3 principles of people management

The One Minute Manager3 simple principles of people

management

Speaker Name

The best minute you spend is the

one you invest in people.

Improving Productivity

• As Managers we are trying to make our Consultants more productive.

• We also want to improve the quality of what they do.

The 5% Factor!

People Who Feel Good About Themselves

Produce Good Results!

3 Principles of People Management

1. Goal Setting2. Praise3. Feedback


1. Goal Setting

What is a goal?

The S.M.A.R.T Principle• Goals should be:

– S pecific– M easurable– A ttainable– R ealistic– T imely

A General Goal

I want to get in shape!

A S.M.A.R.T Goal

“My New Years resolution for 2009 will be to start an exercise program by joining a Gym for 3 months, where I will work out 3 days every

week. The reason for this is for general health and wellbeing and to loose the extra 5 kilos I

put on last year so I can fit back into my bikini for summer."

Summary

• Agree on your goals• Write out each of your goals • Read and re-read each goal, which

requires only a minute or so each time you do it

• Revisit your goal with your downline at each one-on-one.


1. Goal Setting 2. Praise3. Feedback

Praise helps People Reach their full Potential

Catch them doing something right!

Praise Approximates Behaviours

How to get to the “perfect” behaviour

How to Praise• Ask permission from Consultant from the outset

so you can give them Feedback on how they are going.

• Praise immediately when you catch them doing something you like

• Tell people specifically what they did right• Stop for a moment to reflect• Encourage them to do more of the same• Physically Touch people in a way that makes it

clear that you approve of their behaviour

Feedback

• Why is it so important?• Why don’t we do it?• Are we overdoing it?

How to Give Feedback

• Always get permission in advance to give Feedback.

• Give them Feedback as soon as you become aware of the need

How to Give Feedback

• Remind them how much you value them• Express that you think highly of them • Give them the Feedback• Help them to diagnose the situation• Help them to work out what to do• When the Feedback is over, its over.

Feedback Activity

Scenario 1

• Consultant has sponsored several people in the last 6 months, all of whom have not re-ordered. It’s clear that this Consultant is not following through with her new Sponsors

• One of her goals was to develop a team.• What would you do?

Scenario 2

• A Consultant has been complaining to other Consultants about not making enough money. She is creating feelings of negativity within the group.

• One her goals were to keep a positive frame of mind.

• What would you do?

Scenario 3

• Nutrimetics Head Office receive a complaint from one of your downline’s Hostesses saying that “The Consultant was very pushy and delivered the products to her two weeks after the arranged date”

• One her goals was to give outstanding customer service


Scenario 4

• One of your Consultants is developing a new Consultant of her own. Her new Consultant has not been performing even though your Consultant has set some goals with her, she is finding it hard to challenge her.

• One of her goals was to develop new Consultants with the view to becoming a Manager herself.


Scenario 5

• You’re having a group discussion with your team and one of the Consultants suggests something inappropriate in front of the group. You don’t want to reprimand her publically but you don’t want the other Consultants to think that you approved of her suggestion.

• Goal not applicable• What would you do?

Feedback Do’s / Don'ts

• DO refer back to the Goal• DO listen• DO focus on what instead of who –• DO offer constructive suggestions• DO ask lots of questions to encourage

self-diagnosis• DON’T make it personal – remember its

what they did, not who they are.

3 Principles of People ManagementRecap


3 principles of people management

Leadership & Management