Advanced Manager Training

1. Welcome to
“Managing People to Perform”

2. Participant Journal

3. Ice Breakers
• What is your favorite toy you’ve ever owned?
• What time of the day do you most appreciate or need silence/quiet?
And…..
3

4. Ice Breakers
• Why are you here at Evolv?
3

5. Ground Rules
• Camera On if possible
• Avoid side chatter on Zoom or Slack; bring it to the Group
3

6. Agenda
• Management Fundamentals
• Case Study: Liz and John
• Me and My Team At-a-Glance
• Scorecards
• Action Planning
• What/who do you manage?

7. According to the American Management Association:
A survey conducted of 75 members of the Stanford Graduate School
of Business Advisory Council rated _______________ as
the most important competency for leaders to develop.
self-awareness
- AMA
2013 Critical Skills Survey

8. According to the Gallup Employee Engagement Survey:
A survey conducted of 30,628 employees by Gallup showed that
_____________ of the employee experience is related to manager
relationships.
70%
- Gallup
2017

9. Goals
• Maximize your effectiveness working with the individuals on your team
• Align your team and identify team strengths to improve team
interactions and outputs
• Identify the job requirements of the roles on your team
3

10. Employee Engagement…
Does it matter?
• A Gallup study of 50,000 businesses found that:
• Organizations in the top half of employee engagement are
twice as likely to be successful than organizations in the
bottom half.
• Those at the 99th percentile of engagement have four
times the success rate of those in the bottom half.
• Gallup's research found that _____________is primarily
responsible for employee engagement levels.
the manager
- Gallup:
2015 Strengths Meta-Analysis

11. What does an engaged employee look like?
• Let’s brainstorm attributes of an
engaged employee.
Engaged employees are emotionally
connected to the business and
emotionally committed to the
business outcomes

12. What does an engaged employee look like?
An engaged employee:
• Is committed and will go above and beyond
• Is passionate and takes personal ownership for the quality of their work
• Paints a positive image of the organization and recommends it and its
products/services to others
• Understands how their work results in meaningful outcomes
• Vigorously pursues the organization's goals
• Wants to come to work!
How did we do?

13. What Are Business Critical Manager Responsibilities?
• 1 to 1s
• Team Meetings/Standups
• Delegation/Empowerment
• The ”Platinum Rule”

14. 1 on 1s
If I’m already talking to my team every day, do I still need to set
weekly 1 on 1s?
YES, it’s business critical

15. Formal vs. Informal Communication
Formal communication is one that passes through predefined
channels of communication and creates structure, and
accountability.
Informal communication refers to the form of communication
which flows in every direction, i.e. it moves freely in the
organization, multi-directional, and in the moment.

16. Formal vs. Informal Communication
40—60% of on the job learning takes place through informal
communication. It’s important to create an environment that
enables this to happen.
Formal communications drive commitment, support, and
accountability. One on ones allow employees to outline
successes, concerns, and challenges. They create a safe space
for you to connect with your employee as a human being.

17. A Great Manager Listens, and Creates Trust

18. A Great Manager Listens, and Creates Trust
• Affirm their perspective first
• Disclose your weaknesses, places where you’ve stumbled
• Be unconditionally on their side/team, even (and especially)
when giving them blunt feedback about opportunities for growth
• Respect them as a person, not just a performer of tasks; treat
them as a peer

19. Start With an Open Ended Question
• How are you feeling?
• What is on your mind?
• What are you most excited about?
• What are you most worried about?

20. Team Meetings/Stand Ups
By hosting regular team meetings, you’ll create a culture of
shared values and open communication. These meetings should
be a safe space where the team learns about each other’s
preferences, discusses new ideas, and develops a sense of
belonging.
Team meetings are where a group of peers get to know each
other, and where the presence of a common supervisor helps
peer interaction to develop

21. Team Meetings/Stand Ups
Connections are the heart and soul of how teams function and
company cultures are born.
70% of an employee’s employer experience comes from the
interactions with their manager.
This is a chance to establish the culture and dynamic you want!

22. What Do Great Meetings Look Like?
Great meetings:
• are interactive, convey a message clearly, and evoke an
intended emotion – whether inspiration, trust, pride, courage, or
empathy.
• discuss ideas and exchange feedback about team projects and
work in progress.
• get everyone on the same page about what success for key
initiatives looks like, clearly frames decisions and known
concerns, and ends with agreed-upon next steps (including
when the next check-in will be)

23. What Do Great Meetings Accomplish?
• Building psychological safety
• Setting goals and motivating
• Keeping employees engaged
• Communicating effectively
• Driving accountability
• Unblocking issues

24. Delegation and Empowerment
If you had to take an unexpected week off work, would your
initiatives and priorities advance in your absence?
Why or why not?

25. What Holds Us Back from Delegation?
• The belief that employees cannot do the job as well as the
manager can.
• The belief that it takes less time to do the work than it takes to
delegate the responsibility.
• Lack of trust in employees’ motivation and commitment to
quality.
• The need to make one’s self indispensable.
• The enjoyment of doing the work one’s self.
• Guilt associated with giving more work to an overworked staff.

26. What Does Delegation Unlock?
Managers are responsible for developing their employees to
ensure that they are well trained, to identify future leaders, and to
prepare their own successor when they move up or move on to
other organizations.
Delegating responsibility is a powerful statement to employees
about how much they are trusted and how competent and valued
they are considered to be to the company.

