Step Up To The Challenge: 3 Essential Management Skills to Increase Team Performance

I’m sure you’re wondering, “Why should I listen to this person. What does she have to tell me that I haven’t already heard or already know.”

My name is Susan Cullen. I am the President of Quantum Learning Solutions, Inc. and have been in the training industry for the past 18 years. Our focus has been to provide organizations with the most critical communication skills managers can use to significantly increase employee productivity and performance. Over the years, I have found that the three basic skills every manager needs to motivate and develop their staff are:

• To Understand Individual Differences and Motivations
• To Hire the Right Person to Start With, and
• To Coach and Develop Your Staff on a Regular, Consistent Basis

We each think, act and are motivated in unique ways. One approach that worked excellently with one person may yield a different response from someone else.

Every manager has experienced the frustration of not understanding why one management approach that works beautifully with one employee is ineffective with another. That’s because what we think would be motivating isn’t always motivating to someone else.

The same principle applies to client and co-worker relationships. We “click” or connect with some individuals and understand each other. But we also work with individuals who approach things differently. Research shows there are four different behavioral style dimensions. Understanding their characteristics can help us become more effective in our interactions with each other.

The DiSC Classic Profile® is an instrument that helps identify how we tend to behave. It identifies four different behavioral dimensions: dominance, influence, steadiness, and conscientiousness. Although we each can utilize all four dimensions, we tend to use one or two most often.

Step Two: Hire the Right Person to Start With

Utilizing “Behavioral Interviewing” techniques will help you hire the right person for a position.

A successful interview starts with these key principles:

• Future behavior is best predicted by past behavior.
• Effective interviewing begins with a thorough understanding of the open position.
• Focus on the right fit for the organization, as well as the capabilities for the job.
• Multiple interviews and interviewers produce more accurate results.
• Candidates must be treated with dignity and respect.

The following is a sample interview question that should elicit information on specific behavioral dimensions.

Tell me about a time where you were faced with a number of priorities and significant pressure to accomplish a number of tasks in a relatively short time frame.

Probes:

• What kinds of things did you consider when prioritizing tasks in order to meet the required deadlines?
• How did you respond to the pressure to perform effectively in this situation?
• What was the result of your effort?
• What did you learn from this experience?

You need to ask yourself “What am I looking for in a candidate?” If you understand the required responsibilities for the job, you can begin to identify the technical skills as well as the performance skills needed to perform the job effectively.

Follow these steps to prepare for the interview:

• Know the Position
• Review Candidate Materials
• Prepare an Agenda for Interviewing
• Plan the Logistics

When you are conducting the job interview you should following these steps:

• Set the tone
• Review the candidate’s resume
• Provide position information
• Ask behavioral interviewing questions
• Provide a realistic job preview
• Discuss next steps and close

After the interview you need to schedule at least 15 minutes of evaluation time to review the candidate’s responses. Be sure to evaluate candidate information when it’s fresh in your mind. Time will alter your memory and perception of the candidate. For each question, consider whether the candidate’s answer is more like that of a qualified candidate, or more like that of someone who is unqualified.

Step Three: Coach and Develop your Staff on a Regular Basis

One of the most difficult things a manager has to do is talk to an employee when there is a performance problem. Once you understand the different styles of your employees those conversations won’t get easier, but you will be better prepared to approach them with confidence. You will be able to discuss with your employee the performance issue without de-motivating them or making them think you don’t understand what’s going on.

You want to make sure that they are accountable for their actions by having them come up with the solutions. A wise person once told me the easiest way to get someone to take ownership of a situation is to ask them “What can you do to avoid this happening again?” You want to turn it around so that they answer the question. You can give your input if they request it, but let them come up with and “own” the solution.

Here are some action steps to follow when you are having a performance coaching discussion:

• Communicate the situation. Focus on the specific performance issue, not the employee
• Identify the impact of consequence of the performance issue.
• Ask the employee what caused the problem.
• Ask the employee to make suggestions for improvement.
• Contribute your own suggestions.
• Develop an agreed upon Action Plan and set a follow-up date.
• Express your confidence in the employee and the Action Plan for improving performance.

In order to acquire a skill you need to practice that skill daily for a few weeks before it becomes a second nature to you. That is why I am a firm believer in assessment tools to help in developing your skills. Click Here to see the Management Value Bundle which will give you 4 different tools to use to assist you in managing your employees.

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About the Author

Susan Cullen is the President of Quantum Learning Solutions, Inc. and has extensive experience working with organizations of all sizes to enhance management and leadership development. She is the author of numerous articles and e-learning programs focusing on the most effective tools for retention, engagement and performance.

Quantum has been providing high quality training and development solutions since 1988. We work with a variety of Fortune 500 organizations and smaller companies, in the areas of Management Development, Employee Development, and Team Building. We have offices in Philadelphia, Pennsylvania and Chicago, Illinois.