2. Topics of Discussion Manage the Personal Relationship Gain trust within the Professional Relationship Create measurable work expectations and accountability

3. The Personal Relationship Be mindful of Perceived Favoritism Involve the employee in developing a strategy to deal with perception of favoritism. Discuss it individually with those people that feel favoritism is an issue Make it clear that you take your responsibilities seriously Set goals with mutual understanding Consult with HR before proceeding with corrective action. Follow procedure when it comes to disciplinary actions.

4. The Personal Relationship Communicate Early and Often Call Team Meetings Make expectations clear from the beginning Acknowledge the discomfort Discuss the difference between obligations and personal feelings Ask for employees’ support Accept that things have changed – Employee and Supervisor Maintain a friendly relationship

5. Managing the Professional Relationship Leading by example Actions speak louder than words Arrive to work and return from lunch breaks on time Meet all deadlines Be helpful and considerate Welcome and assist new employees Keep your word Treat employees equally Base decisions on values; hold yourself to the same standards

6. Managing the Professional Relationship Listening skills Be aware of your body language Use appropriate facial expressions Wait patiently while employee speaks Avoid interrupting the speaker Listen to the feelings being expressed Paraphrase what you heard for understanding Ask open-ended questions

7. Managing the Professional Relationship Receiving feedback Seek accurate and authentic feedback early and often Provide ways for anonymous feedback Use assessment tools on the market if needed

8. Managing the Professional Relationship Providing constructive criticism Has to be genuine Receiver must have understanding of your role Careful with statements that set for defensive mode Take a team approach

9. Measurable Work Expectations `

10. What are measurable work expectations? 1. Establishing performance goals. 2. Developing a plan of action to meet performance goals. 3. Accountability for completion.

11. Establishing performance goals. Start with organization goals – Be connected and aligned to the goals and objective of the organization. Be specific and descriptive – Expectations need to be clear and agreed upon.

12. Establishing performance goals. Ask Questions, Be Quiet, and Listen Challenge employees to improve their own expectations

13. Developing a plan of action to meet performance goals. Identify tasks needed to achieve goals. Establish next steps and check-in procedures Take time to organize Establish deadlines before the deadline Be prepared and flexible

14. Accountability for completion. Accountability = Power Shape an expectation Do as I do – To teach accountability, we must live it. Working with us means you will be asked (like all of us) to be accountable Reward those who complete tasks Everything we do matters What gets measured, gets done

15. Wrap up of Discussion - Review We have provided tips on how to Manage the Personal Relationship – perceived favoritism and increase communication. We have shown how to gain trust within the Professional Relationship - lead by example, improve listening skills, receiving feedback, constructive criticism. How to create an action plan to increase performance goals and ideas on how to increase accountability.

16. Questions?