Initiating Behaviors
- Providing feedback and analysis of issues and oncerns
- Clarifying leader expectations and requirements
- Exploring impact and effect of employees actions
- Planning actions around solutions and desired changes
- Seeking commitment to the action plan
- Clarifying positive and negative consequences connected to future action and plans
Supportive Behavior
A leaders words and actions showing concern and acceptance of employees:
- Collaboration regarding solutions to problems
- Help and assistance through training and resources
- Concern over the employees needs and objectives
- Empathy for the employee and attention to obstacles and problems
- Expressions of value of the employee and his or her contribution to the work
- Acceptance of responsibility in situations
- Interaction that provides tie for the employee to air his or her feelings
Critical Path Method
tasks and activities that, if delayed, will cause the entire project to be delayed.
Gantt Chart
named after Henry Gantt this chart describes the temporal relationships of events or tasks that unfold over time.
Before Meeting
- Make networking a high priority; allot time in your weekly or monthly planner for networking activities
- Set specific networking goals (why, with whom, about what, when, where, how).
- Start with a small circle of well-known associates and friends; small goal will lead to big goals
- Practice small talk- develop conversation starters before entering a room or attending a conference meeting
During Meeting
- Focus completely on the other persons needs initially when establishing a professional relationship
- Get all vital information. (name, title, address, company, phone number, email etc)
- Verify how to pronounce the persons name correctly
- Be visible, not pushy. Check nonverbal language for cues.
- Respect the others time-of you ask to chat for 10 minutes , don’t exceed that.
After Meeting
- As you walk away, jot down a few notes on the back of the persons business card to job your memory when writing a follow up note
- Follow up with new contacts within 48 hours, and again when you achieve a goal they helped you attain
- Send thank-you notes (by mail, not email). Be sure to maintain professionalism in all follow up correspondence (phone messages, email), including proper grammar pronunciation, etiquette
- If you follow up by phone, consider writing a script or key idead to mention. Be organized—sketch out in advance how you plan to approach the conversations.
- Assess yourself: How did you do? What kind of impression do you think you made?
- Follow through on your promises and be conscious of how you can help others in your network.
5 Steps for Helping Others Set Goals
Prepare- Be informed about the organizations goals and direction to ensure a match with the goals of the individual. Also be sure to review the individuals past performance and accomplishments to ensure that goals are attainable and challenging
Clarify- Provide an overall picture on how the individuals goals and objective fit with the organizational objectives. Ensure that they know their part in the whole.
Decide- Work together to decide what would be attainable, desirable, and challenging goals, Put the goals in writing and make them public.
Commit- Determine how you can commit to support, assist, and facilitate others in achieving their goals. Such support might include making phone calls, arranging for training, coordinating with the efforts of other individuals or departments, and obtaining needed equipment.
Participate- Schedule regularly planned meetings to discuss progress, revise goals if necessary, and set higher or additional goals. Make goal setting a part of the process, and continue the cycle on a regular basis.
Characteristics of Effective Feedback
- Specific
- Nonpersonal
- Work Related
- Documentable
- Descriptive
- Nonprecriptive
- Timely
- Frequent
- Purposeful
- Constructive and balance
- In the appropriate setting
- Interactive
Tips for preparing and leading a feedback session
- Prepare a script
- Examine Motives
- Ask for input
- Offer help, support, suggestions
- Clarify expectations and specify next steps
Tips for receiving feedback
- Keep an ongoing performance folder
- Evaluate your own progress on a regular basis
- Let someon know if a change in your personal circumstances is affecting your work
Eight steps to managing projects* p441
- Define Project Objectives and Scope
- Determine Participants and Stakeholders
- Develop Time Line or Work Plans
- Establish Checkpoints
- Identify and Obtain Necessary Resources
- Determine Project Measurement Standards
- Develop Communication System
- Debrief and Evaluate Project Performance
