Service Excellence at Workplace

‘Service Excellence at Workplace and
organizations’ is a management strategy
for success towards excellence with total
customer satisfaction.
Discover how these organizations
achieved workplace excellence and put
these strategies and best practices into
action within your organization.
Introduction
Service Excellence at Workplace and Organizations

 To provide exceptional service with passion for
Service Excellence
Be passionate about your work
 Make a positive first impression
 Warm greeting, fast response Professional image
 Build friendly relationships
Know your role
Understand needs and deliver solutions
Turn complaints into commendations
Theme
“Strategies for success and excellence towards total
customer satisfaction with SMART Leadership"
Contents

‘The One Minute Manager’ ®
with Ken Blanchard & Spencer Johnson,
that sold more than 13 million copies in
25 languages.
A Management strategy ‘SMART
Leadership’ that is used by multi national
Companies towards World Class
Leadership, delighting Customers.
SMART Leadership by Ken Blanchard

Leadership:
“a process of social influence to enlist the aid and support
of others in the accomplishment of a common task“.
Good leaders are made.
Effective leader- have the
desire and will power through a
never ending process of self-
study, education, training, and
experience. (Jago, 1982).

To inspire your workers into higher levels of teamwork,
you must:- be, know and do.
These do not come naturally, but
are acquired through continual
work and study.
Good leaders continually improve
their leadership skills; they are
NOT rest on their laurels.

The Key to developing people is to catch them doing
something right…
Catching people doing
things right is a powerful
tool in leadership.
Unfortunately, most
people have a genius for
catching people doing
things wrong!

People who produce good results feel good about
themselves.
An effective leader will make it
a priority to help his or her
people produce good results in
two ways.
1) Make sure they know what
their goals are.
2) Do everything possible to support, encourage and coach
them to accomplish those goals

Praise Progress. It’s a moving Target!
When a good performance
is followed by something
positive, people naturally
want to continue in that
behavior.
Do not wait until for exactly right behavior before you
respond positively. Otherwise you might wait forever.

Feedback is the breakfast of champions.
Providing feedback is the most
cost- effective strategy for
improving performance and
instilling satisfaction.
It can be done quickly. It cost
nothing, and it can turn people
around fast.

When mistakes occur redirect the Energy.
When people make a mistake they
usually know it.
What they really would like is
advice on how they can avoid
making the same mistake again.
That’s what redirection is all about- Getting peoples energy
refocused on the right things..

None of us is a smart as all of us.
This is the guiding principal of team
building work in organizations.
You don’t have to be the only bright
person in the group.
In fact, admitting your vulnerability
allowed you to ask for help.
Any problem can be solved if we involved the resources we
have gathered around us.

When you stop learning, you stop growing
Organizations are being
bombarded with change.
You would be wise to
make learning a top
priority and constantly
strive to adapt to new
circumstances

In life, what you resist, persist.
If something is bothering
you and you don’t deal with
it, you are gunny sacking
your feelings, holding them
inside.
.This can back fire later when you find yourself “dumping”
in an inappropriate way and at exactly the wrong moment.

In life, what you resist, persist.
It is also true that if you
will deal with what is
bothering you, the
problem often disappears
in the very process.
Have you ever said, ‘Im glad I got that off my mind’?

Don’t work harder— work smarter
If you don’t take time out to
think, strategize, and
prioritize, you
will work a whole lot harder,
without enjoying the
benefits of a job smartly
done.

Nice guys appear to finish last, but usually
they are running in a different race
People today want what they
want, and they want it right now.
A negative side effect of such
impatience is poor decision-
making.
Patience helps us to realize that if we do what is right—even
if it costs us in the short run—it will pay off in the long run.

In managing people it is easier to loosen up than
tighten up.
If you are not sure how much
direction people need to do a
task, it’s always better to over
supervise than under supervise
in the beginning. Why?
When you find your people are better than you thought, and
you loosen up, they will like you and respond in a positive
way.

In managing people it is easier to loosen up than
tighten up.
It’s easier to start off tough
and then be nice than to
start off nice and then get
tough.
It’s easier to loosen up
than tighten up.

