Category: Managerial Skills

Kolb’s Learning Styles

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Dream Destination Game

Learning/Application: Icebreaker/Understanding team members/Sharing

No. Of Participants: 5-10

Duration: 45 minutes

Location: Indoors

Checklist Of Items Required



Travel Books

Brochures of holiday destinations


1.      Hand out a few travel books and holiday brochures to each person.

2.      Instruct everyone to individually work out their dream holiday right from choosing the destination to planning the travel and accommodation arrangements.

3.      After 30 minutes, have everyone share their dream destination, the reasons for why they chose that place and the planning they did for the trip.

Debriefing Notes

Use this activity to help strangers get to know each other better. During the discussion, ask everyone to observe what they learned from the way someone chose a destination or planned a trip. Use this to help the group understand that people are motivated by different things and how this influences the actions they take – for example, a person who finds it stressful to have things go wrong may choose a destination that is relatively familiar or closer home.

For more ideas on team building games and team building activities, log on to regularily. Our team games section is updates frequently with new and exciting ideas for team building activities – including icebreakers, outdoor games and indoor games.

Filed under: Managerial Skills

Why Bosses Don’t Delegate

The higher an employee rises in the organizational hierarchy, the more indispensable they seem to become and it becomes increasingly difficult for them to make time for themselves or to shoulder additional responsibilities. As a part of business coaching, organizations should help their managers and supervisors learn to delegate some of their work to avoid getting into this situation. However, you ought to be mentally prepared for resistance because many bosses do not like

Delegating their jobs for one or more of the following reasons.

1. A Feeling of Insecurity
Senior executives may find it tough to trust that the job will be done in a competent way by the employee to whom they delegate. This is especially true of individuals who micromanage: even if they do give up part of the responsibility because they learned about it in business coaching, they will keep watching over the shoulder because they are scared things will go wrong, and they will ultimately be blamed.
2. Obsession with Control
Some bosses get an ego kick out of being the boss; doing things themselves makes them feel important, powerful and in control. Such people worry that delegating a task to someone else means they will not be able to assert their authority.
3. Desire for the Limelight
Some executives take on tasks that they can easily delegate for the sheer visibility it provides them. If there is a job that helps market their quality or capabilities – especially to the higher-ups – they are loath to delegate this task to a junior employee because the focus may shift from them to this employee and make them appear redundant.
4. Avoiding other Responsibilities
Senior employees may not delegate to show their boss they already have their hands full because they want to avoid some other responsibility. Perhaps the other tasks waiting in the wings are difficult, or require further business coaching, or involve greater responsibility and accountability – whatever the reason, they are unpleasant and the only way to avoid them is to show you just do not have the time to handle them.
5. Not Wanting to Let Go
In some cases, the boss may truly love the task although he has grown past the stage of doing it. In such cases, this attachment and love for the job makes him unwilling to give it up to someone else and business coaching has to focus on helping him make the transition.

Delegation is important and no matter what the reason for refusing to do it, senior executives ultimately need to open up to it at some time. Understanding these reasons can help organizations include training on delegation techniques as part of their business coaching program.

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Change Management – Effects

Filed under: Managerial Skills

Managerial Effectiveness

Managerial effectiveness determines the proactive approach of a manager to handle complex situations and conquer collective challenges within the team. To ensure long term success in business a manager has to focus intently on employee development and performance by meeting their diverse needs through well-formulated communication techniques.

Aligning motivation with work and personal goals and anticipating and resolving conflict situations also come under the jurisdiction of managerial effectiveness. A person appointed on a managerial level has to instill a culture and tradition based on partnership, respect and most importantly, trust. Encouraging and increasing dialogue and initializing constructive feedback from co-employees is a crucial element of managerial skills.

Moreover, to further ensure long term productivity, managers have to master the skill of partnering with their team and delegating work so as to increase performance and individual growth.

Here are some tips to fulfill the objectives of managerial effectiveness with efficiency and smoothness.

Managing a large group of people, with diversified ideas and beliefs, and compelling them to work in co-relation with each other towards a common goal, is quite a taxing job for a manager. However, to perform his duties soundly and perfectly, he has to be courteous and respectful towards his employees who are placed under him. Never make a mistake of differentiating among them on the basis of the status that they hold, their intelligence level, financial responsibilities assigned or other criterion relating to their rank or position in office.

A leader has to radiate and reflect a strong confidence so as to comply with enthusiasm with the staff, especially during times of emergencies for meeting deadlines and adverse situations.

Communicating in a simple and an easily comprehendible language can definitely make things easier for the employees as well as the manager. Using excessively technical terminology to demonstrate one’s power and position may confuse and restrict the working capacity of the employees within the team. So, the best is to keep it simple when communicating and interacting with employees.

As a manager, one should provide rationale reasoning for requests and demands made, which in turn would assist drastically in reducing the manager-employee gap, bridging it up and even breaking the ice between them. This leads to better understanding and adaptability of the present scenario, thereby increasing the productivity of the manager as well as the employees.

A manager should always adopt and use established lines of communication to avoid any kind of future confusions which might erupt due to message distortion or otherwise. The best resort, therefore, is to make every small or big request in writing and forward it to all the concerned departments at the same time.

A person appointed on a managerial post should be open minded in his approach. He should patiently listen to the ideas and feelings of his employees, thereby showing concern and care for them. This would lead to gaining trust and respect of the co-workers who would then respond in a better and more enthusiastic manner to their manager’s requests.

Filed under: Managerial Skills