Module 5 Lesson 2

PHILIPPINE COLLEGE OF SCIENCE AND TECHNOLOGY
Old Nalsian Road, Nalsian, Calasiao, Pangasinan, Philippines 2418

Tel. No. (075)522-8032/Fax No. (075)523-0894/Website: www.philcst.edu.ph
ISO 9001:2015 CERTIFIED, Member: Philippine Association of Colleges and Universities (PACU),
Philippine Association of Maritime Institutions (PAMI)
MODULE 5– LESSON 2
LEADERSHIP AND PEOPLE MANAGEMENT
Effective leadership and the ability to manage people are fundamental in the success of any
‘team’ venture be that in business or in any other group activity. Whether it’s in business or as part
of a leisure activity any group will ultimately be working towards a common ‘goal’ and it’s important
that there is somebody who can command the respect of the group and who can pull all of the various
elements together in order to reach that goal.
Not everyone is cut out to manage people. You can be outstanding at your job, extremely
knowledgeable and competent, but lack the right temperament or skills to work in people
management.
Here are some of the main responsibilities you’ll have managing people:
 Hiring workers
 Evaluating staffing needs
 Managing performance
 Assessing training needs
 Assigning tasks
 Firing employees
 Liaising with other managers
 Recruiting and managing contract employees and freelancers
If these sound like tasks you can handle, you now need to know about the skills you need to
effectively manage staff.
Are Leadership and Management The Same?

They are intrinsically linked but not entirely the same. For example, a leader’s role is to
inspire the team and to focus on the possibilities of what can be achieved. They need to be able to
1 | Module 5 - Lesson 2
engage and energize the team and to create a vision or suggest ideas to the rest of the team and
encourage the team to offer suggestions of their own.
Now, if we look at the above in terms of management, the manager’s role is to take those
inspirations and possibilities we talked about and to turn them into practical solutions. A manager
will turn ideas into reality and turn potential into performance. Suggestions will become objectives
to be achieved. However, although there is a slightly different emphasis between leadership and
management, most successful leaders are usually successful managers too.
What Is Leadership?
Leadership has been defined as the process by which an individual determines direction,
influences a group, and directs the group toward a specific goal or mission. In a sense, leadership is
what leaders do. The following have been observed:
 Leadership is a behavior, not a position. Leadership is inspiring people to live the vision,
mission and values of the organization.
 Leaders do not just tell people what to do. Great leaders empower people to make decisions
that support the goals and vision of the community, ultimately developing smarter solutions.
Their job is to inspire and coach. Leaders coach to build a community that is fully
participating, both responsibly and accountably. Leaders create buy-in at every level and
ensure that all members of their community know that their contributions are important.
 Leaders are not necessarily born; people can learn leadership behaviors. People who excel in
performing their job and who take full responsibility within their communities are acting like
leaders. Someone who looks to find a better, smarter or faster way of making things happen
is acting like a leader. Yet some people are "born leaders," and they are becoming ever more
valuable.
 Management is not synonymous with leadership. Managers facilitate people, process and
product. Good managers implement strategies and find solutions to problems. In contrast, the
goal of any leader should be to get as many people living the vision as possible.
Qualities, traits and behaviors

The ideal leader is flexible, proactive, analytical, strategic, culturally competent and adept at
competitive positioning. Leadership development consultants Jack Zenger and Joseph Folkman
asked more than 300,000 business leaders to rank the top competencies from a list of key leadership
skills. They found that the following traits are most important for leadership success:
 Inspires and motivates others.
 Displays high integrity and honesty.
 Solves problems and analyzes issues.
 Drives for results.
 Communicates powerfully and prolifically.
 Builds relationships.
 Displays technical or professional expertise.
 Displays a strategic perspective.
 Develops others.
 Innovates.
The SHRM Competency Model indicates that a key factor for achieving success for HR
professionals is leadership proficiency, which is demonstrated in navigating the landscape of
industry, engendering cooperation, driving results with strategic planning and execution, and
ethically practicing corporate responsibility. This competency cluster helps make up the Leadership
& Navigation and Ethical Practice competencies found within the SHRM Competency Model.
Desired leadership traits may also vary depending on the type of organization—that is, high-
tech for-profit versus co-ops and nonprofits.
What are the Qualities of a Successful Leader?

