People Management: 3-in-1 Guide to Master Management Skills, Manager Training, Team Management & Manage Conflicts

By Caden Burke

People Management - 3 Manuscripts in 1 Book, Including: How to Manage People, How to Manage Conflicts and How to Be Charismatic

 

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HOW TO MANAGE PEOPLE:

7 Easy Steps to Master Management Skills, Managing Difficult Employees, Delegation & Team Management.

 

YOU WILL LEARN:

•  &nb

• Language: English
• Publisher: Caden Burke
• Release date: Aug 22, 2023
• ISBN: 9781088276860

Book preview

People Management

3 Manuscripts in 1 Book, Including: How to Manage People, How to Manage Conflicts and How to Be Charismatic

Caden Burke

More by Caden Burke

Discover all books from the Leadership Skills Series by Caden Burke at:

bit.ly/caden-burke

Book 1: How to Lead a Team

Book 2: How to Manage People

Book 3: How to Speak in Public

Book 4: How to Communicate Effectively

Book 5: How to Manage Conflicts

Book 6: How to Build Teams

Book 7: How to Be Charismatic

Book 8: How to Facilitate Groups

Themed book bundles available at discounted prices:

bit.ly/caden-burke

Copyright

© Copyright by Caden Burke. All rights reserved.

This document is geared towards providing exact and reliable information in regards to the topic and issue covered. The publication is sold with the idea that the publisher is not required to render accounting, officially permitted, or otherwise, qualified services. If advice is necessary, legal or professional, a practiced individual in the profession should be ordered.

From a Declaration of Principles which was accepted and approved equally by a Committee of the American Bar Association and a Committee of Publishers and Associations.

In no way is it legal to reproduce, duplicate, or transmit any part of this document in either electronic means or in printed format. Recording of this publication is strictly prohibited and any storage of this document is not allowed unless with written permission from the publisher. All rights reserved.

The information provided herein is stated to be truthful and consistent, in that any liability, in terms of inattention or otherwise, by any usage or abuse of any policies, processes, or directions contained within is the solitary and utter responsibility of the recipient reader. Under no circumstances will any legal responsibility or blame be held against the publisher for any reparation, damages, or monetary loss due to the information herein, either directly or indirectly.

Respective authors own all copyrights not held by the publisher.

The information herein is offered for informational purposes solely, and is universal as so. The presentation of the information is without contract or any type of guarantee assurance.

The trademarks that are used are without any consent, and the publication of the trademark is without permission or backing by the trademark owner. All trademarks and brands within this book are for clarifying purposes only and are the owned by the owners themselves, not affiliated with this document.

Table of Contents

People Management

More by Caden Burke

Copyright

Table of Contents

Book 1: How to Manage People

Book 2: How to Manage Conflicts

Book 3: How to Be Charismatic

More by Caden Burke

Book 1: How to Manage People

7 Easy Steps to Master Management Skills, Managing Difficult Employees, Delegation & Team Management

Caden Burke

Table of Contents

People Management

More by Caden Burke

Copyright

Table of Contents

Book 1: How to Manage People

Table of Contents

Introduction

Chapter 1 - Step 1: Set Expectations

Clarity

Reasoning

Creating an Environment for Success

Measuring Your Expectations

Being Available and Listening

Chapter 2 - Step 2: Motivate Your People

Let Them Know What Is Happening

Understand Employee Pain Points

Gamification

Training and Development of Employees

The Working Environment Matters

Mix and Match

Chapter 3 - Step 3: Continue to Develop Yourself and People

Recognizing Potential

Developing Your Employees

Chapter 4 - Step 4: Be Honest with Your People

The Cost of Dishonesty

The Rewards of Honesty

How You Can Demonstrate Integrity and Honesty

Chapter 5 - Step 5: Encourage Feedback from Your People

Ways to Encourage Feedback

Chapter 6 - Step 6: Provide Constructive Feedback

Benefits of Providing Constructive Feedback

Pitfalls of Failing at Constructive Feedback

The foundation for Constructive Feedback

The Process for Providing Constructive Feedback

Crafting the Constructive Feedback Content

Timing Reviews

Chapter 7 - Step 7: Celebrate Successes and Learn from Failures

Success Sharing

The process for Sharing Success Stories

How to Celebrate Achievements

Growing from Failure

Fail Forward

Conclusion

Book 2: How to Manage Conflicts

Table of Contents

Introduction

Chapter 1 - Step 1: Be Respectful to all Parties Involved

Resolving Conflicts Effectively and with Respect

Demonstrating Respect

Why Is Respect Important

Chapter 2 - Step 2: Change the Atmosphere

Neutralizing Emotions

Set Ground Rules

Right Time and Place

Chapter 3 - Step 3: Identify what the Conflict is

Identifying Conflict

Causes of Conflicts

Minimizing Conflict

Quick Tips

Chapter 4 - Step 4: Understanding different Perspectives

How Perspective Relates to Positive Outcomes

Perceptual Shifting

Chapter 5 - Step 5: Developing Solutions

Define the Problem

Analyze the Problem

What are the Possibilities

Compromise a Solution

Implementing

Evaluate

Chapter 6 - Step 6: Implementing action plans

What is an Action Plan?