What motivates people is what motivates people.
How do you know what motivation
works with what employees? Ask!
Try asking, “If you perform
well, what reward or
recognition you like that would
make you want to continue to
perform at a high level?”
It pays to ask this important question.

If you want to know why your people are not performing
well, step up to the mirror and take a peek.
The main job of a leader is to
help his or her people succeed in
accomplishing their goals.
When someone fails, good
leaders accept responsibility for
that failure.
And when people accomplish their goals and win, everyone
wins.

If you want your people to be responsible, you must
be responsive.
People look to leaders for
direction. But once goals are
clear, your role as a leader
changes. Your job become
working with your people
rather than having them work
for you.
Being responsive to your people’s needs sets them free to
be responsible ( able to respond ) for getting the job done.

It’s more important as a manager to be respected
than to be popular.
Are you willing to push your
people—whether it’s a group
of middle managers or a team
-beyond their comfort zone in
order to achieve excellence?
They might not like what you ask of them, but they will
remember you as a leader they respected.

People with humility don’t think less of themselves,
they just think of themselves less.
A great rule for business today
is: Think more about your
people, and they will think
more of themselves. And don’t
act like you are perfect.
Leaders need to come from behind their curtains of
infallibility, power, and control, and let their “very good”
side -their humanity -be revealed.

People with humility don’t think less of themselves,
they just think of themselves less.
Folks like to be around a
person who is willing to
admit his or her
vulnerability,
asks for ideas, and can let
others be in the spotlight.

Never, never, never, never . . .give in.
Persistence means sticking to
your guns.
It’s keeping your commitment
and making your actions
consistent with your word.
It’s all about “walking your
talk.”

Trying is just a noisy way of not doing something
Many people are interested than
committed.
They talk about trying to do
something, rather than actually
doing it.
They make lots of noise, but fail
to follow up.
An interested exerciser wakes up raining and says, ‘I think
I’ll exercise tomorrow.’
A committed exerciser wakes up raining and says, ‘I better
exercise inside!’.

Love is being able to say I’m sorry.
My mom always said, There
are two statements that people
don’t use enough that could
change the world:
“Thank you” and “I’m sorry”.
If as a leader you can give up being right and learnt to
apologize for your mistakes, your organization will be a lot
better place for people to work. Thanks mom!.

Without a change in your behavior, just saying “I’m
sorry” is not enough.
Saying “I’m sorry” is just the first
step in an effective apology.
To demonstrate that you are really
sorry is by changing your
behavior.
That way the people you have harmed know that you are
committed to not repeating the mistake.
Talk is cheap -it’s your behavior that matters

Take what you do seriously but yourself lightly.
Today’s leaders must relearn
the value of a smile or they will
be unable to fire up the ability
of their people to find real
enjoyment in their work.
So start thinking smiles until you become a smile
millionaire. People will be glad to see you coming.

Perpetual prosperity comes to those who help others.
Money making is about what
you can get. Perpetual
prosperity is about what you
can give.
Success at the money level is about what you can achieve.
Perpetual prosperity is about how you can serve.

Perpetual prosperity comes to those who help others.
There are lots of good reasons to
earn money, but some people seek
money because of the power and
status it will give them to control
events and other people.
When we reach out to help someone else, we often get
more back in return. That’s not why we help people;
that’s just how it works sometimes.

Think Big! Act Big! Be Big!
Be your own best friend
and believe in yourself.
Don’t wait for someone
to do it for you.
Cheer yourself on. Write
your own pep talk.
It works.

Real communication happens when people feel safe.
Find ways to convince your
people that you see them all
as either winners or
potential winners and
you mean them no harm.
When you do, you will find that communication within
your organization is greatly enhanced.

All good performance starts with clear goals.
An important way to motivate your
people is to make sure they know
where they are going.
Define each person’s goals are
clearly and that they know what
good performance looks like.
This will give them a clear focus for their energy on the road
to becoming high-performing, empowered producers.