An effective leader will have exceptional interpersonal skills and will know how to get the
best out of people. They will be good at establishing trust between all members of the team and
between the team and themselves and they will be able to communicate their goals clearly and to
steer and motivate the team towards success.
They will treat each member of the team fairly and as individuals and understand that a team’s
success lies in harnessing all of the diverse skills and qualities inherent within the team and
coordinating all of this into a strategy that can produce the desired outcome.
Understanding the Team and Respect

An effective leader will have had plenty of experience of being a team member led by another
leader in the past. Therefore, they’ll appreciate what’s important to a team in terms of what they’ll
want from their leader. A good leader will never expect any member of a team to do anything that
the leader has not done themselves previously or will, at least, be prepared to lead the way and to
undertake aspects of the task themselves which they expect their team to also undertake. A team will
also want their leader to provide them with a clear sense of direction and purpose.
One of the most common mistakes leaders and managers make is to ask team members to do
something which they have never done themselves or are willing to do. Without respect from the
team, therefore, a leader is worthless.
What do the Team Expect?

A leader will know that it’s all about having a commitment to the team itself as well as to the
task that is crucial to the success of any mission. As well as a team wanting a leader who can inspire
from the front, they’ll also want one who will support and serve the team itself. The team will want
to feel confident about the leader’s expertise and feel assured that the leader is willing to accept
responsibility for the overall outcome.
Leadership is about bringing the team together and making them ‘gel’ together as a team.
Many groups of outstanding individuals have failed because the leader has not instilled a sense of
there being a ‘group ethic’ as first and foremost of key importance and then individual skills and
abilities coming second. In many ways, to get the best out of a team, a leader almost has to put
themselves in the position of ‘servant’ to the team if they want all the individual team members to
also ‘serve each other’.
Appreciating Diversity and Drawing That Together

The best leaders in the world are good at identifying the vast array of talents and skills that
are available to them and in understanding how to blend and use all of these very unique skills and
resources. They know how to create a team atmosphere which is stimulating, fun and challenging
and one in which every member realizes that they have a voice and will be listened to. In essence,
the leader should know that he or she is merely an orchestrator whose aim is to let the talents of the
rest of the team flourish in a coordinated, goal driven fashion which simply requires someone to steer
them in the right direction.
There are many different kinds of leaders, therefore there are no ‘set’ qualities that have to
be present in all leaders. Rather an effective leader draws from a range of personal qualities to help
them deal with different circumstances and challenges.
Part of growing strong as a leader is through expanding our personal qualities. When we are
not strong in a particular quality it is also wise to seek the contributions of others who are strong in
that quality. This asks for a complementary team. The well-organized person can help to complement
the creative person, and the person with the sense of humor can complement the serious minded
person.
 Courage: Does not hide from challenging or scary situations; speaks up for what is right
even if there is opposition.
 Creativity: Thinks of many different ways to solve challenges.
 Loyalty: Stays true to friends and family or team members through difficult times.
 Honesty: Speaks truthfully; acts sincerely; takes responsibility for own feelings and
actions.
 Self-regulation: Controls emotions and sticks to decisions; is disciplined.
 Forgiveness: Accepts shortcomings of others without anger; gives people a second
chance.
 Compassion: Thinks of how others are feeling.
 Intelligence: Learns quickly and thinks of good solutions; has a love of learning.
 Determination: Focuses on goals and works hard to achieve them.
 Enthusiasm: Has lots of energy and excitement for life.
 Humour: Sees the lighter side of life and helps people laugh.
 Fairness: Treats people fairly and advocates for their rights; doesn’t let personal feelings
bias decisions.
 Generosity: Gives freely of time and possessions; demonstrates kindness.
What is people management?

