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BecomingBecoming a Firma FirmLeaderLeader

By Rex Gatto, Ph.D.By Rex Gatto, Ph.D.Gatto Associates, LLCGatto Associates, LLC

412-344-2277412-344-2277Website:www.Website:www.rexgatto rexgatto .com.com

For New Partner and Experience Managers

Table of ContentsTable of Contents

IntroductionIntroduction

SectionSection 1 Leadership role of a partner1 Leadership role of a partner

Section 2 CommunicationSection 2 Communication

Section 3 Giving FeedbackSection 3 Giving Feedback

SectionSection 4 Strategic4 Strategic PlanningPlanning

Learning ObjectivesLearning ObjectivesI.I. Effectively utilizing leadership characteristicsEffectively utilizing leadership characteristics

II.II. Effectively communicating with othersEffectively communicating with others

III.III. Giving feedback to motivateGiving feedback to motivate staffstaff

IV.IV. How to write a Strategic Planning for the firmHow to write a Strategic Planning for the firm

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INTRODUCTIONINTRODUCTION

Ground RulesGround RulesAsk questionsAsk questions

Underline key pointsUnderline key points

Discuss how to applyDiscuss how to applyfeedback specificallyfeedback specificallyin the firmin the firm

FEEDBACKFEEDBACK

SupportiveSupportiveCorrectiveCorrective

FEED THE FEED THEFUTUREFUTURE

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Section 3Section 3

Giving FeedbackGiving FeedbackPages 181-196Pages 181-196

Be realisticBe realistic Identify what is to beIdentify what is to be

accomplishedaccomplished Identify your biasesIdentify your biases ChallengeChallenge StrengthenStrengthen Encourage risk-takingEncourage risk-taking CommunicateCommunicate Ask Ask ““WhatWhat’’s in it for yous in it for you”” Identify the trade-offsIdentify the trade-offs

MotivationMotivation

Definition of MotivationDefinition of Motivation Physical and mental effortPhysical and mental effort

expended toward a goalexpended toward a goal Extrinsic: outside recognition,Extrinsic: outside recognition,

praise, rewardpraise, reward Intrinsic: internal pride,Intrinsic: internal pride,

fulfillment, self actualizationfulfillment, self actualization

Performance = Ability X EffortPerformance = Ability X Effort (or motivation) (or motivation)

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Ways to Motivate EmployeesWays to Motivate Employees Listen to employeesListen to employees’’ needs needs Acknowledge howAcknowledge how

employees feelemployees feel Be honestBe honest Support teamworkSupport teamwork EncourageEncourage Challenge/job innovationChallenge/job innovation Promote satisfactionPromote satisfaction

between worker and jobbetween worker and job

MaslowMaslow Self actualizationSelf actualization

CreativityCreativity Self-realizationSelf-realization Challenges of workChallenges of work

Self esteemSelf esteem Promotion, praisePromotion, praise Special benefitsSpecial benefits BelongingBelonging TeamworkTeamwork Friendly managerFriendly manager

SafetySafety Job securityJob security Work standardsWork standards seniorityseniority

PsychologicalPsychological MoneyMoney Work breaksWork breaks EquipmentEquipment Work conditionsWork conditions

HerzbergHerzberg Motivator factorsMotivator factors

(satisfiers)(satisfiers) AchievementAchievement AdvancementAdvancement OpportunityOpportunity AppreciationAppreciation PraisePraise Earned recognitionEarned recognition Personal growthPersonal growth AcceptanceAcceptance Work itselfWork itself

Hygiene FactorsHygiene Factors((dissatisfiersdissatisfiers)) WagesWages Work conditionsWork conditions Company policiesCompany policies Organizational structureOrganizational structure CoworkersCoworkers Management personalitiesManagement personalities facilitiesfacilities

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Two Models of MotivationTwo Models of Motivation

MaslowMaslow

Self actualizationSelf actualization Self EsteemSelf Esteem PsychologicalPsychological SafetySafety

HertzbergHertzberg

SatisfiersSatisfiers Motivator factors Motivator factors DissatisfiersDissatisfiers Hygiene factorsHygiene factors

Developmental FocusDevelopmental Focus

Key IssuesKey IssuesDevelopmentDevelopmentEmpathyEmpathyAcceptanceAcceptanceStrengthsStrengths

Roles During FeedbackRoles During Feedback

AnalyzerAnalyzerWhinerWhinerRejecterRejecterVictimVictimControllerControllerListenerListener

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Four Stages of FeedbackFour Stages of Feedback

Motivation ThroughMotivation ThroughPerformance AppraisalPerformance Appraisal

Phase I - Set the ground rulesPhase I - Set the ground rulesPhase II - Give feedbackPhase II - Give feedbackPhase III - Identify strengths &Phase III - Identify strengths &

opportunities for developmentopportunities for developmentConclusion - Ask for agreed-Conclusion - Ask for agreed-

upon-goals; ask how theupon-goals; ask how theperson feelsperson feels

RewardsRewards

What is What isrewarded andrewarded andrecognized,recognized,people willpeople willmove towardmove towardand become!and become!

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Why Working Associates AreWhy Working Associates AreMotivatedMotivated

Trust & Respect

Important Job

Deserved Praise

Support

The behaviors rewarded today are the very behaviors that associates will develop for

tomorrow

Exercise of ApplicationExercise of ApplicationEmployee Motivational AssessmentEmployee Motivational Assessment

Action of

Motivation

• Deadline met

• Cheerful

Action of

Demotivation

• Don't repond

• Negative

Suggestions

• Encourage

• Empower

Suggestions

• Solicit

problems

• Set clear goals

Employee ValueEmployee ValueVal ue of Work Per for mance

H

Theemployee 1. is motivated

to performhis/her job.

2. openly andeffectivelycommunicateswith others.

3. completeswork in atimelyfashion.

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How to Give Praise andHow to Give Praise andReprimandReprimand

State the issuesState the issues Identify and focus onIdentify and focus on

factsfactsDiscuss resultsDiscuss resultsFocus on individualFocus on individual

employee onlyemployee onlyListen withoutListen without

rebuttalrebuttal

MotivationMotivation

ActAct Have courageHave courage Communicate on theCommunicate on the

level of the listenerlevel of the listener Answer what is in itAnswer what is in it

for youfor you Identify the trade-offsIdentify the trade-offs

Opportunity + desireOpportunity + desire+ ability+ ability

Identify what youIdentify what youwant to accomplishwant to accomplish

Be realisticBe realistic Identify your biasIdentify your bias Give yourself andGive yourself and

others recognitionothers recognition

SummarySummary

REMEMBER:REMEMBER:

The question isThe question isWHYWHY

The answer isThe answer isMOTIVATIONMOTIVATION

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SummarySummary

You are going through a developmentalleadership process; challenge yourself

To be the best version of a leader that you can