Planning the Action Plan

Humans are Involved

Just Right

Tracking

Chapter 7 - Step 7: Following Up After the Conflict

Why Follow up?

The Follow Up Process

Leading the Follow-Up Meeting

BONUS: Conflict Flow Outline

Rules

Process

Conclusion

Book 3: How to Be Charismatic

Table of Contents

Introduction

Chapter 1 - Step 1: Work Your Body Language

Tips for Exuding Charisma

Chapter 2 - Step 2: Being Aware

The Impact You Have on Others

Embracing Weakness

Strength Without Arrogance

Acknowledge Limits

Chapter 3 - Step 3: Being Passionate

Why Is Passion Important to Charisma?

How to Find Your Passion?

Cultivating Your Passion

Chapter 4 - Step 4: Being Inquisitive

Drive for Knowledge

Taking Initiative

Welcome Innovation

Solve the Problem

Productivity

Reawaking Your Curiosity

Chapter 5 – Step 5: Being Positive

Negative Thoughts Hold You Back

Positive Thinking Projects You Forward

Chapter 6 - Step 6: Being Authentic

Be True

Arrows Out – Think-In

How You Treat People

Live in the Moment

Openness

Chapter 7 - Step 7: Looking and Sounding the Part

Looking Confident

Sounding Confident

Conclusion

More by Caden Burke

Introduction

Welcome to "How to Manager People". By making the decision to start this guide, you have realized that you are ready to grow and develop the skills to drive your success into the future. One thing that is important to remember when becoming a manager or task with managing a group is that not all people are the same. Not every individual that reports to you will respond or work in the same way that you do.

It is even possible that your job title does not even include the term manager, and there is still a good possibility that you have some type of management role within your company. One thing as the person in this role that you need to realize is that it is your employees that are making the vision a reality, and it is your role to guide and support them through the process. Being a great manager is about more than working hard to accomplish tasks. It is more than being effective and forcing employees to complete projects.

As a manager, you will find that when you force employees into tasks or doing things a specific way, it can lead to habits that are not ideal for the company. It can lead to poor morale and high turnover. As a manager, you don’t only need to ensure the work is completed, but you need to find ways to inspire your employees and motivate them to complete the work. The days of simply because I said so no longer work with today’s workforce.

Employees all have individual perspectives and want to know that their work is meaningful and that they matter to the organization. Furthermore, they want to know that they are working with and for people they can trust, that will support their goals and help to guide their careers.

Within the sections of this guide, you will find seven steps to help guide you along the way. Each of these steps is full of actionable tasks and insight that will help you level up your management skills. These steps are merely a guide for you to select the bits and parts that will fit your management style and help your teams grow and be successful.

There is more than enough wiggle room for you to add your own personal stamp. It is fundamental that as you grow, your team can grow. So be prepared and open-minded as you continue on your journey as a manager. Remember that the end reward of not only your personal success but your employee's success will provide a lasting impact on your career.

Chapter 1 - Step 1: Set Expectations

Over time there has been a shift in the workplace, and it has moved more from a goal setting to an expectation setting. This is where your leaders set the expectations for your performance rather than giving you goals to achieve. This shift has allowed managers the flexibility to change the goals as the business shifts.  To begin as a manager, touching base with your employees is key to their success. It is important to keep them informed of where they are and how their performance is coming.

It should never be a surprise to an employee when they are being coached for poor performance. There should have been many conversations that led up to encouraging better performance and setting expectations for what that performance looks like. As a manager, you will set expectations in formal and informal ways throughout the year. This could be through check-ins or evaluation of completed tasks or accomplishments.

As a manager, it is important to make sure that the expectations you set for your team are realistic. You can check your expectations by asking yourself these questions:

What outcome do you anticipate the business to achieve?

What will it take to accomplish?

How long will it take to accomplish this outcome?

How will success be measured?

Are all of the before realistic?

The ability to set expectations for your team is one that will drive your success and performance not only as individuals but also as a group. Next, let’s dive into setting those expectations realistically.

Clarity

The first part of setting expectations is making sure that they are clear. What you expect should be clearly defined and written down to express what you expect your employees to do. Part of your role as the manager is to define what success looks like, and you do that by laying it out exactly for your employees or team.

Example: You are a manager of a service center, and you have an employee that needs to improve her customer satisfaction score. As the manager, you would direct her to stick to the pre-approved script and ideally involve a supervisor when she is confronted by a situation that she cannot support. If the employee fails to follow these steps, then she has not met your expectations.

Reasoning

The next part of setting expectations for employees is telling them why. When a person knows the reason behind what they are doing has an impact on something else, they are more likely to follow the expectations. This would include explaining to them where they fit in the overall organization. Why their role is important and how their performance good and bad affects everyone.

Creating an Environment for Success

Preparing your team up for success is one of the best things you can do for your employees or teams is to do this. As a manager or team leader, you should know the skills, abilities, and knowledge it takes to accomplish