CHAROTAR UNIVERSITY OF SCIENCE AND TECHNOLOGY (CHARUSAT)

FACULTY OF MANAGEMENT STUDIES (FMS)

INDUKAKA IPCOWALA INSTITUTE OF MANAGEMENT
MANAGERIAL EFFECTIVENESS (MB807.4)
MBA PROGRAMME (2021– 23)
SEMESTER – 3

A PRESENTATION ON
BOOK REVIEW
THE WINNING MANAGER
BY JAICO

NAME:SHIVANGI RATHOD PRESENTED TO:

I.D No:21MBA109 DR. RESHMA SABLE
 TABLE OF CONTENTS
INTRODUCTION
6 PRACTICES TO BECAME SUCESSFUL
1.SET GOALS ALL THE TIME
2.FOCUS ON THE PROCESS, NOT A PLAN
3.COACH THE RIGHT PEOPLE
4.SERVE THE RIGHT CUSTOMER
5.EMPOWER YOUR ENTIRE TEAM
6.DO THE THINGS RIGHT
CONCLUSION
 INTRODUCTION
• The Winning Manager gives business owners and managers what they so
desperately need. A clear , focused , laser-sharp tactical manual of what
they need to know right now to make their organization a success.
• The authors’ presentation of their six common-sense practices creates a
systematic framework useful to managers, entrepreneurs, and executives
alike, providing them with: Clear, hard-hitting content that is easy to
understand Numerous real-company anecdotes that bring the concepts to
life
• A means of creating a company culture of achievement and accountability
detailed guidance on how to execute the key concepts, with a focus on
goals
 6 PRACTICES TO BECAME SUCESSFUL
Set Goals All the Time
Focus on the Process, Not a Plan
Coach the Right People
Serve the Right Customer
Empower Your Entire Team
Do the Right Things Right
 1.SET GOALS ALL THE TIME
•“Making changes, whether personally or within a business, takes courage and persistence.” Smart managers use the same
incremental planning approach using these three segments:
A. Long-term vision
First, create “a long-term vision” for what you want to achieve. Shaping this vision requires careful thought, but the results are worth
it. Make sure your vision speaks to the needs and interests of all your important stakeholders – your “owners, employees and
customers.”
B. Near-term goals
Second, good managers institute “near-term goals,” which relate to the company’s vision and keep everyone facing in the right
direction. Assess your results often so you will know how your team members are doing. Don’t set more than three goals at a time;
otherwise you will daunt your workers. Be specific. For example, a goal to “improve customer service” is too general. Instead, be
precise: “Achieve at least 80% on our quarterly customer-service survey.”
C. Individual goals
Third, solid managers set each team member’s tailored “individual goals” relating back to the organization’s near-term as well as long-
term objectives. The only way your team can achieve its near-term goals is if each member works hard on his or her particular
individual goal. Make sure the individual goals you set for each employee will help achieve the company’s overall vision. Individual
goals should meet the same criteria as your near-term goals.
 2.FOCUS ON THE PROCESS, NOT A PLAN
•“Although we may ‘know’ that some type of change is needed, many of us are resistant to making that change.” Try this
organized, five-step process:
A. Identify the right information-The conventional method is to generate a plan once a year, but that’s not enough.
Gather data pertaining to four specific categories: the company’s strengths and weaknesses, industry trends, the
“competitive environment” and the firm’s opportunities.
B. Engage everyone in collecting the information- Your employees can provide valuable assistance in the planning
process.
C. Create successful strategies-Target individuals in your organization who have a penchant for strategizing, and put
them to work. Ask them to consider any notable changes that have occurred and to use that understanding to formulate
the firm’s strategies and goals.
D. Modify the strategies in light of new information-Follow this progression: Develop a vision, gather information,
analyse data, develop a strategy, set goals, outline each “action step” and evaluate your team’s results. Then repeat the
process.
 3.COACH THE RIGHT PEOPLE

•“To make planning an effective process...do it frequently.” Hire by using these three steps:
A. Define the position – Write the primary requirements for an open job down according to “purpose, goals,
responsibilities, major challenges” and “qualifications.”
B. Find the right person – This will be your most challenging task. Make sure that anyone you consider for a
position has the talents and abilities to do the job well.
C. Coach them to excellence – Often, this involves discovering “the empowerment sweet spot” – the point
where employees want to accomplish goals their own way and the manager empowers them to do so, where
the manager is neither a control freak nor a lackadaisical leader, and where the employees don’t demand
constant direction or call for full autonomy. The working styles of managers and staffers should complement
each other.
 4.SERVE THE RIGHT CUSTOMER
• To win in the marketplace, make your consumers feel special. Organize your customer contact work as your primary
focal point. Follow these five steps to orient your business to your customers:
A. Define the right customers- Develop a detailed picture of exactly who your ideal customers are – as well as who they
are not.
B. Create the right strategies for your right customers-Decide what type of business you want: Are you a “low-cost”
business, a firm based on “exceptional products and services” or a company offering “exceptional customer service”?
C. Create a sales process to secure and serve your right customers– Use a trial-and-error approach to find what
methods work best and convert the most leads for you.
D. Create an operations process to serve your right customers– Many firms’ operations grow away from their
customers, becoming bureaucratic and self-serving. Find and implement best practices that put your customers first.
E. Constantly build the culture– Every day, tell your employees about the customer-oriented steps you’ve developed so
everyone understands how important your clients are. Look for new hires who will enthusiastically support a customer-
first orientation.
 5.EMPOWER YOUR ENTIRE TEAM
• Empowerment means that your employees carry out their jobs without constantly seeking your approval, which is
exactly the way organizations should work. Empowering your employees involves three steps:
A. Create clear and powerful goals– To achieve your firm’s overall objectives, make sure all your employees understand
the company’s – as well as their individual – goals. Accept that the way in which some employees go about reaching
their objectives will be different from how you would do things. This is OK if they are effective at completing their
activities. Set up clear boundaries (“legal, ethical” and so on) within which employees can operate safely.
B. Provide clear and consistent guidance – Be ready to step in and assist your employees when they are obviously off
track and will not be able to meet their goals unless they quickly recover.
C. Establish firm standards of “competency, principles and reliability” – These three criteria are vital “conditions for
empowerment.”
 6.DO THE RIGHT THINGS RIGHT
• “A strong vision should inspire you to great performance – a level of performance that will bring you closer
to actually achieving the vision itself.”
• A productive management system boasts three important attributes:
A. Clarity- Everyone understands what his or her goals and activities are every day.
B. Communication – Management ensures that all employees remain up-to-date on important information that
relates to handling their jobs.
C. Commitment – Employees buy in to how the organization works. They feel liable for their actions and are
answerable for achieving – or not achieving – their goals.
 CONCLUSION
 Great managers must “do the right things (good leadership), as well as do things right (good
management).”Becoming a strong manager may require you to change your existing habits or adopt some new
ones.
 Develop six habits to become the best possible manager: First, consistently set long-term and near-term goals for
your firm, as well as individual goals for employees.
 Second, understand that the act of creating a business plan is far more valuable than the actual plan that
emerges.
 Third, hire applicants who are ideally suited to your job openings.
 Fourth, focus all your efforts on serving the right customers for your business.
 Fifth, empower employees so they will enthusiastically do their best work.
 Sixth, concentrate on tasks that truly count and not on extraneous activities.
 The “Goal Management Team” is an effective management system that sets guidelines, keeps staffers focused on
goals, and rewards them when they reach their objectives.