People management is the process of training, motivating and directing employees to
optimize workplace productivity and promote professional growth. Workplace leaders, such as team
leads, managers and department heads use people management to oversee workflow and boost
employee performance every day.
People management is useful in many workplace situations, such as for:
 Handling interpersonal conflicts
Managers and employees in leadership positions have an important role in
resolving conflicts. Effective people management can help you mediate conflicts
between employees in a way that promotes collaboration and respect.
 Leading employee training
As a workplace leader, you may be responsible for onboarding new employees
and coaching current employees on updated processes. You can use the elements of
people management to provide constructive feedback and mentor employees so they
can succeed in their positions.
 Managing deadlines
Directing employees includes assigning tasks and establishing achievable
goals. Effective people management can help you evaluate your team’s resources and
set realistic deadlines that encourage progress.
 Building company culture
Your leadership position may allow you to positively influence your work
environment. You can use your people management responsibilities to build rapport
with employees. You can also ask your team for feedback on their perspective of the
company, and then turn that feedback into actionable changes to a company culture
that every employee can help develop.
 Essential people management skills
People management requires several soft skills, including those that can lead
to open and honest communication as well as improved employee experience. Each
of these skills can better help you interact with your employees and perform
organizational tasks.
Here are eight essential people management skills to incorporate into your workplace:
1. Empowering employees
Empowering your employees helps them develop new skills and be more
productive. It’s important to train new employees well and give them the knowledge
and resources they need to perform assigned tasks and continue learning on their own.
Other important aspects of empowering employees include:
 Offering constructive feedback to encourage skill-building
 Being available for questions or additional training
 Allowing them to adjust workflow or standard processes if it improves
their productivity
 Encouraging them to take additional skill-building courses and learning
opportunities
 Supporting them on or manage challenging projects
2. Active listening
Active listening is the practice of listening to the speaker to fully understand
their perspective, question or concern before responding. Active listeners remove
distractions, maintain eye contact and offer verbal or non-verbal cues to indicate their
engagement and understanding.
When an employee comes to you with a question or issue, use nonverbal cues
such as nodding to demonstrate your engagement while they’re speaking. Respond
thoughtfully by repeating a summary of your understanding of their message. If you
have understood, you can then ask follow-up questions to learn more about what they
need. You can also express that you empathize with their experience to further assure
them you understand and respect them. These active listening techniques lead to
quality people management that promotes positive interactions in the workplace.
3. Conflict-resolution
Good conflict-resolution skills can help address interpersonal challenges. You
can analyze the situation and identify what the causes of the conflict might be. If
there’s a miscommunication or differing opinions, you can mediate between opposing
parties and help them make a compromise or reach a collective understanding. After
mediation, monitor the situation to ensure the conflict is fully resolved and to prevent
it from occurring again.
4. Flexibility
Knowing when to be flexible and when to more firmly direct employees is an
important aspect of effective people management. You can demonstrate flexibility in
your management style by accommodating individual employee needs—such as
adjustable schedules or remote work options—and allowing employees to adjust their
individual workflow so they can be as productive as possible. You should assess the
results of the employee’s process to ensure its efficiency and to help them revise the
process if it can be optimized.
For example, if one of your employees prefers to complete related tasks in
batches while another employee moves back and forth between different tasks,
analyze each employee’s results. If both employees are their most productive using
their respective processes, then you can encourage them to continue using and
improving their systems. You may even ask them to demonstrate their individual
processes to other employees to optimize the entire team’s workflow. If an employee
seems to be struggling with personalizing their process, you can coach them through
the standard steps, and help them discover what works best for them.
5. Patience
Patience is an important people management skill that uses kindness, respect
and empathy while helping others overcome obstacles. You can use patience when
training new employees, teaching new processes, handling conflicts or solving

