IN FOCUS FOR MANAGING PEOPLE

1.	Feedback	It is important to have at least one person in your life who will give you honest, gut-level feedback to help gain perspective. 360-degree feedback allows us to receive insights on strengths and weaknesses from others. People need feedback about the consequences of their actions if they are to learn what works and what doesn’t, and then change their actions to be more effective. Applying feedback in the helping process: Describing observed behaviors, and results and consequences Assessing the impact of the behaviors Predicting personal consequences if the person doesn’t change Recommending changes to improve behavior
2.	Types of value	Terminal values (the ‘ends’ in life) are desirable ends or goals. Instrumental values (the ‘means’ to the ends) are beliefs about what behaviors are appropriate.
3.	Mutual trust	Each member of the team need to know that they can depend on the others. Create by a climate of openness in which employees are free to discuss problems without fear of retaliation. The managers are approachable, respectful, and listen to team members’ ideas and develop a reputation for being fair, objective and impartial in their treatment of others. Consistency and honesty is the key. Communication is the heart. Keep the team members informed about upper-management decisions and policies and give accurate feedback on performance.  The managers are also open and candid about their own problems and limitations.
4.	Phases of change	Unfreezing: Helping people see that change is needed Altering attitudes and behavior Explaining the change Changing: Making the actual change Help people let go of old ways Develop new ways Refreezing: Reinforcing the changes
5.	Career stages	Settling in a job Achieving success Gaining credibility Learning to get along Managing image

Short notes from:

THE BOOK OF MANAGEMENT

The Ten Essential Skills For Achieving High Performance

Darling Kindersley Limited (DKL), Penguin Group (UK)