Presentation - Concepts of Management - January 2015

Editor's Notes

• #2 Intro: Hello, my name is Lisa and I have worked for the Trust for 12 years, I currently hold the post of Administration Manager for Emergency Care and Medicine for Older People within Division B and have held this post now for almost 3 years- SLIDE 2
• #3 My role requires daily direct line management of all admin staff which currently stands at about 41 and constantly increasing, along with every aspect of managing a large team, daily team Ops, rosters, sickness, HR issues, recruitment this includes managing my own staffing budget and any other projects that my CGM and Line Manager throw at me. On a regular basis I complete reflective work looking at how my team are doing, meeting our objectives, current processes, completing random review spot checks etc, all supported by the various reports I get sent for review, but this is me reflecting on my team and how they are working and not on me as a Manager. To be honest completing a reflective analysis of myself as a Manager is not something that I have actively or consciously done to date, I have gone along with the assumption that as long as I ensure my teams objectives are met and they maintain a high quality of service delivery, that we complete all our set data quality targets, the reports are good, they're happy, effective, have the skills required for their posts and feel valued as Trust employees and most importantly that my CGM and line Manager are happy then I must be doing something right. So to get some idea of what I should be reflecting on I decided to review a few different Management/Leadership qualities and styles. The first one that grabbed my attention was John Adairs belief in effective team leaders having 7 essential traits/qualities - SLIDE 3
• #4 Adair states “A leader is the kind of person who has the appropriate knowledge and skill to lead a group to achieve it’s ends willingly “ (Adair, J 2008) and the 7 main qualities of leadership to support this are: Enthusiasm Integrity Toughness Fairness Warmth Humility Confidence – SLIDE 4
• #5 So do I have these qualities? Enthusiasm I have always focused on Job Satisfaction over Career development and I find myself in the enviable position of genuinely loving my job and with that comes true passion for what I do. Integrity I have found being up front and honest is always the best policy, what ever you are discussing be it good or bad there has to be a trusted clarity of values, in order to effectively lead a team you have to gain and consistently maintain your teams trust. Toughness There is a fine line between being part of a team and leading a team, although I am the Admin Manager of a very large team I do still see myself as just 1 part of the whole team but to effectively deliver on all aspects of responsibility within my role sometimes I am required, as the Manager, to make and action out tough decisions. Fairness Although I am very team orientated and strive to treat everyone the same it’s also vital to know when, in certain circumstances, people need to be treated as individuals as well and still remain impartial. Warmth Everyone on the team need to be treated as a whole person and to know that I value them for who they are as individuals and not just as another faceless generic worker, there needs to be a balanced element of emotional connection to create an effective working relationship with anyone but at the same time maintaining professional boundaries Humility To listen, be open and respectful to all points of view, always having the ability to look at the bigger picture and put aside my own ego when needed. Confidence Of all these qualities to be honest this is the one I probably struggle with the most and always have done , to possess a quite confidence in my own abilities as Admin Manager, I always question what I have done, whether or not I can do better, or what I am delivering is of a high enough quality, maybe that’s not a bad trait to have and in itself indicates that maybe I do actually complete a reflective analysis of myself as a Manager, but unconsciously. So this briefly explains a few of my character traits but what about my actual management style, of all the styles that I have looked at the one I keep coming back to is my MBTI. – SLIDE 5
• #6 My MBTI came out as ENFJ – SLIDE 6
• #7 Extraversion (E) Those who prefer Extraversion, direct energy outwardly and are energized by the outside world. My objectives and tasks come from external sources, my Line Manager and CGM I am highly motivated by the support I am able provide to my team, ensuring they have all of their training, development and pastoral needs met. working within an ever changing environment, requiring constant development and reviewing ways to improve service delivery Daily team Ops, although a portion of my tasks are routine this is well balanced with unexpected daily challenges - SLIDE 7
• #8 Intuition (N) Intuition pays attention to meanings, patterns, and future possibilities. I need to understand and be focused on the bigger picture I enjoy creating theories on how to overcome issues I tend to focus on impressions and intuition Working within an ever changing environment Taking on new challenges and thinking about how best to meet requirements - SLIDE 8
• #9 FEELING (F) Feeling (F) chooses decisions based on values and consequences for people. I need to understand my team so I can effectively get the most out of them as both individuals and a team as a whole Ensure each member of my team understands and feels their value, can focus on the positive and discuss ways to improve negative Be able to adapt to different circumstances and be flexible Ensure everyone has the required tools and skills to be effective in their role Constantly aware of how my actions affect others – SLIDE 9
• #10 JUDGING (J) People who prefer the Judging attitude are likely to come to conclusions quickly and enjoy the structure provided by reaching closure To plan and be very organised, from set target to delivery to look at what we have now and what we may need in the future to support continued development Enjoy the support having rules provides Task orientated plan work ahead to meet deadlines So although described very briefly the profile I have been given I feel does come close to my style of management, this supports me by allowing me to be more aware of where my strengths are but can also be used to help me develop potential areas for growth, helping me to look at areas that I may need to improve on or be more aware of. The accuracy of the MBTI profile you are given also depends greatly on honest self-reporting at the time by the person tested, your profile could be false depending if your responses were genuine or based on how you think you should respond, how you would prefer to behave. It’s also important to remember it can also hinder if taken too literally, I believe it works best if you view it as a guide to your preferred style and remember that there is a hidden sliding scale that allows for flexibility within different circumstances and situations - SLIDE 10
• #11 Thank you for your time.