DEVELOPING AND MANAGING PERSONAL EFFECTIVENESS

Presentation by: MILAN MEHTA

What is Personal Effectiveness?
Tim Ferriss words, What you do is infinitely more important than how you do it.   

Personal Effectiveness refers to the development of personal mastery competence so that individuals are able to demonstrate an ability to manage their lives and work with efficiency and efficacy. It focuses on the development of life skills to be effective at work as well as maintain a balance between work and personal responsibilities. It also addresses the skills needed for gaining and maintaining employment by relating to an organization's goals and priorities.

WHY DEVELOPING PERSONAL EFFECTIVENESS ?
Gain greater control of time and resources Identify new ways of prioritising their workload Enhance personal and team efficiencies Helps in making our strengths productive. Focuses our effort on making contributions. Manage effective delegation Develop a personal planning system for work and home Helps in Making effective decisions.

8 HABITS OF HIGHLY EFFECTIVE PEOPLE 
      

Be proactive³Responsibility = Response + Ability proactive³ Begin with the end in mind³Vision/Values mind³ Put first thing first³Integrity/Execution first³ Seek first to understand- Mutual Understanding understandThen to be understood Synergize 1+1 > 2 Sharpen the saw³learning saw³ Find your voice

A Model for Increasing Effectiveness
The following model outlines a six-step process to achieve the goals.
1. 2. 3. 4. 5. 6. Awareness. Self-awareness is the most critical step in the model because without it, you won·t recognize the need for change. Desire. Strong motivation for change. Knowledge. Amount of information on how to change a behavior or habit. Practice. Effective practice begins with setting a deadline for beginning a change that will increase effectiveness. Success. Image or vision of what the change we are seeking looks like. Habit Integration. It takes time and effort to integrate changes in behavior into daily routine. Habits are born over time, and when practiced consistently, we begin to experience our behavioral change in a natural way.

Building a Team Effectiveness Plan 

What do you plan to do differently in the job to improve and become a high performance team? 
 

Short term plans (daily/weekly) Long term plans (this year and beyond) What barriers might prevent you from following through with your plans? 

What resources/support do you need to change the perceptions of your team? How can your team emphasize these behaviors? What kinds of situations give your team the opportunity to demonstrate these strengths?  

Options For Development
FORMAL
Courses

INFORMAL
Coaching 360-Feedback Mentoring
Individual & Team Assignments Teaching Others Networking Assessments

TRAININ G

Education Distance Learning

EXPERIENC E

Job Enrichment Job Rotation Job Transfer

Example of an Action Plan
EXAMPLE: Give employees the freedom to do their job SPECIFIC ACTIONS: 

Analyze strengths & weaknesses for each person  Ask people how they intend to do the tasks,
rather than tell them how to do it  Check on performance at longer intervals  Encourage people to implement their own ideas, not just yours

Team Performance Measurement
TEAM OUPUTS TEAM LEADER CUSTOME RS (INTERNA L/ EXTERNA L)

TEAM PROCESS
TEAM MEMBERS

9 TRAITS OF PERSONAL EFFECTIVENESS

Managing Personal Effectiveness 

Using Different Management Styles 
  

The 6 management Styles Understanding the default management style(s) When to use each of the management styles How to develop each of the styles Different aspects of emotional intelligence The emotional competencies that undergird emotional intelligence How to recognize and develop each of the competencies Understanding your emotional intelligence 8 tools for problem solving Cause and effect diagrams Force field analysis Structured brainstorming Systems thinking 

Building Emotional Intelligence 
   

Developing Thinking skills 
   

``There is no challenge more challenging than the challenge to improve yourself``

THANK YOU 

    

THE COERCIVE MANAGEMENT STYLE THE AUTHORITATIVE MANAGEMENT STYLE THE AFFILIATIVE MANAGEMENT STYLE THE DEMOCRATIC MANAGEMENT STYLE THE PACESETTING MANAGEMENT STYLE THE COACHING MANAGEMENT STYLE

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