problems. When employees can trust their managers to be patient, they are more likely
to ask for clarification to ensure they understand directions and to increase the quality
of their work.
For example, if an employee continues asking questions about a single
process, you should continue to guide while trying new ways to better communicate
your message. Consider providing multiple examples that clarify and demonstrate
your instructions, or combine typed instructions with visual diagrams if possible.
Use patience in the workplace to encourage employees to always ask for help
if they need it.
6. Clear communication
Communication is a necessary people management skill that enables team
members to work together in solving problems, brainstorming new ideas and adapting
to new changes. Your ability to clearly communicate with your coworkers can help
you be a better team member.
Practice effective communication by using clear and simple language so every
recipient understands your message. Consider revising the way you give your
message to avoid common barriers, such as too much information at one time or
inaccessible terms. Allow your employees to ask clarifying questions, and directly
confirm that each member of your team understands the information so there is no
miscommunication.
7. Trust
Trust means believing that you can rely on someone’s abilities, assistance or
advice when you need it most. Building trust helps your team work together more
efficiently and productively. Teams should be able to trust that their leader supports
them and believes in their hard work. Leaders should be able to trust that their team
can complete tasks correctly and on time.
You can build trust by reliably performing your tasks and demonstrating
technical skills when employees ask for help. You can also promote trust when you
provide constructive feedback that helps team members improve their skills and work
quality.
8. Organization
Managing a team involves handling several different ongoing tasks
simultaneously. Organization is an important people management skill that helps you
track and maintain your team’s productivity. Signs of effective organization include:
 Promptly responding to emails, approval requests and questions
 Keeping a calendar to actively track deadlines
 Running meetings that efficiently discuss information
 Properly assigning tasks to team members
How to develop your people management skills

If you can demonstrate your people management skills, you can become a stronger candidate
for future leadership roles. Identifying your strengths and areas for improvement can help you decide
which distinct skills to grow. Consider using these strategies to develop specific people management
skills:
1. Choose individual skills to focus on
People management is a broad skill set. Select a specific skill from the list above, such as
conflict resolution, and learn more about the skill, its benefits and how to apply it in the
workplace.
2. Enroll in professional development courses
Some companies offer their own management training programs while others may
sponsor employees to take development courses elsewhere. You can find courses online or
through an educational institution.
3. Find a mentor or business coach
Specialized or targeted attention is a great way to develop people management skills
quickly. Mentors and business coaches can give you personalized feedback and specific,
actionable strategies.
4. Ask other managers for feedback or advice
Ask your manager or supervisor for advice on how to develop your people
management skills and potential leadership opportunities where you can demonstrate and
practice those skills.
People management skills business leaders should have

