Principles of Leadership and People Management OPEN SOURCE MANAGEMENT Principles of Leadership and People Management www.osmconsultgroup.com 1

Why developing people?

Passive (Automatic) Income Royalties (books, franchises, licenses) Bond coupons Pensions Rental income (apartments or companies) Interests Company Profits (Dividends)

Where do great people like to work? Where do great people like to stay?

people productivity 60% of people 80% of results 80% of problems Average Bad Employees Top Talent

Idea  Result

Principles that apply to everybody OPEN SOURCE MANAGEMENT Principles that apply to everybody www.osmconsultgroup.com 7

1)Do people know what is the goal?

PERFORMANCE PROBLEM CAUSE (=Source Point) EFFECT (=Receipt Point)

2) You are the cause. Don’t blame, be proactive It is impossible to build a great team if your attititude is bad

3) EMOTIONAL RESPONSES Boredom Hostile Anger Resentment Anxious Sad Enthusiasm Cheerfulness Logical Boredom Hostile Anger Resentment Anxious Sad Apathy

Interested genuinely in the success of others 4) Know what people want Praise Often Involve People Interested genuinely in the success of others

Internal Customers Needs Tangible Intangible Salary Salary Wages Praise Bonuses Sharing Information/Plans Benefits Genuine Interest Hard Factors Soft Factors

«You can give away even half of the money your’re not making now, if someone helps you making them»

My clinic potential = 120.000 euro What I do now = 80.000 euro Additional profit on the 40.000 I am not making now = 15.000 euro. I can give away up to 7.500 euro in incentive and bonuses The biggest source of loss for your clinic are the money you never made!

5) Measure!!!!

6) Reward and celebrate

Motivate (Cause, Praise, Involve, Interest) Average employee Motivate (Cause, Praise, Involve, Interest) Train (every month: both technical and personal self improvement) and coach Program

HOW TO MAKE ANY EMPLOYEE PRODUCTIVE 1.Explain to the person the final result of his job. 2. Motivate the person (show her the positive she will get by producing 1 above) and obtain her cooperation. 3. Discuss thoroughly all the actions in sequence she will need to do to get the result in number one above.

4. Establish WHEN the person will do the actions at point 3 (Make sure they are on her calendar). 5. Keep CONTROL on the person so that she actually does what agreed upon at point 4. Sooner or later during this sequence 1 to 5, the person will activate and start to obtain results by herself.

Bad Employee Two types: Let her go Negative person Person who has another goal or completely different values Person who despite couple of months of work to improver her, doesn’t change Let her go Reprimand her immediately when she upset other team members Dont let her spread negativity

What are the ingredients of a prosperous group? A prosperous group is not just a collection of capable individuals. It is a collection of individuals who admire each other and like to spend time together. Their mutual love and comradery is the energy that gives strength to all of the group.

THE PRINCIPLES OF DELEGATION OPEN SOURCE MANAGEMENT THE PRINCIPLES OF DELEGATION www.opensourcemanagement.it 23

What would you like to delegate?

How to choose people Who are the most delegatable people?

Conscientiousness 

Hire smart! Always be hiring. Hire when you don’t need it If you want to grow be always a little bit overstaffed Use a protocol to screen out bad people

T.S.A. NOW A.F.

Target (Goal) Statistics Actions Begin NOW Ask (Demand) Feedback

BUILD SOMETHING THAT WILL KEEP WORKING EVEN IF YOU ARE NOT THERE

How many phonecalls do you get per day?

WE FAIL IN PEOPLE MANAGEMENT BECAUSE WE CHOSE THE COMFORTABLE WAY

Key principles Every individual can learn to do almost anything. First you find work for other people, then you do your own Be patient Expect difficulties. Delegation that works immediately and smoothly is the exception and not the rule Every work you do should be delegated

Never delegate command!

«Using» people: the easiest form of delegation Sit down with the person and make a list of all the things she should do. Even better: write in a VERY DETAILED way everything she will have to do. Exercise: write the manual to publish a picture on your personal Facebook (or Linkedin).

Totally unexperienced person  Provide detailed task list and from time to time do a refill

HOW TO MAKE ANY EMPLOYEE PRODUCTIVE 1.Explain to the person the final result of his job. 2. Motivate the person (show her the positive she will get by producing 1 above) and obtain her cooperation. 3. Discuss thoroughly all the actions in sequence she will need to do to get the result in number one above.

4. Establish WHEN the person will do the actions at point 3 (Make sure they are on her calendar). 5. Keep CONTROL on the person so that she actually does what agreed upon at point 4. Sooner or later during this sequence 1 to 5, the person will activate and start to obtain results by herself.

Good Leader/Bad Leader? A good leader gives orders or makes requests and then make sure people do them A bad leader asks, doesn’t verify and then complains

How should I do it?

How an Entrepreneur builds a business Discover a new and better way to do something Describe it in a detailed form so that also an average person could do it Give it to someone Go on to the next problem

Do you know how to do the job you’d like to delegate?

LEADERSHIP AND DELEGATION FIRST YOU DO IT AND WIN THIS IS THE WAY TO BUILD A WINNING SYSTEM NOW YOU CAN DELEGATE TO DELEGATE YOU MUST PROVIDE THE PERSON WITH A DETAILED MANUAL THAT EXPLAINS HOW TO DO IT IF YOU WROTE THE MANUAL YOU COULD HIRE THE WRONG PERSON BUT EVENTUALLY YOU’LL MAKE IT.

A company consists of coordinated purposes, «established and trained protocols to deal with problems» and stable terminals. It has to have a desirable and valuable service or product To expand it needs to strenghten its purposes, add new functions and protocols and multiply its exchange above its consumption.

LEADERSHIP AND DELEGATION FIRST YOU DO IT AND WIN THIS IS THE WAY TO BUILD A WINNING SYSTEM NOW YOU CAN DELEGATE TO DELEGATE YOU MUST PROVIDE THE PERSON WITH A DETAILED MANUAL THAT EXPLAINS HOW TO DO IT IF YOU WROTE THE MANUAL YOU COULD HIRE THE WRONG PERSON BUT EVENTUALLY YOU’LL MAKE IT.

1) What is the goal (Target) of this activity? 2) Is there a Statistic that we can use to establish how is she doing? 3) What are the detailed Actions? 4) Begin NOW! «Come to me if there is ANY problem»  Back her up and give her courage Bring her to a result PRAISE

Target (Goal) Statistics Actions Begin NOW Ask (Demand) Feedback

How to correct someone

SANDWICH CORRECTION Approach the person in a positive way and praise her for something specific (and true). Don’t say «But» – «However». Pause. «Now…. State the thing she has to improve in a clear manner making sure she gets it and get her agreement» End off by saying that however you really appreciate how she is doing and that you expect her to continue doing well.

HOME WORK

Living = Following a basic purpose