Different strokes for different folks.
So what is the best leadership
style?
A “participative” style
–listening to your people and
involving them in decision
making?
or a “directive” leadership style –until their knowledge and
skills mature?

Different strokes for different folks.
The best leadership
style is the one that
matches the
developmental needs
of the person with
whom you’re working.

If God had wanted us to talk more than listen, he
would have given us two mouth rather than two ears.
When you ask people about the
best leaders they ever had, one
quality is always mentioned.
-they are good listeners.
Test the power of listening by
talking time to listen and focus
on others

Vision is knowing who are you, where you’re
going, and what will guide your journey.
During times of growth, change,
opportunity, or uncertainty,
vision points us in the right
direction.
Collectively and individually, we need a significant purpose,
clear values, and a picture that shows us what these look like
when we are living them consistently.

Vision is knowing who are you, where you’re
going, and what will guide your journey.
Vision gives meaning to our
lives and provides direction.
It helps us get focused, get
energized, and get great
results.

Vision is a lot more than putting a plaque on
the wall. A real vision is lived, not framed
It’s one thing to identify your
Vision and another to make it
happen.
You can’t just go out and
announce it and expect everyone to
immediately understand or agree to
the vision.
You have to be willing to allow others to help shape it.

Vision is a lot more than putting a plaque on
the wall. A real vision is lived, not framed
When a vision is shared, hold each
other accountable for behaving
consistently with it.
Do not ignore the behavior of others
who do not act consistently with the
vision, as you threaten the trust and
commitment of people who are.
It takes courage to create a vision, and also to act on it.

If you don’t seek perfection, you can never
reach excellence.
People’s expectations has to do
with the results they achieve.
If you’re shooting at a target,
you’re better aim at the bull’s-eye
as, if you miss it, you’ll still be
on the target.
If you aim just for the target and miss, you’re nowhere.

Take responsibility for making relationships work.
Ask yourself, your relationship,
your family, your boss, your co-
workers, and your friends.
If you want the relationship to
work, then take personal
responsibility to make it work.
Forget the word “trying.” Trying is just a noisier way of
Not doing something.

A river without banks is a large puddle.
Don’t send your people without
experience off on their own and punish
them when they make mistakes.
Like the banks of a river, boundaries
have the ability to channel energy in
the right direction.
Establish clear boundaries that will free them to make
decisions, take initiative, act like owners, and stay on track.

Your game is only as good as your practice.
It takes concentration and commitment
to continuous improvement.
That means day- to-day coaching,
setting clear goals, letting people
perform, observing, and then praising
progress or redirecting efforts.
“You can’t coach from the press box,
“You have to be on the field.”

You get from people what you expect.
Whenever we talk
about the power of
catching people doing
things right, we hear:
“Yeah, right?”
If so, perhaps you should take a look at your expectations
for that person and see if he or she isn’t currently living to
them.

Never punish a learner
When a learner makes a
mistake, be sure that he or she
knows immediately that the
behavior was not right.
Place the blame on yourself
by saying,
“Sorry, I didn’t make it clear.” Then patiently redirect
by reviewing the assignment.

Never punish a learner
If possible, demonstrate
what a good job looks like.
Observe the learner’s new
behavior in the hope of catching
him or her doing some-thing
approximately right and praising
progress

People are okay, it’s their behavior that’s a
problem sometimes
People ask, “Why reaffirm
someone you’re upset with?”
Reaffirming is important, because
you want the person to walk away
thinking about correcting the
wrong behavior rather than,
how he or she has been mis-treated or misunderstood.
“You want to get rid of the behavior rather than the person”

Consistency isn’t behaving the same way all the time
Consistency does not mean
behaving the same way all the
time. It actually means
behaving the same way under
similar circumstances. I
believe in praising people, but
I also know that if you praise them when they are
performing well and also when they are performing poorly,
you are sending them an inconsistent message.

Consistency isn’t behaving the same way all the time
Good performance should always
be treated differently than poor
performance.
When you respond to your people
in the same way under similar
circumstances, you give them a
valuable gift—the gift of
predictability.

