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How to Be a Motivational Manager
One of the challenges I mentioned earlier was about how to deal with your team members, concerns. When you spend time with your people then it inevitable that that you hear about their concerns and problems. These could be on a human level. However, they more likely to be on a business level. Whether it a human or a business problem,[link widoczny dla zalogowanych], the same rules apply. You now thinking, thought we weren to use the word We use the word never when talking to a team member or a customer. Our team members are our internal customers and we deal with their issues in exactly the same way we deal with external customers.
Our team members are our internal customers and we deal with their issues in exactly the same way we deal with external customers.
Remember the first Factor of Success Mind Control. Don react to a concern. It very easy to react with, we go again, the same old moans and groans. They always on about this and there nothing I can do. If you react this way,[link widoczny dla zalogowanych], then it show on your face and in your tone of voice. The team member then thinks, the point? He not interested in my problems. Why should I bother? into mode and stay out of it emotionally. Concentrate on listening non-defensively and actively. If the team member makes disparaging and emotional remarks don rise to the bait.
Look and sound like you listening. When face to face you need to look interested, nod your head and keep good eye contact. Over the phone you need to make the occasional I see. seen managers, when faced with a problem from a team member,[link widoczny dla zalogowanych], start to do something else, like work on the computer. I heard managers say, okay, I can do two things at once, I can listen to you and work on the computer. Maybe you can, but the message your team member gets is,[link widoczny dla zalogowanych], problem isn that important, my manager just isn interested. you spending time with your people you need to give them your full attention. You need to look them in the eye,[link widoczny dla zalogowanych], concentrate on them and make them feel that what they say is important and deserves your attention.
When you spending time with your people you need to give them your full attention.
It may seem like a simple thing but it very important. You could say in response to a concern,[link widoczny dla zalogowanych], speak to the accounts department about that. It would be far better to say,[link widoczny dla zalogowanych], speak to the accounts department about that Susan, thank you for bringing it to my attention. That a much better way for a Motivational Manager to respond.
A person name is one of the warmest sounds they ever hear. Hearing it says, recognise you as an individual. However, I suggest you don overdo it as it may come across as patronising.
If your team member is really wound up about something, let them get it off their chest. Don interrupt and don argue. Don jump in with solutions and try to solve the problem there and then. And for goodness sake, don say, down. class='Italic'>8. See it from their point of view
You might find it hard to understand what they on about. However, put yourself in their shoes. If you were doing their job every day,[link widoczny dla zalogowanych], how would you feel? You might even think that their concern is something fairly trivial and think, the big deal? I fix it right away. It is a big deal for the team member and they want you to appreciate it.
You don necessarily need to agree with them. However you do need to accept the fact that it a problem for them.
9. Be very aware of your body language and voice tone
As I mentioned earlier,[link widoczny dla zalogowanych], we often exacerbate a situation without realising it. Our tone of voice and our body language can often contradict what we saying. We may be saying but our tone and our body language may be communicating our frustration and annoyance. People listen with their eyes and will set greater credence on how you say something rather than what you say.
It also important to use a warm tone of voice when dealing with a team member problem. This doesn mean being or behaving in a non-assertive manner. It about showing that you interested in what they saying and that you care.
We looked at how tone of voice and body language can cause problems to get worse. Using the wrong words can also cause problems. There are certain words that cause people to become more difficult, especially in emotionally charged situations,[link widoczny dla zalogowanych], and they should be avoided. These include:
Have to as in have to speak to the sales department yourself. class='li-content'>I can or You can as in can do anything about that or can do that. class='li-content'>I try as in try to speak to the finance department today. class='li-content'>But as in agree with what you saying but. . . class='li-content'>Sorry as in sorry about that. do I say? I hear you cry.
Instead of to which are very controlling words,[link widoczny dla zalogowanych], why not try are you willing to. . . or just a straight will you. . . can be replaced with, unable to because. . . try which is pretty wishy-washy, can be replaced with something more honest: is what I can do,[link widoczny dla zalogowanych], Mary or is what I unable to do. is a word that contradicts what was said before it. Replace it with or (which is a soft Instead of saying you could leave it out altogether. For example,[link widoczny dla zalogowanych], instead of agree with what you saying but I cant help you use agree with what you saying. The reason I unable to help you is. . . answer to the team member could still be However,[link widoczny dla zalogowanych], choosing your words more carefully will have a more positive effect on how he or she reacts and ultimately responds to you.
is one of the words to avoid because it is so overused and has lost its value. Think of the number of times you complained or commented about something and you hear about that. If you going to use the word then you need to use it as part of a whole sentence: I sorry you been receiving so many complaints. class='sidebar'>
is one of the words to avoid because it is so overused,[link widoczny dla zalogowanych].
11. Deal with their feelings, then deal with their problem
Using empathy is a very effective way of dealing with a person feelings. Empathy isn about agreement, only acceptance of what the team member is saying and feeling. Basically, the message is understand how you feel This really has to be a genuine response. The person will realise if you insincere and they feel patronised.
Examples of empathy are I can understand that you angry or see what you mean. Again, these responses need to be genuine.
Sometimes it useful to add another phrase to the empathy response, including yourself in the picture: can understand how you feel Colin, I don like that either when it happens to me. This has the effect of getting on the team member side and builds rapport.
Some people get concerned when using this response. They believe it will lead to why don you do something about it then? The majority of your team won respond this way if they realise that you are a reasonable and caring person. If they do, then continue empathising and tell the individual what you do about the situation.相关的主题文章：

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