- what is causing this performance gap?
3. Discuss- what are some of the things that might be affecting
this? What are the solutions that we might want to consider?


1. Frank keeps wasting 20% too much food from their station.
Consider- what is causing this performance gap?


1. Sally, one of your employees, is yelling at the back of the house
cook, for the second time this month.
2. Consider- what is causing this performance gap?

Ability

Willingness

Waste Basket Toss 10 mins.

1. Have one person be the ‘tosser’ (don’t worry!)
2. With your back to the waste basket, and without looking, throw
one ball at a time- trying to get the ball into the waste basket.
3. After each throw, one person can provide feedback to the tosser.
4. Rotate feedback to the next person for the rest of the throws.
5. Discuss- what type of feedback worked best? worse? Why?

Timely Stale
Specific General
Private Public
Objective Judgmental
Solicited Imposed
Realistic Impossible
Understood One way
Positive intent Negative intent

Tell Joe he stinks 10 mins.

1. Get into groups of 3. (or 4 depending...)
2. One partner be Joe. The other partner is Joe’s
manager. The other person is the observer.
3. Each person read their instruction sheet.
4. Using the instructions provided, Joe and his manager
will have a quick conversation to meet the overall
outcome. The observer will watch.
5. Discuss, then the observer will share the findings from
the exercise.

follow up surveys will ask how you are doing

Accountability

Giving- permission, security or criticism Parent

Logical, independent, self-sufficient Adult

Taking- dependent, emotional, reactive Child

how do you treat your employees?

Dialogue

Parent Parent

Adult Adult

Child Child

Managers accountability
Employees
become more self
give up control sufficient

Stop Giving Start Asking

Stop Telling Start Listening

Manager 101

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Manager 101