Having good knowledge of human capital management and business development as a
whole, along with an understanding of the work your employees are doing, is important for effective
people management, but you also need soft skills if you want to get the most out of your workers.
 Good communication skills
Communication is the bedrock of running a successful business, and good written and
verbal communication skills are key if you want to be effective at managing people at work.
You need to be able to instruct people to carry out tasks, as well as get others to listen to your
ideas, and ensure everyone is clear on what you said.
But communication is a two-way street. It involves listening as well as talking. If you
want to get the best out of your workforce, you should take note of their ideas, issues, and
thoughts. This feedback is an important part of effective people management.
Tip: Seek feedback from other leaders and colleagues with people management experience.
Find out what they do, what has worked, and why it has worked. Try out different techniques
and see what resonates most with your staff.
 Empathy
To get the best out of your employees, you need to support them through the bad times
as well as the good. For example, if someone close to one of your staff has passed away, and
they need to ask for bereavement leave, you need to be empathetic, understand what they are
going through, and respond appropriately.
Tip: Make sure you have processes in place to deal with issues such as bereavement. Ideally,
document them in your employee handbook. This lets you focus on providing a sympathetic
ear rather than worrying about the logistics of agreeing on leave.
 Flexibility
It’s important to document processes in your employee handbook and to try to follow
them wherever possible, as that’s the best way to create a fair and equal working environment.
However, in business, you have to expect the unexpected. Not everything goes to
plan, and it’s impossible to prepare for and document every eventuality. Sometimes you will
need to be more flexible and deviate from your normal operating procedures.
Tip: Put everything in writing so you can explain why you are making certain decisions and
to make sure you have a paper trail in case there is a problem later on. Good communication
is also key to being flexible as you need to be able to use the proper language and channels
to explain your decision.
 Relationship builder
Not everyone will like you all of the time, as making difficult, unpopular decisions is
an important part of people management in the workplace. But you do need to build
relationships with your staff so you can get the best out of them.
Show that you are interested in them, ask questions, find out what they want from
their role in life. Listen and show a genuine interest, and look at things from their perspective.
This will allow you to adapt your management style to suit the unique needs of your
workforce.
Tip: Show your employees that you care about what they think by sending anonymous
surveys and asking for suggestions on areas of improvement for managers. HR
software like Workday lets you create surveys and then analyze the results to easily spot
trends.
 Recognition-focused
Managing performance is a key part of being a leader, as you strive to get the best
from your employees, driving up productivity and encouraging innovation. But it’s only half
of the equation. You need to make sure you recognize and reward your employees when they
meet their goals. This could be through monetary recognition or verbal or written feedback.
Tip: If you want to be able to recognize good work, you need to be regularly checking in with
your employees on how they are performing. HR software like Zenefits helps you get this
process started by providing templates for creating goals and running performance reviews
on an individual, team, and company level.
 Data-driven
Making your decisions based on gut feeling does have some merit as it can tap into
your past experience, but you also need to consider what the data you are collecting —
your people analytics — and the HR metrics you are tracking, are telling you.
If you want to promote someone in a department, then look at the performance
management data. If you want to decide who should work during the holiday season, take a
look at who has worked the previous years.
That way, your decisions won’t be open to bias, and you can more easily explain them
to your workers.
Tip: Trying to collect and analyze this data manually is time-consuming and error-prone,
which is why you need to automate your HR analytics process.
 Transparency
Being transparent and open is one of the best ways to build trust with your employees.
It shows them you are being honest with them and not hiding any information. If you want to
be transparent, you need good communication skills and to make good use of your data. Tell
your employees what is happening instead of letting them find out on the grapevine. Make
sure you communicate why you have made a decision, ideally by providing data and analysis.
Tip: Use HR software that has an employee portal, so everyone can access relevant
information at the same time, even if they aren’t in the office. SentricHR provides a news
feed within its employee portal, which displays the latest news and company activity.
 Lead by example
Don’t just tell your employees how they should behave, show them.
For example, if you say your staff can only work from home one day a week, don’t
work from home four days a week yourself. If you ask your employees to put in extra hours
to finish a project, make sure you stay late too. Or, on the flip side, if you don’t want your
employees to burn themselves out, make a point of going home on time every day so they
know it’s ok to do that too.
Tip: This is where 360-degree feedback comes in. It’s important for employees to be able to
give feedback on your performance. They will not only feel more empowered, but they will
tell you about any issues so you can rectify them quickly.
How to develop your people management skills

If you want to develop your people management skills, you need to be open to feedback and
continuously learning. Your work is never done. Here are some tasks you can take to develop your
skills:
 Read leadership books
 Do in-person or online training
 Follow inspiring leaders on social media
 Speak to other people managers
 Ask your employees what they need from you
Find your own way

Effective people management looks different at every company and in every department.
There is no one-size-fits-all approach. That’s why it’s important to get to know company processes
as much as possible, collaborate with other departments to find out what they need from you and
how they operate and speak to your employees to work out how to get the best out of them.
Remember that it’s a continuous process and you will need to adapt and learn as you go along.

Module 5 Lesson 2

Uploaded by

Copyright:

Available Formats

Module 5 Lesson 2

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Module 5 Lesson 2

Uploaded by

Copyright:

Available Formats

PHILIPPINE COLLEGE OF SCIENCE AND TECHNOLOGY

Old Nalsian Road, Nalsian, Calasiao, Pangasinan, Philippines 2418

Are Leadership and Management The Same?

Qualities, traits and behaviors

What are the Qualities of a Successful Leader?

Understanding the Team and Respect

What do the Team Expect?

Appreciating Diversity and Drawing That Together

What is people management?

training new employees, teaching new processes, handling conflicts or solving

How to develop your people management skills

People management skills business leaders should have

How to develop your people management skills

Find your own way

You might also like