A LEADERSHIP TRAINING WORKSHOP

PREPARED FOR PRESENTATION BY

SIMON YAW BORIBAH

DEPUTY REGISTRAR/SCHOOL SECRETARY

SCHOOL OF GRADUATE STUDIES, KNUST

OUTLINE OF PRESENTATION

INTRODUCTION

Premise of Presentation

Goal

Objectives

TYPES OF EMPLOYEES

DISTINGUISHING FEATURES OF EMPLOYEES

CONCLUSION AND RECOMMENDATIONS

INTRODUCTION

PREMISE OF THE PRESENTATION

If you don't understand your followers, you won't have greater results as a leader.

 You can only understand them if you are aware of who they are and how they behave.

GOAL

To provide leaders with information on the types of followers they have.

OBJECTIVES

Identify the different types of employees in any organisation.

 and

Describe the employees' distinguishing characteristics.

TYPES OF EMPLOYEES

The following are some examples of employees that could be your followers in your organization:

The Performers,

 Highly Effective Doers,

Less Effective Doers/  critics,

Potential Trouble Source, and

The Suppressive Person (SP).

Distinguishing features of employees

The  Performer

The  performer knows the strategic direction and strategic path of the institution,

Designs a strategic plan for their unit and knows what to do every time,

Committed to the work and focusses on what’s important,

Takes full responsibility for the job,

Delegates effectively but does not rely solely on subordinates,

Understands the vision, mission, strategies and core values of the establishment,

Knows his/her roles to make the vision happen,

Communicates effectively,

possesses skills needed to perform even difficult jobs,

His/her outlook in the workplace is recognised/valued by employers, and

Helps the organisation tremendously

Highly effective doer

This employee is always willing to work, learn and improve on his/her performance,

Ready to take up additional responsibilities,

Does not complain for whatever work is assigned to him/her,

 He/she is usually highly self-motivated,

 He/she is a good team player; is ready to join colleagues to perform a task, and

With correct guidance and training, he/she becomes a performer in future.

Less effective doer

Pretends to work but does minimum amount of work,

His/her contributions do not provide significant effect to the overall result,

Management neither values his/her contributions nor admires him/her,

Blames others/finds excuses for non-performance in his/her unit,

Disruptive  and cannot control his/her temper

Reports to meetings late, but contributes to discussions when he arrives,

Potential Trouble Source

Goes up and down criticising people, events and processes,

Takes delight in destroying work done,

Less predictable, confrontational  and offers no solution to issues,

He/she is a talkative and seems to know everything,

Always has something bad to say about anything or anybody,

Performs to the best of his/her ability when given what he/she wants.

The suppressive person (SP)

Often tries to destroy the operations of the establishment,

Normally uses harsh language or tone with colleagues,

Very dangerous if his/her identity as a destroyer is not detected,

Always causes confusion among staff in the organisation,

Always found in a company of gossipers and engages in gossiping.

Highly defensive, argumentative  and would never accept fault.

Conclusion and recommendations

For leaders, understanding the dispositions of their followers is a critical first step.

The leader must delegate responsibilities as per capacity, specialization and creativity of the followers.The leader must be able to identify saboteur employees/followers and deal with them accordingly The leader must regularly interact with his/her followers to find out what is happening all over.