𝑻𝒊𝒎𝒆𝒍𝒆𝒔𝒔 𝑷𝒓𝒊𝒏𝒄𝒊𝒑𝒍𝒆𝒔 𝒊𝒏 𝑷𝒆𝒐𝒑𝒍𝒆 𝑴𝒂𝒏𝒂𝒈𝒆𝒎𝒆𝒏𝒕: 𝑰𝒏𝒔𝒊𝒈𝒉𝒕𝒔 𝒇𝒓𝒐𝒎 𝑴𝒚 𝑱𝒐𝒖𝒓𝒏𝒆𝒚
In 1980, I embarked on my first full-time job as a Management Trainee at Emporium Holdings Group’s Klasse Departmental Store in Singapore. I was transferred to Brunei to open the very first Klasse Departmental Store in 1981 and was promoted to Divisional Supervisor in 1982.
Recently, I stumbled upon a reminder card from my supervisory training, and to my surprise, the principles it contained in 1980 remain as relevant today as they were back then. What stands out is that these principles inherently supported Diversity, Equity, and Inclusion (DEI), long before they became mainstream priorities.
𝐏𝐫𝐢𝐧𝐜𝐢𝐩𝐥𝐞𝐬 𝐟𝐨𝐫 𝐌𝐚𝐧𝐚𝐠𝐢𝐧𝐠 𝐟𝐨𝐫 𝐌𝐚𝐱𝐢𝐦𝐮𝐦 𝐏𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲:
1. Show your people you respect them as individuals.
2. Place your people to make maximum use of their abilities.
3. Correct constructively.
4. Help your people achieve job satisfaction.
5. Reinforce the group concept.
𝐒𝐮𝐩𝐞𝐫𝐯𝐢𝐬𝐨𝐫𝐬 𝐌𝐚𝐧𝐚𝐠𝐞 𝐏𝐞𝐨𝐩𝐥𝐞:
🔘 No two people are alike. Each must be treated as an individual.
🔘 Take advantage of individual strengths.
🔘 When correcting errors, attack the problem, not the person.
🔘 People need to know that what they are doing is important. Always praise good performance.
🔘 Involve your people in running your store. Make it “our store,” rather than “my store.”
Reflecting on my journey, I’m curious about the varying ways managers and supervisors interpret and apply these timeless principles. Or why are they not applying this?
As we move forward, let’s integrate these principles with a commitment to Diversity, Equity, and Inclusion (DEI). Embracing DEI means recognizing and valuing diverse perspectives, ensuring equitable opportunities for growth, and fostering an inclusive environment where everyone feels valued and heard.
Let’s continue the conversation on how we can apply these principles to promote inclusive leadership and elevate our teams to new heights.
#hexcellence #growthaccelerator #dei #hrdcorptraining #supervisortraining #leadership #cptd
This is awesome!