K2USA
LEADERSHIP AND
PEOPLE
MANAGEMENT
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Slides
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2
Generating
Value
3
Comfort Zone
=
Consuming value
Uncomfortable
=
Creating value
OUT OF THE
COMFORT ZONE
SOMETIMES THINGS ARE
NOT AS THEY APPEAR
Are the colors of
Square A and Square B
the same???
MANY OF THE PRACTICE
AND ATTITUDES THAT BRING
ABOUT PROSPERITY ARE
COUNTER – INTUITIVE, THAT
IS TO SAY APPARENTLY
GOING AGAINST LOGIC
Wealth Distribution
• 20% of the people  80% of the
wealth
• 80% of the people  20% of the
wealth
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OPEN
SOURCE
MANAGEMENT
3 Strategies
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DIFFICULTIES
WITH PEOPLE
Control
•To get things to go as
you wish (the ability to
influence something
positively)
Responsibility
–THE FEELING OF BEING THE
ONLY ONE IN CHARGE OF
SOMETHING
–=
–THE ABILITY TO SEE ONESELF
AS “THE CAUSE”
PROBLEM
•CAUSE
(=Source
Point)
• EFFECT
(=Receipt
Point)
Cause and Effect
To solve a problem or to handle succesfully
a situation we need to see ourselves as “the
cause” of such situation.
• If we aren’t able to do it, it is the situation
that is controlling us.
• If we are not capable of seeing ourselves as
«the cause» of the performance of our
employees, we are indeed leaving the
control to them.
Case history scuola
The Scale of Effectiveness
• EXTERNAL CONTROL
Someone who thinks that all her life and misfortunes
are or have been dependent upon others and
circumstances
• CONTROL SOLELY OF ONE’S ACTIONS
One sees herself as the cause only of the activities
performed directly but cannot accept blame for other
people mistakes or for what happens outside the
company.
• She will not reach her goals
• INTERNAL CONTROL
Sees herself as the cause of her actions but also as
the cause of other people actions and activities.
EMOTIONAL RESPONSES
Enthusiasm
Cheerfulness
Logical
Boredom
Hostile
Anger
Resentment
Anxious
Sad
Apathy
One of the fastest
way to fail is to
associate yourself
with someone
competent yet critical
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LEARN HOW TO
MOTIVATE OTHERS
Exercise
1. Good working conditions
2. To feel involved in work related problems
3. Non oppressive discipline
4. Full appreciation for the work done
5. Management loyalty toward the staff
6. Good salary level
7. Job Promotions and growing with the company
8. Understanding and concern for employee’s
personal problems
9. Job Security
10. Interesting Work
WHAT DO THEY WANT
1. Full appreciation for the work done (PRAISE)
2. To feel involved in work related problems
3. Understanding and concern for employee’s
personal problems
4. Salary and commissions
5. Job Security
6. Interesting Work
7. Job Promotions and growing with the company
8. Management loyalty toward the staff
9. Good working conditions
10. Non oppressive discipline
1.Praise Often
2.Involve People
3.Interested genuinely in
the success of others
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MOTIVATION
Get someone to demonstrate
his competence and
capabilities
YOU ARE THE COACH!
MANAGER ORIENTATION
•
•
•
•
From :
Manager who does the job
to
Manager who gets others to do
the job, Manager who creates
capable people
Internal Customers Needs
Tangible
Salary
Intangible
Salary
Wages
Praise
Bonuses
Engagement
Projects
Genuine Interest
Hard Factors
Soft Factors
HIRE GREAT PEOPLE
• Dont hire when you need
it. Always looking.
• Character is more
importance than
competence
ADD NEW
EARNING ABILITIES
• In times of change learners
inherit the earth; while the
learned find themselves
beautifully equipped to
deal with a world that no
longer exists. – Eric Hoffer
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