"This is the first really new approach to people management, diversity management, or performance management in over two decades".
Managing Differently:
Getting 100% from 100% of Your People 100% of the Time(Hardcover)
by James O. Rodgers
We got off track early with diversity by focusing on sensitivity to differences and by limiting those differences to race and gender. As a result, diversity and diversity management have been marginalized and the strategic value has become invisible. Meanwhile, management techniques have focused too much on identifying specific styles. There have been a series of fads targeted toward leaders and focused on addressing operational issues. In both cases, we have attempted to apply simple tools to an increasingly complex environment. We have not taken advantage of available talent because the link between people management, diversity of perspective, and performance was never made…..until now. Jim Rodgers, CMC, a confidential advisor to successful leaders in dozens of market leading companies, comes out of the shadows to reveal the secret to their success. Managing Differently™ implies that effective people management is the essential key to increasing performance for any organization. People are by nature diverse (different and similar). Getting 100% from 100% of people, 100% of the time is not only achievable - it is fundamental to world class performance.
Jim uses simple language and vivid examples to help leaders and managers move from knowing to doing those things which produce high levels of performance from their people.
- Are you getting 100% from 100% of your people, 100% of the time?
- If not, why not?
- And even more fundamentally, does it matter?
- And, if it matters, what can you do about it?
Getting 100% From 100% of Your People 100% of the Time (DVD)
Featuring J.O. Rodgers, CMC
Objective: Jim Rodgers believes that a manager's primary job is to get 100% from 100% of his/her people, 100% of the time, and that a leader's job is to create an environment where this is happening. Many have looked at this statement and said, "it's impossible." But Jim believes you have to start with the impossible to get to what's possible, and if you don't position your people to give their best, then you won't get it. The 100% Imperative requires managers to adapt to their employees - who are diverse by virtue of the fact that they are human. However, by linking people management, diversity management, and performance management, any organization can achieve the 100% Imperative. Using simple language and vivid examples, Jim Rodgers offers guiding principles and tool that will help managers and leaders move from knowing to doing those things that produce high levels of performance from their people.
Topics to be discussed include:
- The importance of people in organizations.
- The link between people, diversity, and performance.
- Principles and tools to achieve the 100% Imperative.
Help Me Help You: Learning to Ask, not Tell
The Jerry McGuire Approach to Management (DVD)
Featuring J.O. Rodgers, CMC
Objective: In our video, we introduced seven (7) principles for Managing Differently. These principles are designed to help you get 100% from 100% of your people 100% of the time. In this video, Jim uses scenes from the popular movie Jerry McGuire to illustrate the importance of asking employees how they want to be treated.
Jim also explores the value of preferential treatment and offers examples of the freedom that comes with allowing employees to participate in solving their own problems. Getting 100% (commitment and contribution) only comes when managers ask rather than tell.
Managing Differently™ Principles
Believe They Can
I believe every employee can give 100 percent. My responsibility is to help them do it.
Get to Know Them
As a manager, I bear a greater responsibility for developing relationships with my employees.
Manage Yourself
I am responsible for understanding and managing my own dimensions of diversity and my reactions to differences.
Adapt Your Style
I must adapt my style and behavior to get the best from each employee.
Use Your Power
I have the power and ability to provide what my employees need from me.
Ask
Each employee knows how he/she wants to be treated. If I want to know, I have to ask.
Be Fair
Treating people equally and fairly does not mean treating them the same.
4 Phases of Managing Differently™
An effective diversity manager accepts primary responsibility for supporting each employee and making sure he/she has what he/she needs to be successful.
The model below illustrates the pattern of involvement for managers in the worklife of employees.
Bringing Them In involves all those activities that create the working partnership between manager and employee.
Helping Them Win involves those activities that help employees produce outstanding performance results.
Helping Them Grow involves those activities that contribute to the employees increased potential - that is the ability to take on greater responsibility and to add even more value to the world of work.
Letting Them Go involves those activities that prepare both the employee and the work group for the inevitable parting of the ways.
Managing Differently™ Workshop - 2 Days
Helps managers develop their ability to recognize and develop the unique talents represented by each one of their direct reports. It is based on the award winning book, Managing Differently™: Getting 100% from 100% of your people, 100% of the time (Oakhill Press).
Managing Differently™ (Online Program - in development)
This online tool provides reinforcements and practice opportunities as a follow-on to the Managing Differently Workshop. Similar to a flight simulator, managers respond to a number of scenarios and receive feedback on their options.