The Power of Negative Recognition
By Robert Côtes
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About this ebook
The Power of Negative Recognition tackles the most valuable management skill, yet one that is unfortunately grossly underdeveloped. Whether you are seasoned with years of experience or just starting out your career, this guide-book is a must have.
If you find it challenging to manage the performance of your employees, if you struggle to deal with negative behaviours and attitudes, if you tire of having to tackle the same issues time and time again, or if you find yourself confronted with conflicts that cause unnecessary “people issues”, then, The Power of Negative Recognition is for you.
Considered one of the top practitioners in his field, Robert Cotes brings more than 25 years of training and coaching experience in people management skills and best practices in management and supervision. During the course of his career, he worked with well over 4000 managers and supervisors, who today are reaping the rewards and benefits from their learning experience.
The Power of Negative Recognition focuses on skills that are indispensable to;
•manage and develop the performance of your employees
•redirect inappropriate and ineffective communication and behaviours into positive ones, while engaging others in a resolution
•build and mend relationships
•manage change and those involved.
In fact, the skills in this step-by-step guide, are used to address, and ultimately resolve, any conflicts you may encounter. This easy to use workbook teaches how to apply powerful strategies, with outstanding results.
The author provides a custom designed structure, consisting of preparatory documents and templates, that when used correctly, and in the right context, are nearly “fool proof”.
Robert Côtes
For over 25 years, Robert Côtes has been teaching “people management” skills and “best practices” in daily management and supervision. He owns and operates a training and development company called The Management Development Group www.themdg.com and is the author of Business Communication; an Interpersonal Skills Management Learning System and Performance Development; a Leadership Approach to High Performance, 2 live training programs delivered to well over 4000 managers, supervisors, as well as professional staff. For more information about opportunities to have Robert work live with your teams, you can contact him at rcotes@themdg.com
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The Power of Negative Recognition - Robert Côtes
The Power of Negative Recognition
Robert Côtes
Copyright © 2015 Robert Côtes
All rights reserved.
Distributed by Smashwords
All rights reserved. Except for the use in any review, the reproduction or utilization of this work in whole or in part in any form by any electronic, mechanical or other means is forbidden without the express consent of the author.
ISBN: 9781310534089
Ebook formatting by www.ebooklaunch.com
LETTER FROM THE AUTHOR
The intent of this e-book is to reach as many folks as possible so as to expand the message I’ve been sending for over 25 years. I have been teaching People Management skills and Best Practices in day-to-day management and supervision for my entire training career. I own and operate a training organization called The Management Development Group
(www.themdg.com). The training programs I offer are not seminars or mere information gathering sessions. Those are great as learning opportunities to increase our knowledge base in one discipline or another, but on their own will result in no significant or noticeable changes back in the workplace. There are no quick fixes!
I designed a learning system that consists of two separate programs, totaling 40 hours of live delivery learning. Combining theory with practice sessions allows participants to quickly develop proficiency in the use of some of the most powerful communication and people management strategies available today. Skills that 21st century managers/supervisors simply cannot do without!
Over the course of my career, I’ve worked with well over 4000 managers/supervisors and professional folks, and, based on my observations, I can safely assert that 10 to 15% of those I trained and coached came into training rooms armed with some pretty good communication approaches. The remaining displayed varying degrees of interpersonal competence.
I am a firm believer that without effective, clear, direct, honest, and appropriate communication, professional and accountable management cannot exist. If we are unclear about our message, indirect in terms of our approach, dishonest about what we want, and inappropriate in our communication style, all stakeholders lose, particularly those who report to us.
I also realized early on in my career that the biggest challenge that managers/supervisors face is providing constructive and useful feedback to others - feedback that sticks
; feedback that motivates permanent change. So it makes perfect sense to offer the first e-book to tackle this weak link by reformatting one of my live delivery programs into a step-by-step guide on how you can hold others accountable, safely, and without jeopardizing relationships or the integrity of those involved.
Please keep in mind that there are many, many wrong ways to provide feedback to hold employees accountable, while there are only a few tried-and-true methods to use - strategies I give you in this guide.
