Sunday, November 3, 2013
Great managers know their people
Great managers know their people, know how to treat them, know how to keep them and know how to move them forward.
Thursday, September 5, 2013
Were you truly trained to be a manager? To manage your friends?
One of our greatest challenges in any business is improper training and no one suffers from that more than the position of Manager.
I was recently speaking to a group of managers and several asked similar question. They all revolved around them being promoted within their department to the managers position.
And I hear some of you saying, well Steve, what's wrong with that?
The answer is nothing and everything.
If you organization is as sharp as I hope they are then what probably happened was that the department manager was replaced and you were invited to step into the managers role. With that being said, I hope your company then sent you or brought in an expert on being a Great Manager (me). And that they spend several weeks training you about what being a manager means, how you need to understand people, attitudes, difficult situations. How you need to know the five emotional languages your people speak without speaking a word. I hope they taught you about the D.I.S.C. method of knowing your people so that you would recognize what each person brings to your department and how you will need to deal with them in such different ways.
And IF they promoted you to be the manager of the department you were just working in I hope your company really spent some time training you AND working with your people so that when you move from being their 'friend' and co-worker into the management position there won't be the typical awkward and often times hostile environment that occurs when you have to manage them, discipline them and reprimand them.
If your organization does not do both of those things you will be in for a huge learning curve that will undoubtedly affect morale, productivity and office relationships.
And if your organization did not set aside time to train you as a manger you will have to take your personal time to read the right books and listen to the right material so that you can optimize your newly acquired position.
If you don't do your due diligence in these areas you are facing hard times and possibly even being a failure as a manager because your people will resist you moving from their co-worker to becoming their manager.
I hope you understand these issues and ask for all the help and assistance you can get and do not let your own pride prevent you from becoming one of your companies greatest assets; a Great Manager.
I am Steve Sapato, author and trainer in Mental Prosperity the way to find your success in your future at mentalprosperityblog.com
I was recently speaking to a group of managers and several asked similar question. They all revolved around them being promoted within their department to the managers position.
And I hear some of you saying, well Steve, what's wrong with that?
The answer is nothing and everything.
If you organization is as sharp as I hope they are then what probably happened was that the department manager was replaced and you were invited to step into the managers role. With that being said, I hope your company then sent you or brought in an expert on being a Great Manager (me). And that they spend several weeks training you about what being a manager means, how you need to understand people, attitudes, difficult situations. How you need to know the five emotional languages your people speak without speaking a word. I hope they taught you about the D.I.S.C. method of knowing your people so that you would recognize what each person brings to your department and how you will need to deal with them in such different ways.
And IF they promoted you to be the manager of the department you were just working in I hope your company really spent some time training you AND working with your people so that when you move from being their 'friend' and co-worker into the management position there won't be the typical awkward and often times hostile environment that occurs when you have to manage them, discipline them and reprimand them.
If your organization does not do both of those things you will be in for a huge learning curve that will undoubtedly affect morale, productivity and office relationships.
And if your organization did not set aside time to train you as a manger you will have to take your personal time to read the right books and listen to the right material so that you can optimize your newly acquired position.
If you don't do your due diligence in these areas you are facing hard times and possibly even being a failure as a manager because your people will resist you moving from their co-worker to becoming their manager.
I hope you understand these issues and ask for all the help and assistance you can get and do not let your own pride prevent you from becoming one of your companies greatest assets; a Great Manager.
I am Steve Sapato, author and trainer in Mental Prosperity the way to find your success in your future at mentalprosperityblog.com
Monday, August 5, 2013
Sell? NO!
We all need to know how to sell something... after all, we all buy everything from somebody. ~Sss
Have you ever said, I can't sell? Well like it or not we are selling something every day. I sell my kids on cleaning their room, my spouse on helping out, my coworkers on doing a great job, my employees on how they can be better. My boss on how great I am. If you area Dr. then you need to sell your patients on why the should do what you tell them to do.
I have heard so many people say about a person, oh, they are in network marketing an they try to sell their friends. I would never sell to my friends.
Really? Isn't that what the insurance agent is told to do first thing? How about the cutlery salesperson? The car salesperson?
We sell to each other every day because we all need to buy things every day.
Open your heart an mind to becoming a person who can SELL. Then sell yourself as the best you can be at whatever you want to be.
Need help being better at "persuasion" (shhh~ that's the secret word for selling)? Call me, I am a business coach who trains people on how invite people to use your services because you are the best!
Sunday, July 14, 2013
Are you feeling valued at your job? What can you ...
What makes a great manager? According to the experts over 80% of all employees do not feel valued at their jobs.