27. The Delegation 4 Step
• Start with your reasons.
• Inspire their commitment.
• Engage at the right level.
• Practice saying “yes,” “no,” and “yes, if.”

28. The Platinum Rule and the Whole Employee
1. Treat others the way THEY want to be treated
2. When you hire someone, you hire that entire person, and you
hire their entire family.

29. Break

30. Agenda
• Management Fundamentals
• Case Study: Liz and John
• Me and My Team At-a-Glance
• Scorecards
• Action Planning
• What/who do you manage?

31. The Predictive Index | Drive Results with Talent
The Four Factors
Dominance: The drive to exert one’s
influence on people or events
Extraversion: The drive for social
interaction with other people
Patience: The drive for consistency and
stability
Formality: The drive to conform to rules
and structure

32. The Predictive Index | Drive Results with Talent

33. Liz and John
Case Study • Part 1:
• Turn to the case study in your Journal.
• Read through the interaction between Liz and John.
• Jot down your ideas in Thoughts and Observations.
John
Teller
7

34. Liz and John
• Debrief
• What’s at stake?
• Who was right?
• Who was wrong?
7

35. Liz and John - Continued
Liz, Branch Manager John, Bank Teller
1. Return to your group to examine Liz and John’s PI Patterns.
2. Answer the questions on page 8.
8

36. 1. What is Liz’s strongest Factor (farthest from the Midpoint)?
2. What is John’s strongest Factor?
3. What does John need in order to be productive?
4. What adjustments did you recommend for Liz?
Liz, Branch Manager John, Bank Teller
Debrief
8

37. Average managers play checkers...
Average managers play checkers while great managers play chess. The
difference? In checkers, all the pieces are uniform and move in the same
way; they are interchangeable. You need to plan and coordinate their
movements, certainly, but they all move at the same pace, on parallel
paths.
In chess, each type of piece moves in a different way, and you can’t
play if you don’t know how each piece moves. More important, you won’t
win if you don’t think carefully about how you move the pieces.
Great managers know and value the unique abilities and even the
eccentricities of their employees, and they learn how best to integrate them
into a coordinated plan of attack.
– Marcus Buckingham
9

38. Me and My Team At-a-Glance
X
X
1. Enter your pattern in the ME
column:
a. X’s for your highest and lowest
Factors
b. Dots for your remaining Factors
Work through an example together:
Your Pattern
10 - 11

39. 2. Enter your team’s highest and
lowest Factors in the TEAM
column:
a. Select a team member
b. Place their initials in the appropriate
location (highest and lowest Factors
only)
c. Continue with the remainder of your
team
Me and My Team At-a-Glance
JS
JS
X
X
Jane Smith
10 - 11

40. Me and My Team At-a-Glance Questions
Turn to your Journal
1. Do you share Factors in common with your team? If so, which
one(s)?
2. Which Factor (either high or low) is shared by the greatest
number of people?
3. What stands out to you about the overall pattern of your team?
4. What might this mean for how your team functions?
10 - 11

41. Scorecards
12 - 19

42. Scorecards
Select a person
• High potential?
• Flight risk?
√
3
√
√
Jeannine: B > A
10 - 11

43. Scorecard Action Plan: Peer Review
Confidentiality is critical; please do not share names.
Round 1:
Person A: Describe your thinking
• Individual’s pattern
• Why you selected them
• Your “ah-has”
• Your action plan
Person B: Ask clarifying questions
• Action plan must be measurable and time-bound
• Example: What will you put on your calendar?
• When will this be complete?
Round 2: Switch roles.
10 - 11

44. Scorecard Debrief
Describe any insights you gained during your discussions.
• What did you learn about your management style with this individual?
• What is your action plan? How did it improve during the discussions?
10 - 11

45. Scorecard Action Plan Review
1. Describe:
• The person’s pattern
• Your “ah-has”
• Your action plan
2. The group will provide feedback:
• Successful strategies they have used
• Action plan suggestions (measurable and time bound)
10 - 11

46. What Do You Manage?
Manage the PERSON Manage the JOB
23

47. Managing Jobs
• For every person, there are two tasks:
Manage the PERSON Manage the JOB
What does the
organization need
from this job?
23

48. What is the shape of the peg?
(The person)
• Administer the Behavioral and
Cognitive Assessments
What is the shape of the hole?
(The job)
• Complete a Job Assessment and
Set Job Targets
Job Fit

49. Job Assessment Activity
Choose a job we all understand:
• A current opening
• A job you hire for frequently
Turn to page 24
Work in a small group.
Identify: What items on the list are:
• Important to the success of the role
• Performed frequently
• Hint: Ask: “Is this something that would
be discussed in a review
conversation?”
Work to gain agreement.
• Don’t give in too easily!
24

50. What did you discuss? How did you gain agreement?
• Further discuss the item
• Further discuss the position
What can the Job Target conversation do?
• Alignment in the organization
• Clear expectations for the person hired
Job Assessment Debrief
23

51. Set a Job Target in the Software
• Job Assessment
• 10–15 minutes
The Big Idea
Find someone who
likes to do these
things!

52. Output of a Job Assessment

53. Easy to
compare!
or Learning
at won’t be
h participants.

54. What if…
What if you knew the Job Targets
of all the positions in your
company?
What could you do with that
information?