logging in or signing up Handling Difficult People by JOJO VITO INTRASPEC Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: Embed: Flash iPad Copy Does not support media & animations WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 1105 Category: Entertainment License: All Rights Reserved Like it (0) Dislike it (0) Added: April 25, 2012 This Presentation is Public Favorites: 3 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript Handling DIfficult People : Handling D I f f i c u l t People By: JOJO M. VITO, PhD INTRASPEC MANAGEMENT CONSULTANCYRomans 12:9-13: Romans 12:9-13 Let love be without hypocrisy. Abhor what is evil. Cling to what is good. Be kindly affectionate to one another with brotherly love, in honor giving preference to one another; not lagging in diligence, fervent in spirit, serving the Lord; rejoicing in hope, patient in tribulation, continuing steadfastly in prayer; distributing to the needs of the saints, given to hospitality.INTRASPEC MANAGEMENT CONSULTANCY: INTRASPEC MANAGEMENT CONSULTANCYPowerPoint Presentation: Handling Difficult PeoplePowerPoint Presentation: DO YOU HAVE DIFFICULT PEOPLE IN YOUR ORGANIZATION? HAVE YOU HANDLED DIFFICULT PEOPLE IN YOUR ORGANIZATION? ARE YOU A DIFFICULT PERSON?performance suicide : performance suicide Handling difficult people1. Know The Impact You Want To Make: 1. Know The Impact You Want To Make Are you clear about you the impact you want to have as a leader?PowerPoint Presentation: leaders who avoid dealing with poor performers are leaders who don't have a clear vision of their impact and purpose as an individual and leaderPowerPoint Presentation: 2.Be Squeaky Clean Yourself! boomerang : boomerang A flat, curved, usually wooden missile configured so that when hurled it returns to the thrower.PowerPoint Presentation: If you make an agreement with someone - make sure you deliver.PowerPoint Presentation: Don't expect to be perfect. But if you are committed to consistently being at your best and regularly delivering on your promises - you will breathe easier when you sit down to discuss someone's under-performance.PowerPoint Presentation: "Sorry, I didn't get to it something else came up".PowerPoint Presentation: Certainly it's true that priorities change - but what is not okay is that people don't talk with you about the shifting priorities. If a person uses the excuse "Something came up" this is a violation of trust.3. Identify Each Individual's Performance Level: 3. Identify Each Individual's Performance Levelthree categories: : three categories: High Performers - those who live the values and come with possible solutions to problems Average Performers - those who mostly live the values, can identify problems, but may not always have the capability to resolve them Low Performers - those people who don't live the values and either blame others for problems or ignore the problemsAnother, more detailed process is to rate each person against criteria such as this:: Another, more detailed process is to rate each person against criteria such as this : Technical Competence (capability to do the job) Quality of Work (standard of output) Performance Effectiveness (ability to meet targets and goals) Living The Values (interpersonal skills and personal style)If everything else fail…: If everything else fail… If you have someone who is delivering results but not living your team's values the wisest thing you can do is to - let go…4. Don't Just Single Out Poor Performers: 4. Don't Just Single Out Poor PerformersPowerPoint Presentation: avoid giving the message you are going to shape everyone up! Rather, "let's focus on continuous improvement of ourselves as individuals and as a team". A powerful way to set the content of these discussions is to ask each person to come to the meeting with a list of the: : A powerful way to set the content of these discussions is to ask each person to come to the meeting with a list of the: the things they think they do well the things they think they could improve upon the things you do that helps or hinders their performance5. Be Kind And Be Easy About Awkward… : 5. Be Kind And Be Easy About Awkward… Many people avoid addressing poor performers because it can get awkward. …for the person giving the feedback & challenging for the person receiving it.PowerPoint Presentation: Do You Want Me To Be Kind Or Truthful?PowerPoint Presentation: Your job is to do both . 6. Daily Interaction and Regular Sit Down/One-to-One Discussions : 6. Daily Interaction and Regular Sit Down/One-to-One Discussions You can do this easily during normal day-to-day activities by acknowledging when people are doing well, as well as providing performance-gap feedback.PowerPoint Presentation: what is going well, what is stopping them from performing at their best, what plans they have to overcome any challenges how the leader could help them with these challenges (as a barrier buster not as a problem fixer ) what they are doing to ensure they are having and getting the best possible work experience7. Recognize & Acknowledge The Right Performance: 7. Recognize & Acknowledge The Right PerformancePowerPoint Presentation: Do make sure that you acknowledge the 'softer' side of performance. … behaviors that are aligned with the company's values and mission: www.pinoybisniz.com www.thehappytrip.com www.intheshadowofyourwings.com You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.