Download The Accidental Manager: Get the Skills You Need to Excel in by Topchik PDF

By Topchik

Topchik indicates readers who by no means anticipated to oversee others tips on how to tackle their first managerial obligations. The publication offers even unenthusiastic new managers the recommendation they should utilize their new roles. From constructing a efficient staff, to delegating paintings, to giving and receiving suggestions, the publication indicates tips to go away the ranks of the "accidental" and turn into an outstanding supervisor with a promising occupation.

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Extra info for The Accidental Manager: Get the Skills You Need to Excel in Your New Career

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They just are. When someone's feelings or emotions are acknowledged, that person knows the manager is really listening. Example 1 § § Team Member: I completed the project early and the client just sent me this congratulatory note. Take a look at it! Empathetic Listener (manager): You sound so proud and happy. That's great. Example 2 § § Team Member: I am having such a tough time with our new client. She immediately agrees and then days later changes her mind. Empathetic Listener (manager): You sound very distressed and frustrated.

Think of some of the bad listeners you know. They probably have these habits: § They make comments or ask questions that having nothing to do with what you have just said. § They never look at you. , work on their computer or talk on their phone while they are listening to you). § They look bored, uninterested. § They have one expression on their face throughout the conversation. , play with their pencil or objects on their desk). " § They fake attention and pretend to listen. § They never ask questions, clarify, or paraphrase.

Step C. Ascertain how much the individual being trained already knows about how to perform the job or task. § Step D. Fill in the gaps or provide necessary training. § Step E. Allow employees to demonstrate that they have learned the skill or behavior. § Step F. Offer feedback—positive feedback—if they have done well, or constructive feedback, if they need additional help. 2. Give employees the time and resources to perform the job well. 3. Describe the standards of performance for each job or task.

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