1 / 15

Encouraging Participation

Encouraging Participation. APAMSA Leadership Development Module . Encouraging Participation. Relations-Oriented Behaviors . Participation is not effective unless people are actively involved Encourage participants to brainstorm ideas, make suggestions, state preferences, express concerns

damon
Télécharger la présentation

Encouraging Participation

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Encouraging Participation APAMSA Leadership Development Module

  2. Encouraging Participation Relations-Oriented Behaviors • Participation is not effective unless people are actively involved • Encourage participants to brainstorm ideas, make suggestions, state preferences, express concerns • Value people for their active involvement with public praise and awards Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 97-98)

  3. Relations-Oriented Behaviors Leadership Challenge (24) • Encouraging Participation • Active participation breathes life into work performance • Describe your approach to Encouraging Participation and briefly explain how your methods facilitated active involvement of team members

  4. Encouraging Participation Guidelines For Encouraging Participation • Expression of concerns • Tentative proposals • Ideas and suggestions • Build on ideas • Be tactful with concerns • Do not get defensive • Follow suggestions • Show appreciation Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 71-72)

  5. Encouraging Participation Expression Of Concerns • Encourage people to express their concerns by addressing their concerns • Consult with relevant team members, superiors, and partners who can be affected by changes • Organize a special meeting to address the concerns of all persons involved Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 97-98)

  6. Encouraging Participation Tentative Proposals • Participation is more likely if proposals are described as tentative rather than final • Encourage team members to improve tentative proposals • Final proposals inhibit people from expressing concerns that may appear critical and unsupportive Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 97-98)

  7. Encouraging Participation Ideas & Suggestions • When suggestions are made, acknowledge the idea and discuss it • List all ideas on a blackboard or flipchart so they are not forgotten • During meetings, have a scribe take note of all ideas and suggestions Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 97-98)

  8. Encouraging Participation Build On Ideas • Consider the strengths of an idea before its weaknesses • Discuss weaknesses of ideas and how they can be overcome • Take an idea and build it up to a better one Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 97-98)

  9. Encouraging Participation Be Tactful With Concerns • Avoid harming the self-esteem of persons making suggestions and discouraging future suggestions • Avoid outright rejection of any idea • Express concerns with shared interest (i.e., How can we do this without going over budget?) Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 97-98)

  10. Encouraging Participation Do Not Get Defensive • Listen to dissenting views without getting defensive or angry • Restate the person’s concerns in your own words to verify understanding • Do not make excuses, try to consider objectively if revisions are needed Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 97-98)

  11. Encouraging Participation Follow Suggestions • Do not dismiss suggestions without serious consideration and discussion • It is critical to follow through on suggestions agreed to be beneficial • Failure to utilize good suggestions will make your requests for ideas appear manipulative Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 97-98)

  12. Encouraging Participation Show Appreciation • Give credit where it is due • Explain how their suggestion was incorporated into the plan • Acknowledge those who give helpful ideas and suggestions with timely recognition Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 97-98)

  13. Relations-Oriented Behaviors Summary • Encouraging Participation • Participation is not effective unless people are actively involved • Encourage participants to brainstorm ideas, make suggestions, state preferences, express concerns • Utilize the Guidelines for Encouraging Participation to encourage active involvement of team members and improve work performance

  14. Relations-Oriented Behaviors Next Topic… • Increasing Learning And Innovation • Our next module discusses guidelines to encourage learning and facilitate advancement of work activities

  15. Relations-Oriented Behaviors Sources • G. Yukl, Leadership In Organizations, New Jersey: Pearson Prentice Hall, 2006, p. 97-98 • Free Management Library • www.managementhelp.org/ldrship/ldrship.htm

More Related