WHAT IS CONTROL

The management function of determining

whether PLANS are being properly carried out. If
not, take necessary actions to correct situation.
CONTROLLING ACTIVITIES
Measurement of Actual Performance against
planned performance
Analysis of variance to discover the factors.
Corrective action to remove the factors of
variances and bring actual performance back to
the level of planned performance.
People Management Skills

Recognize that it is your ability to

communicate effectively with people that
determines the success of project.
People Management Skills
Instead of viewing a people as difficult,
see them as a challenge.
Develop your flexibility by thinking of
different approaches to situations.
People Management Skills

“Aim to achieve the best from others”

1)Coaching
2) Counseling
3) Confronting
 Coaching
“Is the art of improving the performance of
others”, create the conditions for
continuous development by helping your
staff to define & achieve goals”.
 Coaching process
Definition
Determine performance goals

Analysis
Understand the present reality

Exploration
Explore option to achieve goals.

Action
Stay when tasks will be done
 Learning
Implement agreed actions

Feed back
Review progress at next session
The coaching process closes the Gap
between present level of performance &
desired one
 By Coaching
1.Reap the benefits in long-term by
investing time in improving the skill and
confidence of your staff.
2.To achieve increased productivity.
3.Identify, encourage and build on your
team’s existing strengths & skills.
 When should you coach?
WHEN SHOULD YOU COACH?
 When you assess an individual’s administrative,
technical or leadership ability and performance as
moderate.
When you want to encourage people to discover what
they can do by “pushing themselves.”
When you want to develop teamwork.
 When should you coach?
To express confidence and support
When recognition and credit are due for
innovativeness.
When reassurance is all that’s needed for successful
performance.
When you want to develop each individual’s skill and
foster individual performance.
To celebrate the accomplishments of a team of an
individual.
 How to Coach

Coaching refers both to specific interacting

skills. Used both in every day situation
and in more structured meeting”
Selecting a coaching style.

Using
1)Push
2)Pull
 Push Style
You give the coache clear answers or show
him or her how to perform a skill, so you
do most of talking.
 It can be useful in the early stages of a
person’s development
 Advantage of this style is that “ it is quick
& provide answers”
 Pull Style
You draw out a coache’s existing strengths
so you do most of listening
 This style acts as a catalyst to help staff
find their own answers.
 You listen to answers & then probe
further to help coaches create their own
solutions.
 Advantage
This approach results in coaches feeling
accountable for results and being able to
take the initiative.
 Coaching tactics

Question Challenge Praise

1.Past Exp. Challenge area Good

2.What of improvement Performance
He/She
Learn
 Initiate coaching
Coaching can be formal, it can be
 One – off bases
Long term session
 Prepare for a session
1)Always clarify the purpose of a session
2)Mentally rehearse planned coaching
session but always be ready to adapt
your approach.
3)Agree on where & when you are going to
meet
 Process of coaching
Starting Session
1)Starting sessions treat the coache as an
equal
2)Divert calls to avoid unwanted
interruptions.
3)Emphasize your intent to support the
coache in solving issues.
 Shaping the session

Goals Reality Option When Follow up

(Define Under-
Discuss Agree
what is stand
choices course of
To be the
available Action
achieved Situa-
tion
 Following Up session

Coaching
Like any learning process is continual
 “ Keep up the momentum of learning.
Make links between the work completed
in the current session & the agreed
action plan & then to follow up sessions”
 Counseling

“ Realize that only you can improve the

results you are getting”
“ All people have the right to know where
they stand “to be accountable”
 Why Counseling
by this
Accessing problem & defining solutions
It helps people to know their strengths &
goals
 You let someone know in a timely
fashion when performance is off track
It increase productivity
Enhance Leadership
Good working relationship
 When should you Counsel

When an individual has a solid track record but

isn’t performing as well as usual.
When performance isn’t improved by educating
or coaching.
When an individual asks for your help to solve a
personal problem.
 When should you Counsel

When an individual is “stuck” unsure about how to

proceed.
When people are having trouble coping because your
organization is growing very fast or is experiencing
major change.
When an individual used to success experience failure
or disappointment.
 Use counseling

“ Use
Skill to help you get the best from people”
How
Same process of coaching session
Arrangements
 How to counsel
Research shows
“ Face to face communication, voice tones
and body language have a for greater
effect in terms of how people react &
respond to each other than wards
themselves”
 Counselling Style
Pacing + Listening + Leading

Non verbal showing Redirect

interest the flow
+ vely of the next
most
useful place
 How to counsel
“ Realize that by asking questions, you
can direct the conversation”
Recognize when to be specific with
questions & how to adopt to others
people language pattern so that you can
effectively influence them.
 During Session
Dos
Support them (appreciate)
Spell out (leading question)
What they need to do to succeed
3. Help them
4. Use sensitive & thought full language
5. Learn to read responses as you talk
6. Listen Carefully
SIX GOODLISTENING SKILLS
MAINTAIN EYE CONTACT
“LISTENING WITH YOUR EYES MORE THAN YOUR EARS!
CONTROL YOUR MIND.
CONTROL YOUR MOUTH.
LISTEN WITH AN OPEN MIND.
BEWARE OF YOUR PREJUDICES.
DON’T JUMP TO CONCLUSIONS.
7. When you are conversing with people be
sensitive & alert to non –verbal signals so
that you can be sure you have been
correctly understood.
8. Encourage people to talk/suggest
9. Take to the action
 Confronting
“ is a form of counseling in which
alternatives of consequences are clear &
close at hand”
Provided the individual understands
performance expectation & provided
you have done everything you can to
foster improvement.
 Why Confronting
Through this skill
“You bring an individual’s attention to the
consequences of unacceptable
performance, which includes
reassignment or termination”
Confronting recognizes that
“A CHANGE IS IMPERATIVE”
WHEN SHOULD YOU CONFRONT?
When performance consistently falls below expectations
or deteriorates.
When counseling does not resolve problems.
When an individual seems unhappy and unable to
perform in his or her role.
 WHEN SHOULD YOU CONFRONT?
When an individual’s behavior is disrupting a team’s
performance or contributes to others’ decisions to
transfer or leave the company.
When an individual is unable to meet performance
expectations even though they are clear and
understood.
When reassignment or termination are the only
remaining options.
When the consequences of continued inappropriate
behavior or low performance must be explained.
 DESCRIBE
Checklist PERFORMANCE
DISCREPANCY

NO
IGNORE IMPORTANT
YES SKILL
YES DEFICIENCY
?
NO IS
NO USED TO YES
PERFORMANCE
DO IT ?
ARRANGE PUNISHING
FORMAL YES REMOVE
TRAINING PUNISHMENT
NON-
SKILL YES
PERFORMANCE
USED OFTEN?
REWARDING
ARRANGE ARRANGE
PRACTICE POSTIVE
YES CONSEQUENCE
GIVE KNOWS
FEEDBACK PERFORMANCE NO
MATTERS?
CHANGE JOB SIMPLER
WAY? ARRANGE
ARRANGE
CONSEQUENCE
ON-JOB
TRAINING
NO HAS OBSTACLES YES
TRANSFER
POTENTIAL? ?
OR
TERMINATE POSITIVELY REMOVE THEM
REINFORCING
ENVIRONMENT