Did you miss any of the IQ Management tips over the past few months? Do not fear! We've compiled them all into one handy place so you can get up to speed.

1. MANAGEMENT
THE ROUND UP

2. TEAM
MEETINGS
MANAGEMENT

3. 01
Invite everyone in the meeting to contribute
ideas, a good manager does not dominate
discussion.
Some team members may be shy. Structure
the meeting to encourage ALL attendees to
contribute to the discussion.
ENCOURAGE
DISCUSSION

4. 02
After a discussion, everyone must be clear
on what the next step or ‘action’ is and who’s
responsibility it is. It is also vital to be aware
of the deadlines and timeframes for the task.
Push for closure to ensure the meeting has
clear outcomes and everyone has moved
forwards.
ARRIVE AT
ACTION POINTS

5. 03
In long meetings it is easy to lose of track
of what was said and by whom. By taking
notes it means everyone can have a clear
understanding.
Circulate the minutes via email after the
meeting, that way everyone has a written
record of who, what, where and why.
TAKE
NOTES

6. ASSEMBLING
THE TEAM
MANAGEMENT

7. 01KNOW THE
SKILLS YOU NEED
Understand what skills you need for your team.
Success hinges on having the right people for the
right roles.
Draw up a list of the skills, qualification and
experience needed for the team, keep this in mind
at every stage of the selection process.

8. 02
Skills aren’t the be all and end all, the team must
work well with each other to be most productive.
The best team will be not too dissimilar in
temperament to one another, but diverse enough
to have unique ideas.
A manager should gauge the personalities in the
selection process to ensure they will be a good fit
and if they will work for the team as a whole.
THE RIGHT
PERSONALITIES

9. 03
The best results will come from people who are
genuinely interested and committed to the task.
While skills are important, it is vital to have
enthusiastic team members who will go the extra
mile for the project.
You should select those who are enthusiastic from
the start as they are most motivated to see the
team’s goals through.
PICK
DEDICATED PEOPLE

10. MANAGEMENT
CREATING A
WINNING TEAM
MENTALITY

11. 01BE RESULTS
DRIVEN
Make sure your team never lose sight of their
goals, this will keep them focussed on winning
and being successful.
If a project is broken down into smaller, more
arduous tasks - regularly remind everyone of
the main goals to keep them thinking positively
about the task.

12. 02
The manager’s attitude is extremely influential
on team members, be a role model.
Show a positive attitude and strong work ethic
in meetings and around your team to show you
are focussed and serious.
SET AN
EXAMPLE

13. 03
Celebrate success as a team.
Always make sure that an achievement by the
team is celebrated by the whole team, either
inside or outside of working hours - make sure
their accomplishments do not go unnoticed.
CELEBRATE
ACCOMPLISHMENTS

14. MANAGEMENT
SETTING TARGETS

15. 01
When setting your targets, make sure you make
it clear how success or failure will be measured.
Alongside this, communicate well with the team
to ensure they are completely clear on how their
performance will be measured.
SET TARGETS THAT
ARE MEASUREABLE

16. 01
This helps them keep track of their progress as
well as giving the manager something tangible
to focus on in discussions with team members.
Try setting KPI’s that can be regularly reviewed
and are easy for everyone to understand.
SET TARGETS THAT
ARE MEASUREABLE

17. 02
Proper communication plays a huge part in
ensuring targets are set appropriately. Make
your team part of the discussion.
Managers have the last say in the targets, but
it’s important to have dialogue with your team
to make sure they are all comfortable with
what’s expected of them.
AGREE TARGETS
WITH THE TEAM

18. 02
Sit down with your team individually and discuss
the targets; are they comfortable with them?
Could they be higher or lower? Do they need
any extra training or support?
AGREE TARGETS
WITH THE TEAM

19. 03
As the team works towards its targets it is
essential that you review and evaluate their
performance as they go.
Some managers only hold meetings with their
team when KPI targets are not being met - this is
the wrong approach, you need to encourage the
team along the way.
GIVE DETAILED
FEEDBACK

20. 03
Try holding one to one meetings with each team
member periodically; this will help bring any
problems to the surface that may normally be
missed and means you can address issues before
they affect performance.
GIVE DETAILED
FEEDBACK

21. DEALING WITH CONFLICT
MANAGEMENT

22. 01COLLECT ALL
THE FACTS
A manager needs to be impartial in all disputes
between employees.
You need to be balanced and empathetic in
discussions about conflict, allow employees to
get their points across and be constructive at
all times.
?

23. 01COLLECT ALL
THE FACTS
Try organising a meeting about the dispute so
each person has equal time to talk and air their
thoughts. Don’t let it become a shouting match.
?

24. 02
When conflicts occur it easy for the team to lose
sight of their original goals.
Restating the team’s purposes as well as the
value of each individual can play a big role in
resolving a dispute.
FOCUS ON
COMMON GOALS

25. 02
Try holding a meeting in which you break down
the overall goals and discuss with each individual
how exactly they are essential to these targets.
FOCUS ON
COMMON GOALS

26. 03
After the conflict has been resolved, its vital to
make sure all parties are happy with the solution
moving forward.
As part of your solution, make sure you set
guidelines to address similar conflicts should
they arise in future.
MAKE SURE THE
PROBLEM IS RESOLVED

27. 03
Set a ‘plan of action’ based on steps taken this
time so you know what is likely to work in future.
MAKE SURE THE
PROBLEM IS RESOLVED

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