Force field analysis is another great management model, originally developed by a man by the name of Kurt Lewin in order to come up with a solution for diagnosing new situations. Specifically, the goal was to find creative ways of dealing with the usual resistance to change that is experienced in most professional settings.

The theory assumes that there are two types of forces that influence change, driving and restraining. Driving forces are those that are directing change in a certain direction and usually keep the process of change in motion. Restraining forces usually resist the driving forces and can present themselves in a number of ways, including through lack of enthusiasm, anger, or simple equipment malfunctions.

It becomes necessary to find equilibrium, or balance, between the driving and restraining forces. For example, a person in a management situation may find that being rude, demanding overtime, and having strict rules regarding breaks is a driving force in keeping the department running. Employees, however, become unhappy and resist by calling out sick, returning late from lunch, and by not paying attention to details on their projects.

In order to find balance, you must figure out how to alter the driving forces in a way that will still maintain productivity while reducing the restraining forces as well. Once you’re able to find balance, your employees will be happier and your department will run smoothly again.

Take a close look at your work groups. Have you found the right balance?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
Free email course “Improve your Management Skills”

I can see you right now. The thought of delegating your authority and assigning tasks to others leaves you white-knuckling your file folders in fear. Will the job be done correctly? Will the work be done on time? Stop the negative thought process right now. After all – if you really feel this way about delegating your authority you need to assess whether or not you have the right people on your team to start with.

Take a deep breath, relax, and prepare to alleviate part of your workload. Here are three things to keep in mind as you assign work to a team member or employee:

• It’s easier to complete a project if you’re working on, or at least know about, the entire project. Don’t give pieces of the project away unless you’re willing to tell your team member about the scope of the overall project. The lack of communication from not sharing this information may result in a project that doesn’t in with the rest of the puzzle.

• Do you have a vision for the outcome of the project you are giving away? Your vision and his vision may be different based on the description you give. Speak up and tell your employee what your expectations are for the project. If you don’t speak up, don’t complain about the end result not being as you expected.

• Be sure to clearly identify the timeframe within which you expect the project to be completed. Let your employee know how often you want status reports in order to ensure the project stays on track.

Delegating your authority by assigning projects doesn’t mean simply throwing a task on someone’s desk and letting the cards fall where they may. You have the responsibility to clearly communicate your expectations and work with your team member to achieve positive results.

Give it a try – I think you’ll like the results!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
Free email course “Improve your Management Skills”

One of the best things you can do as a manager is to help moderate the level of stress your employees experience on a daily basis. Some of your employees or team members will handle stress better than others, but it’s important for you to be able to identify the signs of stress and take action before it gets out of control. In order to do this it’s essential that you understand what situations within the workplace might cause stress. Here are a few to consider:

Excessive Workloads

Everyone experiences periods of time that are busier than others but you have to make sure that an excessive workload is not the norm. Are your team members constantly faced with high workloads and impossible deadlines? If so, they’ll feel overwhelmed and rushed and they’ll be more likely to make mistakes. Have you noticed a trend like this within your department? You may need to determine whether or not it’s possible to reshuffle the workload within your team structure, figure out whether or not you need to request additional staff, or simply approach upper management about the amount of work you are receiving.

Insufficient Training

There’s nothing worse than being asked to work on a special project only to find that the main project entails work skills you have no experience with. If you have an employee who works in the widget department 5 days a week, you can not expect him to perform well if you suddenly throw him in the wocket department for a few days instead. That employee will constantly worry that his lack of experience or training will contribute to poor job performance. Fear of poor job performance will lead to stress, which in turn will make the employee dread coming to work each day. Make sure that your employees are qualified for each and every project you assign. If not, make sure you clearly express that you realize there is a lack of training and that the new project will be a closely monitored educational experience.

Weak Management

Face it - as a manger you have a huge impact on the level of stress your employees feel while at work. An uninformed employee will feel a sense of uncertainty which will in turn contribute to a level of stress that makes it difficult to function within the workplace. Make sure you are constantly communicating business changes, project guidelines, and any other important information as soon as possible. Don’t leave your employees in the dark.

There are plenty of other factors that can contribute to stress in the workplace. We’ll go over these and some of the ways to deal with stress in future posts. Until then, take a look at your team members and determine whether or not any of them may be feeling undue stress. Is there anything you can do about it?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

While everyone works for a paycheck, it’s not secret that most employees prefer to be acknowledged with rewards and motivational incentives as well. Applying incentive programs above the annual pay raise can be a tricky task.

There are three main concerns when it comes to determining whether or not implementing a reward system will hinder or help your business:

1. Will an employee’s attitude change? While it is possible for an employee to produce high-quality work with a not-so-wonderful personal attitude, he will, more often than not, have a better attitude if he feels his work is appreciated.

2. Will your employees begin to exhibit behavioral changes? The hope is that they will because employee reward programs will keep them satisfied. They’ll be less likely to call out from work, waste time, or look for new jobs. Of course, your employee rewards have to be worth their efforts or they’ll become disgruntled and stop trying to achieve the goals you’ve set.

3. Will the rewards you choose have a motivational effect? In the end your employees will work harder not only because they want rewards but because they know their work will be evaluated often.

In the end, it comes down to whether or not you are able to implement an employee reward system that is favorable to both your organisation and the employees themselves. What are some of the ways you reward your employees for their hard work and dedication?

Thanks again,

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

The Directed Creativity Cycle is an interesting theory regarding how we observe and work within the world. This particular management model explores how business persons combine both creative and analytical thinking skills to generate new ideas that can be applied to life situations.

Each and every one of us prepares for life as we live it. We observe what is going on in the world around us and form an analysis about what is going on. We take what we have learned and then use our imaginations to generate new ideas that allow us to solve problems. Before taking action, we take a personal inventory of the ideas we’ve created, judge which are best, enhance the best ideas, and then evaluate which will work best. Once we decide which are best we can then implement and live with the new plan.

Whether we realise it or not we all cycle through each step of the directed creativity cycle. We all think carefully in order to make calculated movements that will impact our lives, our leadership abilities, and our relationships.

Of course, research on the directed creativity cycle doesn’t discuss whether or not the “imagination” really exists, assuming only that it does. It also assumes that the creation of new ideas is only worthwhile if they become reality. These ideas, of course, are a matter of interpretation, but if one is able to creatively come up with new ideas that allow them to function in the world, who are we to argue?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
Free email course “Improve your Management Skills”