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Line Management Training

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Hello and welcome...

This is a summary of our Line Management Training from the 16 December 2022

Here you’ll find the models, techniques and templates we looked at on the day. 

 

Please remember that I am available for further 1 to 1 training is available should you want to discuss specific situations and scenarios in depth. Please contact Francois Xavier Cocherel for further information on One to One coaching options.

 

 

TRAINING SUMMARY

 

 

Using Different Management Styles

Hands-On vs Hands Off Management 

On a spectrum we looked at the pros and cons of these management styles.
 

The key thing to remember is that different styles are appropriate for different people at different times so always consider what is most helpful for the team member you're managing.

 

Perenco - Hands On.heic
Perenco - Hands Off.heic
Perenco - Hands Off Hands On.heic

Avoiding Miscommunication

Drawing Challenge

If we assume that miscommunication is the norm then we aren’t as frustrated when it inevitably happens.

 

Why people don’t ask questions

  • Don't want to appear difficult

  • Don't want to incompetent

  • Doesn’t’ seem like there’s enough time

  • Don't know what they dont know

  • They think they've understood

 

Questions to check understanding

  • What are your initial thoughts?

  • Can you see any reasons why this might not work?

  • Just so I know that I've explained it properly. Talk me through... X Y Z from your point of view

  • Where do you see the biggest challenges might be in this?

  • From your point of view,  what will be the biggest  

Perenco - Original Drawing.heic
Perenco - Drawings.heic
Copy of Perenco - Managing Miscommunication.heic
Copy of Perenco - Questions to check understaning.heic

Managing The Tone Of Your Message

Transactional Analysis (Parent, Child, or Adult?)

If conversations get overly emotional it might take the form of a Parent <–> Child dynamic.

The only way to avoid being triggered into responding in one of these ways is to remain in the mindset of it being an Adult to Adult conversation. 

Adult to Adult conversations are:

  • Assuming the other is capable, competent, and responsible for their own emotions.

  • Allowing the other person to have emotional responses without being drawn in

  • Calm and neutral without being robotic

  • Aim to understand the other's point of view

  • Boundaried and respectful

  • Stay on topic

 



 

Perenco - Transactional Analysis.heic

 

Comfort, Stretch And Panic Zones  

Everyone varies in what they find comfortable and panic-inducing dependant on their life experiences to date. Your team may avoid tasks because it's in their panic zone.

The key lies in checking any assumptions you may be making with others' comfort levels. 

Trust 

The trust equation is a simple way of de-coding what might be getting in the way of your team trusting you. The top 3 factors of Credibility, Reliability and Initmacy (How well you know them) must outweigh the level of self interest they think you have. 

If you think trust is lacking in your relationships, ask yourself what you could do to build up your Credibility, Reliability, or Intimacy or how can you lower the perceived level of self interest by putting others first.

Perenco - Trust Equation.heic

Delivering difficult Messages

Clear Succinct Messages

(P.R.E.P)

If you have a message that is difficult to deliver keeping it simple with this structure can avoid waffle or overly justification. 

This message structure keeps messages succinct and on point. It also works well when articulating an opinion.

 

Point: "We need to..." or " I think..."

Reason: "Because..."

 

Evidence/example: "Such as..." or "Last time"

 

Point: "That's why we need to..."

 
 

Perenco - P.R.E.P.heic

Feedback Templates 

We looked at these 3 varying levels of assertiveness in giving feedback or entering into courageous conversations

 

Feedback Tips to remember:

  • Use these templates as a guide for your language but put them into your own words

  • These models are useful for positive feedback as well

  • Keep a collaborative tone, imagine 2 people sitting side by side looking at the problem

  • The analogy of a management is much like being like a gardening. The more often you attend to it the sooner you’re able to get rid of weeds as soon as they pop up as well as water we want to grow.

 

Level 1: The light touch

This is a light touch reminder if your boundaries have been crossed

"I noticed that..."

"Would it be a good idea if..."

"So that..."

 


Level 2: Effect not Blame

This is a stronger structure which clearly outlines the effect (that matters to them) of their behaviour.

 

"When you..."

"The effect is…”

[Pause to hear their side of the story]

[Agree a way forward]

 

Level 3: Consequences

This is the last step before escalation to HR and/or formal disciplinary measures take place. It is still delivered with the tone of you genuinely being on their side and the issue is the problem not them personally.  

"If this [specific behaviour] continues...

"Then [consequences such as escalation to HR]..."

Copy of Perenco - Feedback Models 3.heic
Copy of Perenco - Feedback Models 1.heic
Perenco - Feedback Models 2.heic

ADDITIONAL RESOURCES

 

TED TALKS

 

Simon Sinek – How great leaders inspire action

Lori Hunt – The  power of mentoring

 

 

Jim Hemerling - 5 ways to lead in an era of constant change 

 

Drew Dudley - Everyday Leadership

 

 

 

BOOKS

- Games People Play: The Psychology of Human Relationships

by Eric Berne

- Difficult Conversations

by Douglas Stone, Bruce Patton, and Sheila Heen

- Fierce Conversations: Achieving Success at Work and in Life One Conversation at a Time

by Susan Scott

Now, Discover Your Strengths: How To Develop Your Talents And Those Of The People You Manage

by Marcus Buckingham

- The Trusted Advisor

by David Maister

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