How to Effectively Manage People...

Colleen Kettenhofen - Time tested sure-fire strategies for motivating your employees and managing people. Discover how to effectively deliver bad news when things go wrong or in the face of change. Field-proven strategies for dealing with difficult employees and managing people. New! 6 secrets for managing friends and former colleagues. How to conduct more powerful performance reviews when managing people. Delegating for better results. Managing and motivating the four generations. 4 types of leadership styles...recognize your "leadership style" and how it can help, or hurt, in managing people. Recognize the personality styles of the people you manage. Discover why some "high performers" are difficult employees, and what you can do about it. Discuss how to effectively overcome employee negativity and other "attitudes" when managing people and dealing with difficult employees. 10 time-tested techniques or "do's and don'ts" for managing people...guaranteed!
http://www.colleenspeaks.com

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Education

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• Colleen Ketttenhofen
• colleenspeaks.com
• manage people
• effectively
• people
• manage

[colleenkettenhofen]

In my leadership training and keynote speeches, I discuss helping employees to see why their work matters. We also cover their contribution to the big picture. This is only a snippet of an entire presentation. Additionally, both points are covered in my new book, "Secrets Your Boss Isn't Telling You," as well as in my 10-CD audio program.

[bddc201]

The manager is never wrong, is she/he? Rather than escalating the tension by unjustly/illegally punishing an employee, perhaps you could ask them what the issue is and work from there. And you wonder why your employees don't take you seriously when you talk about "communication".

[colleenkettenhofen]

@bddc201 Yes, it is imperative to ask the employee what the issue is and work from there. I discuss that in detail in my leadership training. This video is just a little snippet of that. But you're right in that the boss has to do their part. Many managers and supervisors are promoted to leadership positions based on their hard skills or technical skills, but they haven't had management training.

[bddc201]

@colleenkettenhofen On further thought, I have to apologize for assuming too much from too little information. As you may have guessed, I've had some really unpleasant encounters with stonewalling/backstabbing management types. Toxic managers can turn a vibrant career into a living hell, and there is very little recourse for their victims. Anyway, thanks for the straightforward reply.

[colleenkettenhofen]

@bddc201 Thank you!. I do understand. I had a toxic manager early in my career and you're right...they can turn your life into a living hell. Good luck to you! :)

[lordoffatality]

negative consequences? that is your management idea? i have to disagree.

if your employees only do the bare minimum it is not rooted in a lack of negative consequences but in a lack of motivation. tell them why their work matters! what is their contribution to the big picture? motivation is key here

[JazzFiveO]

Great video, thanks very helpful. I have recently felt bad for having to escalate issues with employees but as she says without negative consequences then they may not have any motivation, so ultimately you may be helping them or at least finding out whether you want them in your team, either way it will resolve the issue.

[VanguardScotland1]

Attitude is a CONSEQUENCE of a badly designed work processes. Do not blame the employees. Managers should act on improving the work processes and remove blockages so that employees can deliver what matters to customers and organisations. The performance of the organisation and its workforce depends very largely on the design of work (i.e systems). If you wish to find out more go to Vanguard Scotland Systems Thinking

[AllahwalaRehan]

Thank You For this Video Colleen

[szaj92]

good