"Management Musings-8":
"The Art of Managing People":
In professional life what is important is not your intelligence, or skills such as conceptual, technical and administrative but it is important to know the art of handling of the human beings i.e. Human Engineering. 0nly those persons succeed in the professional life, as well as in private lives, who have the competence to manage people effectively and efficiently and with mutual respect & honour.
As luck would have it, today at the usual morning Tea Time, when I opened my old management notes' diary, I happened to come across the extract of the book
"The Essence of Managing People"
Written by Mr Hank Williams. This is how it goes:
Fundamentally you need to take the people along with you, in tune with your thinking and strategic actions, without any conflict or resistance. If you succed in properly understanding their mindsets and expectations, you have one half the battle. Most critical is how to avoid and manage their resistance to eminent change that's essential.
"Basis Of Resistance":
Resistance to change is a complex process which reflects individual's personality, his rational considerations, rights and wrongs about the change being registered.
At the root are three questions:
1 What is the change going to cost me?
2 How am I going to benefit from it?
3 Do the costs outweigh the benefits?
Cost: May be financial, time, efforts hassles, risk of failure, loss of status etc.
Benefit: might be financial gain savings in time, improvement in working conditions, increased job satisfaction, greater opportunity to develop, greater recognition etc.
"Benefits of Change":
Our perception of the benefits of change is made up of two parts:
1 The value we think the change will have for us in the future.
2 The need we have to change what we are doing now.
We must first assess their perception of the need of change. This will give us idea clearly causes of someone's resistance.
"The Development of Need":
The process happens like this:
1 I don't need to change,
2 I am dissatisfied,
3 My dissatisfaction is increasing,
4 I need to do something about it.
"Development of Awareness of Value":
The process happens like this:
1 I want to do something about it,
2 I can see the value if I do,
3 The value outweighs the cost,
4 I will do something about it.
"Strategy to bring about change"
Take four steps such as:
1 Develop need for change,
2 Develop Awareness of the value of change,
3 Develop ownership of the solution, 4 Develop solutions that minimises cost.
"Developing ownership of the solution":
Consider the following four steps
1 I have some power in the situation, 2 You respect my ability to sell my own problems,
3 I have some ownership of the eventual solution,
4 My concerns have been taken into account,
The solution, so getting developed which is at a minimized cost.
"Planning for Persuation":
Ask these questions:
1 What will their perception be?
2 Is there more than one possible solution?
3 What is in it for them?
4 What needs, does my outcome address?
In nutshell, the Prime job of a Manager, being getting the things done Right at Right Time and the Right costs. And it is the People through whom you have to get the things done.
Therefore, only those managers can
hope to rise to the Top, who have clearly understood and can practice the Art of Managing people successfully and the most effectively.
Compiled by
Sudhakar Natu
"The Art of Managing People":
In professional life what is important is not your intelligence, or skills such as conceptual, technical and administrative but it is important to know the art of handling of the human beings i.e. Human Engineering. 0nly those persons succeed in the professional life, as well as in private lives, who have the competence to manage people effectively and efficiently and with mutual respect & honour.
As luck would have it, today at the usual morning Tea Time, when I opened my old management notes' diary, I happened to come across the extract of the book
"The Essence of Managing People"
Written by Mr Hank Williams. This is how it goes:
Fundamentally you need to take the people along with you, in tune with your thinking and strategic actions, without any conflict or resistance. If you succed in properly understanding their mindsets and expectations, you have one half the battle. Most critical is how to avoid and manage their resistance to eminent change that's essential.
"Basis Of Resistance":
Resistance to change is a complex process which reflects individual's personality, his rational considerations, rights and wrongs about the change being registered.
At the root are three questions:
1 What is the change going to cost me?
2 How am I going to benefit from it?
3 Do the costs outweigh the benefits?
Cost: May be financial, time, efforts hassles, risk of failure, loss of status etc.
Benefit: might be financial gain savings in time, improvement in working conditions, increased job satisfaction, greater opportunity to develop, greater recognition etc.
"Benefits of Change":
Our perception of the benefits of change is made up of two parts:
1 The value we think the change will have for us in the future.
2 The need we have to change what we are doing now.
We must first assess their perception of the need of change. This will give us idea clearly causes of someone's resistance.
"The Development of Need":
The process happens like this:
1 I don't need to change,
2 I am dissatisfied,
3 My dissatisfaction is increasing,
4 I need to do something about it.
"Development of Awareness of Value":
The process happens like this:
1 I want to do something about it,
2 I can see the value if I do,
3 The value outweighs the cost,
4 I will do something about it.
"Strategy to bring about change"
Take four steps such as:
1 Develop need for change,
2 Develop Awareness of the value of change,
3 Develop ownership of the solution, 4 Develop solutions that minimises cost.
"Developing ownership of the solution":
Consider the following four steps
1 I have some power in the situation, 2 You respect my ability to sell my own problems,
3 I have some ownership of the eventual solution,
4 My concerns have been taken into account,
The solution, so getting developed which is at a minimized cost.
"Planning for Persuation":
Ask these questions:
1 What will their perception be?
2 Is there more than one possible solution?
3 What is in it for them?
4 What needs, does my outcome address?
In nutshell, the Prime job of a Manager, being getting the things done Right at Right Time and the Right costs. And it is the People through whom you have to get the things done.
Therefore, only those managers can
hope to rise to the Top, who have clearly understood and can practice the Art of Managing people successfully and the most effectively.
Compiled by
Sudhakar Natu
कोणत्याही टिप्पण्या नाहीत:
टिप्पणी पोस्ट करा