By acquiring this book, you are committing to learn skills that are indispensable for managing and developing the performance of your employees, building and mending relationships, engaging others, change management, redirecting inappropriate and ineffective communication and behaviours into positive ones, and coaching. In fact, what you will learn in this book can be used to address and, ultimately, resolve ANY conflicts you may encounter at work, as well as at home.
In all honesty, it irks me when I hear people refer to people management and communication training as soft skills of management, when the truth of the matter is these skills are now recognized, and as such are considered to be the hard skills of supervision and management.
Enjoy and happy learning!
Sincerely,
Robert Côtes
Author
CONTENTS
PART I - THEORY
TWO TYPES OF EMPLOYEES
LOW MAINTENANCE - QUALITY EMPLOYEE
HIGH MAINTENANCE - PROBLEM EMPLOYEE
EMPLOYEE CHARACTERISTICS
EMPLOYEE CHARACTERISTICS - LOW MAINTENANCE
EMPLOYEE CHARACTERISTICS - HIGH MAINTENANCE
MOTIVATION - INTRINSIC AND EXTRINSIC
INTRINSIC MOTIVATION
EXTRINSIC MOTIVATION
MISMANAGEMENT OF HIGH MAINTENANCE EMPLOYEES
RECOGNITION - EFFECTIVE FEEDBACK
POSITIVE RECOGNITION - SUPPORTIVE FEEDBACK
BENEFITS OF SUPPORTIVE FEEDBACK
WHEN SHOULD I GIVE SUPPORTIVE FEEDBACK
NEGATIVE RECOGNITION - CORRECTIVE FEEDBACK
CONSEQUENCES OF WITHHOLDING CORRECTIVE FEEDBACK
WHEN SHOULD I GIVE CORRECTIVE FEEDBACK
PART II - TOOLS IN RECOGNITION STRATEGY
PERFORMANCE DEVELOPMENT
DEFINITION
PERFORMANCE EQUATION
PERFORMANCE TYPES - KEY CHARACTERISTICS
CRISIS MANAGEMENT VS_PREVENTATIVE MANAGEMENT
MOTIVATORS FOR NON-PERFORMANCE & WHAT TO DO
DELIVERY OF SUPPORTIVE FEEDBACK
DELIVERY OF CORRECTIVE FEEDBACK
PRE-COMMUNICATION PREP - PLANNING QUESTIONS
6 KEY STEPS TO CORRECTIVE FEEDBACK
PART III - SITUATIONAL ANALYSIS & EXAMPLE SCRIPTS OF CORRECTIVE FEEDBACK
A WORD OF CAUTION
SITUATION #1
BACKGROUND
ISSUE
PRE-COMMUNICATION PREP - PLANNING QUESTIONS
6 KEY STEPS TO CORRECTIVE FEEDBACK
NOTES
SITUATION #2
BACKGROUND
ISSUE
PRE-COMMUNICATION PREP - PLANNING QUESTIONS
6 KEY STEPS TO CORRECTIVE FEEDBACK
NOTES
SUMMARY - KEY POINTS
PART I - THEORY
PART II - TOOLS IN RECOGNITION STRATEGY
PART III - SITUATIONAL ANALYSIS & EXAMPLE SCRIPTS OF CORRECTIVE FEEDBACK
LAST WORDS
PART I - THEORY
TWO TYPES OF EMPLOYEES
Low Maintenance - Quality Employee
I believe that most of the time, most people at work, do most of what they are supposed to do. They are co-operative, trustworthy, and dependable. They take initiative, are punctual, take pride in their work and, as such, are conscious of quality. Some will even go beyond the call of duty - they stay late, arrive early, lend a helping hand, and often perform outside their realm of responsibilities. I call these quality folks low maintenance employees.
This type of employee requires little to no direct supervision because they understand what needs to be done, how it needs to be done, and why it needs to be done. They are quality driven, abide by corporate policies and procedures, and are respectful. If you managed a bunch of low maintenance employees, I assure you that your people challenges would be significantly reduced, making your job so much easier. It’s important to note that low maintenance does not mean NO maintenance. We