I know what you are thinking, thank goodness I am not one of them!
Now isn't that close to what you were thinking? Oh sure it could have been 'my people feel valued' or it could have been 'I know a manager who's people don't feel valued'.
Now let's face it, what makes you think your people are not in that 80%? What makes you think you are in the top 20% of all managers in the nation?
And the trouble is ALL managers are thinking the exact same thing! If all managers are thinking that then where does that leave you? and therein lies the problem. Most of us do not see ourselves as the problem! We see ourselves as the exception.
My question is, how will you find out if you are in the top 20%? How will you truly find out and you need to know that 80% of all of the managers who read this blog will not do anything to find out because they really don't want to know. As Yoda might say, question you ask, find out you will.
If you do not take some action after reading this then you are most likely in that 80% and you will deny it until the day you are fired or embarrassed.
And the top 20% are wondering, how do I find out if I am in the top 20%? How do I find out if my people feel valued?
That is what separates the top 20% from all the rest. They take action. They want to know. They need to find out. And they understand you can't just walk up to your employees and ask, "Hey, Bob. Do I make you feel valued at your job?" "Hey Karen, do you feel valued here at work?"
They know that kind of confrontation will never yield the true results you need to know in order to find the truth.
If you as a GREAT MANAGER want to know which of your people feel valued or even better, which of your people do not feel valued than you need to find the proper methods for polling or surveying your people so you get real results and not just a stamp of approval or the "yes" person attitude you want to find.
I can offer you methods to find the truth from your people. Drop me a note and I will send you some links. Don't forget to pass this on to all of your manager friends. And don't forget to subscribe to this blog: http://greatmanagersaremadenotborn.blogspot.com/
And learn more about being better at my website www.mentalprosperityblog.com
I'm Steve Sapato and I will see you at many of the Great Manager events coming to your team soon!
I know what you are thinking, thank goodness I am not one of them!
Now isn't that close to what you were thinking? Oh sure it could have been 'my people feel valued' or it could have been 'I know a manager who's people don't feel valued'.
Now let's face it, what makes you think your people are not in that 80%? What makes you think you are in the top 20% of all managers in the nation?
And the trouble is ALL managers are thinking the exact same thing! If all managers are thinking that then where does that leave you? and therein lies the problem. Most of us do not see ourselves as the problem! We see ourselves as the exception.
My question is, how will you find out if you are in the top 20%? How will you truly find out and you need to know that 80% of all of the managers who read this blog will not do anything to find out because they really don't want to know. As Yoda might say, question you ask, find out you will.
If you do not take some action after reading this then you are most likely in that 80% and you will deny it until the day you are fired or embarrassed.
And the top 20% are wondering, how do I find out if I am in the top 20%? How do I find out if my people feel valued?
That is what separates the top 20% from all the rest. They take action. They want to know. They need to find out. And they understand you can't just walk up to your employees and ask, "Hey, Bob. Do I make you feel valued at your job?" "Hey Karen, do you feel valued here at work?"
They know that kind of confrontation will never yield the true results you need to know in order to find the truth.
If you as a GREAT MANAGER want to know which of your people feel valued or even better, which of your people do not feel valued than you need to find the proper methods for polling or surveying your people so you get real results and not just a stamp of approval or the "yes" person attitude you want to find.
I can offer you methods to find the truth from your people. Drop me a note and I will send you some links. Don't forget to pass this on to all of your manager friends. And don't forget to subscribe to this blog: http://greatmanagersaremadenotborn.blogspot.com/
And learn more about being better at my website www.mentalprosperityblog.com
I'm Steve Sapato and I will see you at many of the Great Manager events coming to your team soon!
Tuesday, April 16, 2013
Great Managers are often mistaken about this one thing....
Yes! Great Managers can be mistaken! And we love to admit it! Because we are just like other people in that we all make mistakes and what sets us apart is that we are open to admitting it because we can learn and grow from every area we live in whether it's success or mistakes.
What makes a great manager and we are often mistaken about is that great managers create an atmosphere of peacefulness. Yes, we as managers do create different atmospheres at different times and when the time is right we need to create ... an atmosphere of urgency, or an atmosphere of excitement but most of the time we should be creating an atmosphere of peacefulness.
It has been proven that most people when working under stress do a less effective job, produce less effective results and are typically unhappy with their jobs. If you know and understand this then you will also understand that helping people to be assured, comfortable and at peace with their working environment will allow them to produce at an optimal level.
And we all know that if our staff is producing at an optimal level most of the time that the results we will get will be exceptional most of the time.
