Develop yourself as a Team Leader

1. Develop yourself as a Team Leader M2.01

2. Last week… How much do you remember?

3. What about Trust?

4. Communicating in the workplace

5. Objectives for today At the end of this session you will be able to: • Explain performance requirements and the indicators of underperformance • Describe one basic recognised theory of motivation to team members • Explain the importance of feedback to improve communication and performance • Tell me how to improve motivation in the workplace Some of you will be able to • Apply a number of theories of motivation to the people within a workplace

6. How do you define MOTIVATION? ‘A conscious or unconscious driving force that arouses and directs action towards the achievement of a desired goal’ ‘The willingness to exert high-levels of effort to reach organisational goals, conditioned by the efforts’ ability to satisfy some individual need’

7. Why learn about motivation? • Would it be useful to know what motivates you? • Would it be useful to know what motivates others?

8. The Manager’s Map Have the ability Those that know what to do Those that follow the rules Motivated Those that DON’T follow the rules NOT Motivated Have the ability Those that DON’T know what to do

9. HOW MOTIVATED ARE YOU? • Think about an occasion which made you feel very positive about your job. What happened at work to make you feel this way? • Now think of a situation or event that caused you to feel dissatisfied and rather negative about work. What was it? What happened?

10. WE ARE ALL MOTIVATED BY DIFFERENT THINGS • Values • Beliefs • Culture • Experience • Influences • ULTIMATELY – “What’s in it for me?”

11. THEORIES OF MOTIVATION • Frederick Taylor • Principles of Scientific Management 1911 • Abraham Maslow • Hierarchy of Human Needs 1954 • Douglas McGregor • The Human Side of Enterprise 1960 • Frederick Herzberg • Two Factor Theory 1959 • Victor Vroom • Expectancy Theory 1968

12. “ Man is a wanting animal and rarely reaches a state of complete satisfaction” “As one desire is satisfied another pops up to take its place”

13. MASLOW’S HIERARCHY OF NEEDS • Hierarchy of Human Needs 1954

14. Self Actualisation Personal development Self fulfilment Ego/Esteem Achievement Confidence Self respect Recognition Social/ Affiliation Acceptance Affection Belonging Friendship Security/ Safety Stability Safety Permanent job Peach Physiological Food Air Water Sleep Warmth MASLOW’S HEIRARCHY OF HUMAN NEEDS

15. Maslow coaching wheel • Activity • Score each area 1-10 (1 low, 10 high) • Identify why you have given each area this score • Identify what they would need to do to score each area 10. • Give your partner time to note down any thoughts that are important to them.

16. HERZBERG: THE TWO FACTOR THEORY • Would you say that the things that motivate people are the opposite of the things that de- motivate?

18. RECAP

19. WHAT PERFORMANCE REQUIREMENTS do you expect from a team at work?

20. Expectation of basic performance • Time keeping • Absenteeism • Conduct • Levels of performance • Attitudes and behaviours

21. HOW DO YOU SPOT THE DE- MOTIVATED IN THE WORKPLACE?

22. UNDERPERFORMANCE • How do you spot it? • Disobedience • Putting others at risk • Bad timekeeping • Non achievement of targets • Non attendance at training courses • Making errors • Gossiping • Complaints • Aggression • Regression [deterioration]

23. UNDERPERFORMANCE • How do you correct it? • Discussion to find out causes • Don’t like job • Don’t like team members or leader • Problems outside of work • Lack of training • Incompetence • Tasks difficult • No support • Actions • Agree an action plan for improvement • Ensure there is an understanding of the consequences

24. 3 BASIC RIGHTS To know what they need to do to improve/become even better Feedback and communication is key! To know what is expected of them To know how they are doing

25. FEEDBACK SANDWICH – focus on success • Give feedback on specific actions done well • Suggest how they could improve it or make it better next time. • Overall feedback of positive result

26. Give Recognition “ Flowers do well when watered but shrivel up when ignored” “Be sparing with Praise and Generous with Thanks” People who feel good about themselves produce good results

27. Promoting communication, feedback and building trust as a team leader… You could ask your teams… • What do I do that stops you from doing a better job? • What do you think I could do to help you perform better?

28. WHAT COULD YOU DO TO GENERATE THE FOLLOWING IN A TEAM IN YOUR AREA? • Sense of achievement • Responsibility • Recognition • Advancement • Challenging work

29. Answers • Clear objectives • Delegation • Feedback • Job enrichment • Empowerment

30. Reflection • What will you take from today’s session and be able to apply back into the workplace? • What specifically will you do to apply this, and how?

31. Short answer questions • Begin to draft your answers on the M2.02 short answer mark sheets (which can be found on the WIKI home page) and once completed upload to the WIKI • Time for personal activity • Add into WIKI • Review your reflective pieces of work if required • Use IT for ‘job search’ and networking if you have time

32. Have you achieved today’s outcomes? • Explain performance requirements and the indicators of underperformance • Describe one basic recognised theory of motivation to team members • Explain the importance of feedback to improve communication and performance • Tell me how to improve motivation in the workplace