1. Principles of Leadership and People Management
OPEN SOURCE MANAGEMENT
Principles of Leadership and People Management 1

2. Why developing people?

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

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

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

6. Idea  Result

7. Principles that apply to everybody
OPEN SOURCE MANAGEMENT
Principles that apply to everybody 7

8. 1)Do people know what is the goal?

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

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

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

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

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

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

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

16. 5) Measure!!!!

17. 6) Reward and celebrate

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

19. 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.

20. 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.

21. 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

22. 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.

23. THE PRINCIPLES OF DELEGATION
OPEN SOURCE MANAGEMENT
THE PRINCIPLES OF DELEGATION 23

24. What would you like to delegate?

25. How to choose people
Who are the most delegatable people?

26. Conscientiousness 

27. 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

29. T.S.A. NOW A.F.

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

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

32. How many phonecalls do you get per day?

33. WE FAIL IN PEOPLE MANAGEMENT BECAUSE WE CHOSE THE COMFORTABLE WAY

34. 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

35. Never delegate command!

36. «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).

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

38. 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.

39. 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.

40. 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

41. How should I do it?

42. 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

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

44. 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.

45. 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.

47. 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.

48. 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

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

50. How to correct someone

51. 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.

52. HOME WORK

53. Living = Following a basic purpose