Power Managers! Julian Chapman, EVP Consulting & Business Solutions Electrical HR Conference November 6, 2013 Copyright © 2013 Forrest & Company Limited. All rights reserved.

POWER MANAGERS! What’s Your Pain? Employee engagement Succession Diversity issues Organizational trust Lack of innovation Not delivering your plan Poor customer service Skills gap Swamped workforce

POWER MANAGERS! Right Under Your Nose The Solution POWER MANAGERS!

POWER MANAGERS! Responsibility is a personal feeling of obligation Accountability is a component of a relationship Accountability  RESPONSIBILITY  ACCOUNTABILITY Direct ReportManager

POWER MANAGERS! Authority Authorities in an organization represent legitimated power This is the power granted to a person in an organization, based upon their role: To expend resources To make decisions To make demands of others Authorities must be commensurate with the accountabilities assigned to that role

POWER MANAGERS! A System of Accountability Managers clearly define the roles of their direct reports Which is the purpose of the role within the context of strategy and the role’s specific accountabilities and authorities Managers then assign work to their direct reports By committing to do so within the parameters of the role, and being expressly clear about the nature and timing of the work Direct reports then commit to their manager to complete the work assigned Managers then hold their direct reports to their commitment By using effective managerial leadership, including monitoring, coaching and evaluating effectiveness.

POWER MANAGERS! Anaklesis From Greek “anaklitos” – “To lean upon” The fear of undermining those things upon which we rely Our ideas or beliefs Our relationships with others Leads to: A reluctance to have conversations that we believe will damage our relationships with others A difficulty to get others to embrace change

POWER MANAGERS! Accountability of Managers Accountability – Duty to their Manager The output of their Direct Reports The working behaviour of their Direct Reports Lead the team in the accomplishment of team goals Build an team of increasingly capable Direct Reports Practicing continuous improvement Authority – Rights required to be fair Be the only one to assign and prioritize work to/for their Direct Reports, Perform Direct Report reviews and recommend performance bonuses Veto the appointment of a Direct Report, Initiate the removal of a Direct Report from the team

POWER MANAGERS! Role Clarity

POWER MANAGERS! Management & Leadership Integration

POWER MANAGERS! Leader Value Add 1.Setting context Explaining why the work is important 2.Defining the work output Also setting priority 3.Getting the resources needed

POWER MANAGERS! Managerial Work MANAGEMENT OF TASKS LEADING PEOPLE TECHNICAL KNOW-HOW

POWER MANAGERS! Business Imperatives Effectiveness Reaching strategic targets/goals Effectiveness Reaching strategic targets/goals Efficiency Minimizing resources and time needed Efficiency Minimizing resources and time needed Trust Ensuring employees are safe and treated with respect Trust Ensuring employees are safe and treated with respect

POWER MANAGERS! A System of Accountability Managers clearly define the roles of their direct reports Which is the purpose of the role within the context of strategy and the role’s specific accountabilities and authorities Managers then assign work to their direct reports By committing to do so within the parameters of the role, and being expressly clear about the nature and timing of the work Direct reports then commit to their manager to complete the work assigned Managers then hold their direct reports to their commitment By using effective managerial leadership, including monitoring, coaching and evaluating effectiveness.

POWER MANAGERS! Coaching for Performance Management Manager Once- Removed Manager Direct Report

POWER MANAGERS! Mentoring Talent Manager Once- Removed Manager Direct Report Human Resources

POWER MANAGERS! Mentoring for Talent Development Manager Once- Removed Manager Direct Report Human Resources External Coach

POWER MANAGERS! The Coaching Equation Potential = performance – interference

POWER MANAGERS! Thank you! POWER MANAGERS!