So while you may have been under the impression that you as a manager needed to keep the pressure on your people, keeping their "nose to the grindstone" as the saying goes will actually keep you from being the Great Manager that you would like to be and keep your from obtaining the desired results that your boss would like to see.
Now you truly understand that good managers are often mistaken about how to get the most out of their people while Great Managers not only know more because they have read and listened more but also because they not only create an atmosphere of learning and growth but they live it!
Don't get left out .. subscribe and learn how you can become a Great Manager!
www.stevesapato.com
What makes a great manager and we are often mistaken about is that great managers create an atmosphere of peacefulness. Yes, we as managers do create different atmospheres at different times and when the time is right we need to create ... an atmosphere of urgency, or an atmosphere of excitement but most of the time we should be creating an atmosphere of peacefulness.
It has been proven that most people when working under stress do a less effective job, produce less effective results and are typically unhappy with their jobs. If you know and understand this then you will also understand that helping people to be assured, comfortable and at peace with their working environment will allow them to produce at an optimal level.
And we all know that if our staff is producing at an optimal level most of the time that the results we will get will be exceptional most of the time.
So while you may have been under the impression that you as a manager needed to keep the pressure on your people, keeping their "nose to the grindstone" as the saying goes will actually keep you from being the Great Manager that you would like to be and keep your from obtaining the desired results that your boss would like to see.
Now you truly understand that good managers are often mistaken about how to get the most out of their people while Great Managers not only know more because they have read and listened more but also because they not only create an atmosphere of learning and growth but they live it!
Don't get left out .. subscribe and learn how you can become a Great Manager!
www.stevesapato.com
Tuesday, April 9, 2013
A great manager knows one thing ...
Great Managers are few and far between and if you think you are a great manager know one thing… unless you have people asking to work for you when one of your people leave, you are not as great as you think you are. Remember, people will want to come to your department or organization because it might mean opportunity, promotion or change in their environment but if you are a great manager, people will be coming to you privately, to talk, or in an email, privately, where they will say things like, I just want you to know, that if you ever have an opening I would love to be on your team. Then you ask them why and they might say something like, I have seen …how fair you are/good you are with your team/how you treat your people/because so-and-so has told me what a great manager you are…
If you are not receiving these kinds of accolades or requests then you are probably not as good a manager as you think you are.
Being a manager is not what you thought it was going to be. Sure, you might be pretty effective in your job. Yes, you might get the results that your superiors expect from you and yes, you might even get accolades from your bosses and those are all necessary and good for your survival but…
that does not make you a great manager.
Great Managers get all of those things plus they have put together a team that works like a team, acts like a team, produces like a team and more importantly, likes coming to work! A Great Manager takes the skills their people bring to the organization and enhance those skills with the skills of others. They find out what one person excels in and what that same person falls down in. One person might be great at details or stats or keeping you abreast of their progress but not excel at the actual design, implementation, connections, creativity that is required… while another person might excel at the creative part but not be great at the details part. A Great Manager creates a team within the team to accomplish all that both of these people excel at. A Great Manager knows their people and in that knowing creates additional gifts that the team will aspire to achieve and relate.
A Great Managers knows one thing.. and that is, they still have so much to learn and they can learn it from their team as well as their bosses.
Bring Steve in to speak and help your organization grow. www.stevesapato.com
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If you are not receiving these kinds of accolades or requests then you are probably not as good a manager as you think you are.
Being a manager is not what you thought it was going to be. Sure, you might be pretty effective in your job. Yes, you might get the results that your superiors expect from you and yes, you might even get accolades from your bosses and those are all necessary and good for your survival but…
that does not make you a great manager.
Great Managers get all of those things plus they have put together a team that works like a team, acts like a team, produces like a team and more importantly, likes coming to work! A Great Manager takes the skills their people bring to the organization and enhance those skills with the skills of others. They find out what one person excels in and what that same person falls down in. One person might be great at details or stats or keeping you abreast of their progress but not excel at the actual design, implementation, connections, creativity that is required… while another person might excel at the creative part but not be great at the details part. A Great Manager creates a team within the team to accomplish all that both of these people excel at. A Great Manager knows their people and in that knowing creates additional gifts that the team will aspire to achieve and relate.
A Great Managers knows one thing.. and that is, they still have so much to learn and they can learn it from their team as well as their bosses.
Bring Steve in to speak and help your organization grow. www.stevesapato.com
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Monday, February 25, 2013
The Five Emotional Connectors that can change your company
Great Managers don't always know what's best. Sometimes they have to rely upon their team, sometimes they have to rely upon superiors and many times they have to go out and learn more to become more.
If you are not signed up for all kinds of newsletters and information from many different sites you might miss some vital information.
