Some of the themes that participants will be learning about include
- situational leadership
- finance for non-financial managers
- contemporary techniques for motivating team-members
We look forward to active discussion from delegates via this blog!
Thursday, September 11, 2008
2008 Transport Leadership Program Gains Further Momentum
It is wonderful to have yet another group of Transport Professionals participate in the Transport Leadership Program, which results in the qualification of the Diploma in Business (Frontline Management).
Some of the themes that participants will be learning about include
We look forward to active discussion from delegates via this blog!
Some of the themes that participants will be learning about include
We look forward to active discussion from delegates via this blog!
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9 comments:
Wednesday, 10 September saw the start of the Diploma Programme for 7 Toll and Patrick staff - welcome on board guys!
Finance seems to be a hot topic within the group which we are currently working on, another is leveraging and influencing upwards to your management team.
My question for you:
How could you ensure that your organisation benefits from ideas and input of all team members, including your direct and senior management?
Let's see if we can get some ideas being shared!
In spite of the important role in global transport, it is suggested that relatively little effort is being made to obtain ideas and opinions from all stakeholders throughout the supply chain.
Typically,low level role players become consumed with meeting daily operational tasks and do not forecast on medium to long term plans. In contrast, general consensus is that top management focus on the long term and loose sight of the day-to-day activities.
Perhaps it is time for middle managers to play a greater role in facilitating better awareness between low and top level managers in an attempt to add value to the business.
Make sure the management gets all the facts and figures with the ideas that are brought up.
All ideas must be looked at and cosidered, if the idea is thought to be viable it should be trialed and implemented.
Organisations can benifit with ideas from all levels of staffing personal when thorough thought has been processed. Any idea & input needs consideration of benifit such as cost, efficiencies, timing & effect on staff.
Businesses can benifit if the outcome of correct research proves positive & is acceptable.
Thank you to both Kerry and Gavin, for reviewing the group’s feedback in relation to the subject "Finance for Non Financial Managers" not initially being included in the FLM Diploma Course we are participating in. It was great to see that an extension to the course was made to include the above subject; I am really looking forward to it.
In regards to the question that Kerry has posted! How could you ensure that your organisation benefits from ideas and input of all team members, including your direct and senior management?
I am having some trouble trying to influence upwards, in terms of the management providing opportunities for the team's input to be heard and at the least discussed.
I am taking the approach of openly discussing the FLM Diploma course in detail with my direct manager, to try and encourage some thought of topics in which I believe are very important such as the importance of team feedback, input, buy in and motivation. I am communicating my ideas and how they may benefit the team in a one on one meeting style at the moment and making suggestions such as;
- During our next sales meeting can we ask for the team’s feedback on this idea I have and encourage discussion on it? And leaving it open for my manager to respond.
I am hoping that this type of comment may get the manager thinking about the structure of team meetings and to include on the agenda time for the team to suggest ideas and for them to be discussed. The current format does not give the team the opportunity to bring ideas or suggestions to the table. It is very much just an "I talk you listen" meeting.
I am looking forward to hearing of the rest of the group’s experiences in managing upwards and discussing some approaches that are in place or have been successful.
I believe that is an organisation wants to make their staff feel like they have some kind of input or buy-in towards change they could implement a suggestion box. This box would allow all staff members, from low level to higher level to anonymously or not input their ideas, views or suggestions. This box would then need to be emptied on a regular basis and all ideas, views or suggestions voiced at a management meeting followed up by minutes of the meeting being accessible to all staff members should they wish to hear the feedback. This also allows higher management who make the final decision to have many different views and ideas to inspire them or just give them a different perspective.
This can be done through weekly toolbox meetings, issues can be raised by completing our Improvement Opportunity Form which is then documented in a register and tabled at Management Meetings which are held on a Monthly basis.
This enables all employees to Identify (your issue), Define (explain what's happening) and Explore (how can the issue be fixed) any situation which needs to be expressed.
One of the best ways to I have found to influence management is to do some research 1st. If you are able to show that there is a benefit in an idea, whether it be financial or OH&S, upper level management tend to take notice.
An example of this would be an issue we currently have. Our driver and loaders have come up with some ideas on how to solve the issue with our new equipment however we need to trail each idea (do the research) before we can go to upper management to make a change. Upper management tend not listen unless there is a justification, especially in these tight economic times.
The best ideas/inventions come from those that do the every day tasks, lets listen to them!
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