The only job security you have today is your
commitment to continuous personal improvement
You must make up your mind to
control your circumstances through
continuous personal improvement.
The sign on your bathroom mirror
should say, “Getting better all the
time.”
“Today have to be better than yesterday and tomorrow
have to be better than today!”

Share the cash, then share the congratulations.
You can pat your people on the back and
congratulate the mall you want, but if
you’re not taking care of their need for
cash, these praising won’t ring true.
.
A large segment of our population is
hurting financially.
So remember, if you want to build
credibility, the rule is: first cash, then
congratulations

There is no pillow as soft as a clear conscience.
One characteristic in a leader is integrity.
Meeting people with a clear conscience
puts you at ease to concentrate on doing
your best work.
Deal straight with people, and they
sense that they can trust you.
And when you lie down at night, your clear conscience
makes a wonderfully soft pillow.

Its surprising how much you can accomplish if
you don’t care who gets the credit.
Sharing credit is all about self
esteem. People who want to
get all the credit and act like
they are the ones who count
are actually covering up their
“I don’t count” feelings.
Suppose tomorrow you are stuck by a lightning bolt
that increases your self esteem by 100%.

Its surprising how much you can accomplish if
you don’t care who gets the credit.
Would you act differently?
Sure you would. Would
you be willing to share
credit with your people?
Of course.
Would they perform they
perform better as a result?You had better believe it. Let’s hope for some lightning
bolt.

Positive thinkers get positive results because they
are not afraid of problems.
“Don’t you think life would
be better if we had fewer
problems?”
The only people we know
who don’t have any
problems are actually dead!

Am I a servant leader or a self-serving leader?
The quickest to tell the
difference between a servant
leader and a self-serving
leader is how he handles
feedback,
Because the biggest fears a self-serving leaders have is
to lose his position. They spend most of their time
protecting their status.

Am I a servant leader or a self-serving leader?
Self serving Leaders usually
respond to feedback negatively.
They think your feedback
means that you won’t want their
leadership anymore.
Servant leaders embrace and welcome feedback as a
source of useful information to provide better service.

Get your ego out of the way and move on.
The minute you decide to
be part of a team, you’re
going to lose some things
and gain some things.
What you’re going to gain is synergy- one plus one
equals more than two. What you’re going to lose is
getting your ideas automatically accepted.

Get your ego out of the way and move on.
If you’re going to be part
of a winning team, you
have to be willing to accept
some losses.
Fight for your ideas certainly. Try to convince others.
If they won’t buy into your thinking, it’s time to take a
deep breath and let go.

New today, obsolete tomorrow.
Things are so today that it’s
impossible to be a “know it
all” anymore. These days,
within a year, most leaders
know far less than their people
about what they do.
Not admitting this can lead to real problems..

New today, obsolete tomorrow.
One of the most ingratiating
things you can do with your
people is to admit your
ignorance or vulnerability..
Once done, this opens the door for others to share their
expertise, and for you to become a cheerleader, sup-
porter, and encourager

Leadership is not something you do to people.
It’s something you do with people.
Share your leadership
strategy with your people,
they will understand what
you have in mind and also
they can give you helpful
feedback.

Leadership is not something you do to people.
It’s something you do with people.
True servant leaders want
feedback because they want to
know whether
their interactions with their people
are helpful and effective.
So don’t do leadership to people,
do it with them.

Knowing where you’re going is the first step to
getting there.
Establish a personal mission
statement.
It is an important exercise to
help you define who you are,
identify your priorities,
and keep your perspective on
target.

Knowing where you’re going is the first step to
getting there.
It involves identifying your
passions.
Let God help you find the
driving force in your life.
Doing so is the first step to a
happier and more satisfied
you.

Thank You
and
be blessed
Innovation & Educational Speaker cum Lean Consultant / Hands on
Kaizen Trainer.
Add: 20C,Taman Bahagia, 06000, Jitra, Kedah, Malaysia.
Email: timothywooi2@gmail.com
H/p: 019 4514007 (Malaysia)

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