Managing

The ability to get the best out of people. People with leadership and management skills understand that people are their most important asset and behave accordingly. They devote time and energy to providing a clear, inspirational direction, delegating and growing people and improving the performance of both individuals and teams.

Managing is a crucial capability in a complex world where people can easily be demotivated by constant change and become confused about their purpose and the worthwhileness of their contribution.

There are 8 questionnaires in this cluster, they are:

Change Management

The extent to which you convince people of the need for change and maintain their support while the change is being implemented.

The factors determined are:

  1. Visioning and planning
  2. Communicating the need for change
  3. Overcoming resistance
  4. Getting and giving support
  5. Keeping the momentum going

This questionnaire will help you to:

  • Envisage changes you want to bring about and plan their implementation
  • Communicate the reasons for, and benefits of, changes
  • Win people over and secure their support for the changes you want
  • Support and encourage people as they go through the upheaval of changes
  • Keep up the momentum for changes so that they become sustainable.

Delegation

The extent to which you encourage other people to help you accomplish your goals.

The factors determined are:

  1. Willingness to delegate
  2. Delegation practices
  3. Supporting delegation
  4. Delegating for development
  5. Following up delegation

This questionnaire explores five aspects of delegation:

  • Your willingness to 'let go' and give other people responsibility for parts of your work
  • The way in which you delegate tasks, authority and accountability
  • The support you give your delegates to help them carry out delegated work successfully
  • The extent to which you use delegation as a way of developing your people
  • The extent to which you track and check progress on delegated tasks.

Developing People

The extent to which you help your people take responsibility for their learning and development and provide them with opportunities for growth.

The factors determined are:

  1. Creating a climate for development
  2. Identifying needs
  3. Providing opportunities

This questionnaire will help you to:

  • Behave in ways that encourage people to take responsibility for their learning and development
  • Identify, clarify and get people's agreement to, different sorts of development needs
  • Generate suitable development opportunities for your people.

Knowledge Management

The extent to which you value, capture and share explicit and tacit knowledge across organisational boundaries.

The factors determined are:

  1. Crystallising and capturing knowledge
  2. Sharing knowledge
  3. Getting knowledge valued

This questionnaire will help you to:

  • Record and manage explicit, obvious knowledge and extract less accessible, tacit knowledge 'out of people's heads'
  • Create opportunities for people to share their knowledge, encourage information exchanges and publicise your team's knowledge
  • Champion the cause of knowledge management in your organisation, using your own team as a role model.

Leading Teams

The extent to which you create the conditions where people with different skills and talents collaborate to produce a high-quality outcome.

The factors determined are:

  1. Promoting team effectiveness
  2. Facilitating
  3. Providing direction
  4. Building team spirit

This questionnaire explores four aspects of effective team leadership:

  • Encouraging your team to work as efficiently as possible
  • Managing team discussions to ensure that they are productive
  • Providing direction to your team to keep them focused and purposeful
  • Promoting an atmosphere conducive to effective teamwork.

Motivating Others

The extent to which you create an environment that fosters enthusiasm and commitment to a worthwhile purpose.

The factors determined are:

  1. Attending to the 'Hygiene' factors
  2. Involving people
  3. Being a role model
  4. Rewarding people
  5. Creating meaningful work

This questionnaire explores four aspects of effective team leadership:

  • Encouraging your team to work as efficiently as possible
  • Managing team discussions to ensure that they are productive
  • Providing direction to your team to keep them focused and purposeful
  • Promoting an atmosphere conducive to effective teamwork.

Performance Management

The extent to which you set clear standards for performance, review people's performance against those standards and seek to improve performance as a continuing process.

The factors determined are:

  1. Setting performance standards
  2. Effective monitoring of performance
  3. Reviewing performance
  4. Developing performance

The actions involved in managing performance fall into four categories:

  • You need to communicate and promote your commitment to performance management
  • You need to commit time and energy to monitoring performance
  • You need to be able to summarise, assess and provide constructive feedback on people's performance
  • You need to facilitate professional and personal development which will lead to both individual and organisational growth.

Providing Direction

The extent to which you help people to understand what they need to do to achieve organisational objectives.

The factors determined are:

  1. Providing a clear vision
  2. Providing direction for the team
  3. Providing direction for the individual

This questionnaire will help you to:

  • Communicate to people the organisation's vision, mission and objectives
  • Provide direction to your team
  • Provide direction to individuals.

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