One giant area that can make or break your organization is how do your people communicate? Yes Communicate! Now I ask this simple question, how long does is usually take for someone to make a judgement about a new person they are meeting. Good! Yes! Three seconds! and where did you learn that information? And how have you utilized that information within your organization.
It's not just that you have the information but it is how you, your team and your organization use the information at your disposal. What good does that information do for you if you have no idea how to make it work for you.
So imagine how much you have not been exposed to because you are not subscribed to numerous newsletters you have no idea even exist. Imagine how you probably would not subscribe to a newsletter if you felt the topic was not in your general area of information or from a different industry altogether. And if you are a good manager you probably understand that there are many things out there that you could use to improve yourself, your team and your organization.
And here comes a new idea so basic that we have ignored it for decades. The flip side of this is that we may even know it but we have no idea how to utilize it. And again, what good is information if we don't have or or if we have don't use it properly.
Imagine how absurd it would seem to be trying to cut down a tree with a rifle. Using the same tools and knowledge to fix an electric car as we used to repair a combustion engine. Trying to read using a microscope instead of reading glasses. But we do this over and over at work because there are hundreds and hundreds of concepts we have never been taught to use.
Want your organization to take a giant step into the communication concepts of this next generation? Would you like to be the guru of your team or company because you learned and brought an exceptional concept for working together as a team to your organization?
If you want to help your team or company then you must step up and learn this next evolution into team communication and structure. How can you do this? It's easy, all you have to do open your mind to the Five Emotional Connectors that are either building or hindering your organization right now.
Five concepts so basic that we have looked right past them for a long long time and it's time that you not only learned what they are but how you can use them. Imagine how great a team can work together when some of the most basic communication has not only been ignored but misunderstood, miscommunication or worse yet used so poorly that we have already offended our co-workers and don't even know what we did. All we know is that they don't like us, we don't like them or they misunderstand who we are and how we treat them and we cannot seem to get past those barriers to re-establish the communication that is so VITAL to our teams success.
Now is your chance to grow and become a leader in your organization because I can teach you and your team all about The Five Emotional Connectors holding your team hostage.
Call me or write to bring me in to teach you, The Five Emotional Connectors that can change your teams and create a new atmosphere of cooperation and success!
Steve Sapato
steve@stevesapato.com
If you are not signed up for all kinds of newsletters and information from many different sites you might miss some vital information.
One giant area that can make or break your organization is how do your people communicate? Yes Communicate! Now I ask this simple question, how long does is usually take for someone to make a judgement about a new person they are meeting. Good! Yes! Three seconds! and where did you learn that information? And how have you utilized that information within your organization.
It's not just that you have the information but it is how you, your team and your organization use the information at your disposal. What good does that information do for you if you have no idea how to make it work for you.
So imagine how much you have not been exposed to because you are not subscribed to numerous newsletters you have no idea even exist. Imagine how you probably would not subscribe to a newsletter if you felt the topic was not in your general area of information or from a different industry altogether. And if you are a good manager you probably understand that there are many things out there that you could use to improve yourself, your team and your organization.
And here comes a new idea so basic that we have ignored it for decades. The flip side of this is that we may even know it but we have no idea how to utilize it. And again, what good is information if we don't have or or if we have don't use it properly.
Imagine how absurd it would seem to be trying to cut down a tree with a rifle. Using the same tools and knowledge to fix an electric car as we used to repair a combustion engine. Trying to read using a microscope instead of reading glasses. But we do this over and over at work because there are hundreds and hundreds of concepts we have never been taught to use.
Want your organization to take a giant step into the communication concepts of this next generation? Would you like to be the guru of your team or company because you learned and brought an exceptional concept for working together as a team to your organization?
If you want to help your team or company then you must step up and learn this next evolution into team communication and structure. How can you do this? It's easy, all you have to do open your mind to the Five Emotional Connectors that are either building or hindering your organization right now.
Five concepts so basic that we have looked right past them for a long long time and it's time that you not only learned what they are but how you can use them. Imagine how great a team can work together when some of the most basic communication has not only been ignored but misunderstood, miscommunication or worse yet used so poorly that we have already offended our co-workers and don't even know what we did. All we know is that they don't like us, we don't like them or they misunderstand who we are and how we treat them and we cannot seem to get past those barriers to re-establish the communication that is so VITAL to our teams success.
Now is your chance to grow and become a leader in your organization because I can teach you and your team all about The Five Emotional Connectors holding your team hostage.
Call me or write to bring me in to teach you, The Five Emotional Connectors that can change your teams and create a new atmosphere of cooperation and success!
Steve Sapato
steve@stevesapato.com
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