Leading managing and developing people in the workplace

We would also like to thank all the teachers who come on our CPD and higher degree courses. They stimulate thought and help keep our feet on the ground!

Leading managing and developing people in the workplace

What is the key to having successful relationships at work? If you have a troubled relationship with someone in the workplace, how do you turn it around? Keeping in mind that you can only control your own actions, and reactions, the way you behave will either help or hinder a relationship and in turn your career.

How many times have you encountered someone really personable, enthusiastic, willing to listen and work with you? Those people stick out in your mind and without a doubt, you will seek them out again when you need assistance with a project.

On the other end of the spectrum, someone who is challenging, hard to work with, or not a team player is someone that you will inevitably steer clear of. Here are a few examples of what you can do to ensure you are the type of person people seek out.

Bring solutions along with the problems to the table. Some employees only identify problems. Sharing thoughtful solutions when presenting a problem will make you stand out and earn you respect and admiration from coworkers and supervisors.

Placing blame on others will alienate coworkers, supervisors, and reporting staff. There is a difference between determining who is involved in a problem vs.

Leading managing and developing people in the workplace

Verbal and nonverbal communication. Talking down to another employee or using sarcasm negatively registers on our radar machines, which are constantly scoping out our environment.

Respecting fellow employees is the key to building strong, effective relationships. Never blind-side a coworker, boss, or reporting staff person. Always discuss problems, first, with the people directly involved so they are aware and can participate in the solution.

You will never build effective work alliances unless your coworkers trust you. If you fail to meet deadlines and commitments, you affect the work of other employees. Share credit for accomplishments, ideas, and contributions. Take the time, and expend the energy, to thank, reward and recognize specific contributions people make that help you succeed.

This is a no-fail approach to building effective work relationships. Help other employees find their greatness. Every employee in your organization has talents, skills, and experience. If you can help fellow employees harness their best abilities, you benefit the organization immeasurably.

Compliment, recognize, praise, and notice contributions. Have any tips you would like to share? We love hearing from our readers.

Leading managing and developing people in the workplace

Please send us your tips and comments using the boxes below. Tina Mainar Tina is a human resources and operations management professional with over 16 years experience. Throughout her career she has taken on large, complex projects that require managing and executing a myriad of details to support critical business processes and initiatives.

At Marriot Vacation Club, she served first as their director of HR and then as their director of operations, managing the needs of employees, eight properties and four departments, including a call center.

In addition to ensuring her departments were profitable she was also responsible for recruiting, administering performance reviews, rolling out a new compensation and recognition program and managing employee relations.

After Marriott she worked with Rosetta, supporting their HR compliance, training and administrative needs including training staff on the company's online recruiting and annual review tools and helping roll out a new salary and compensation plan.

She was also responsible for organizing company-wide teambuilding events, heading up recruitment and orientation for their extensive intern program and working with each department head on preparing and updating their new employee orientation manual.

Managing, Leading and Developing others

View all posts by Tina Mainar.Managing People Quiz This quiz is designed to test your knowledge of these modules of the “Managing People” lessons in the Management Skills Courses, specifically;- Minimising conflict in the workplace. Understanding people will help you make the shift from managing to leading a business.

ISBN , Leading, Managing and Developing People is critical reading for all those studying the CIPD Level 7 Advanced module in Leading, Managing and Developing People as well as all HR and L&D practitioners.

ASU – Leading and Managing Others This program will build on your existing skills and knowledge, and help you to develop those key skills needed to be an effective workplace leader.

Leading, managing and developing people

It is designed for those who have held a leadership position for a little while, or those that completed the earlier program of Stepping Up to Leadership. Leading is shaping the workplace through vision, innovation, and inspiration.

Managing is shaping work, projects, tasks, and outcomes through a system of organizing, planning, and directing. For leaders, having empathy is critical to managing a successful team or organization. Leaders with empathy have the ability to put themselves in someone else's situation.

They help develop the people on their team, challenge others who are acting unfairly, give constructive feedback, and listen to .

Developing Excellence in People Leadership - Oxford Management