- An employee has a problem, and you give her advice. However, after some time you find out that she totally has ignored your advice.
- Your employee thinks he knows it all, but you see that he makes a lot of mistakes. When you address this, he argues with you and starts to mope. How can you correct his performance, while keeping him motivated?
- What do you do when your ICT-manager is good at his job, but can’t seem to motivate his staff to perform at their best?
- A new employee with an impressive CV doesn’t perform as expected. He makes a lot of mistakes. You want to lay him off after his probation period. Though, this will cost you a lot of time and money because you will need to hire someone else.
These are example situations, which can be addressed with my training in situational leadership, that will teach managers:
- how to approach their employees in a way that they’ll execute their tasks appropriately;
- how to manage their employees to become task mature
Some elements in my approach:
- how to switch between task and relationship;
- how to be reserved regarding compliments, and generous with the appreciation for one’s input
- how to close with concrete agreements
- how to diagnose your employee: skill and motivation
- 4 styles of management
- how to sit on your hands and settle for a 7