Oil and Gas

Leadership Development Program

Part One: Mastering Managerial Planning
 Ice breaker
When I was 16
1. Group in pairs. Try to pair with a colleague whom you don’t
know before.
2. Please share with your colleague the following when you
were 16 years old:
– Your favorite hobby
– Your favorite movie
– The greatest technology
3. For the listener, write down the answers given by your
partner.
4. Let us share together
 Module One: Effective
leadership is

Getting Started putting first

things first.
Effective
Welcome to the O&G LDP workshop. management is
Traditionally, middle managers make up the discipline,
carrying it out.
largest managerial layer in an organization.
Stephen Covey
Middle managers are responsible to those
above them and those below them. They
head a variety of departments and projects. In
order for a company to operate smoothly, it is
essential that those in middle management be
committed to the goals of the organization
and they understand how to effectively
execute these goals.
 O&G LDP Program Structure
• Module One: Mastering Managerial Planning

• Module Two: Leading People and Performance

• Graduation Project
 Module One Agenda
• Introduction to Management
• Setting Goals
• Strategic Planning
• Project Planning
• Financial Planning
• Human Resource Planning
• Managerial Control
 OGLDP Part One
Module Objectives (1/2)
• Define management and the role of a manager
• Understand the 4 management functions and how to
be an effective manager
• Explain why efficiency and effectiveness are
important to management
• Identify the importance of Goals in planning process
• Understand the relation between strategic and
operational goals
 OGLDP Part One
Module Objectives (2/2)
• Set organizational and team goals and transform
them to working plans
• Understand the strategic planning process and
conduct a SWOT Analysis
• Understand and play your role in the HR process
• Create structures and processes to manage teams.
• Set KPI's and associated controls to ensure the
execution of plans
 Ground Rules
• We encourage you to share your thoughts and
ideas with all of us
• Let’s have one discussion (no side talks)
• Action plans and lessons learned section
• The parking lot
• Planned break times
• Close your mobiles
Module Two: Introduction Effective
management
to Management always means
asking the right
There are middle managers in every field. From question.
accounting and production to marketing and Robert Heller
sales, managers ensure that business runs
smoothly. Managers implement the strategies of
their superiors. They are responsible for
motivating people and getting results. In order to
be an effective manager, it is important to
understand exactly what management is, what
managers do, and why management is so
important
 Group Discussion
• What is Management and who are managers?

• Why do you think we need managers?

 What is Management
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• Management is coordinating and organizing the

team based on the policies, goals, and objectives of
the organization
• Manager is someone who works with and through
other people by coordinating their work activities in
order to accomplish organizational goals
Levels of Management

Top
Managers
Middle Managers
First-Line Managers
Nonmanagerial Employees
 Why Does Management
Matter?
• Middle managers are often what hold a
company together.
• Most employees will never meet the CEO or
other members of senior management.
• Middle managers are the face of the
organization to the employees on their teams.
• Managers determine how a team functions,
and how successful the projects are.
 What Do Mangers Do?
Middle managers have obligations to senior managers
and employees. The job is not easy, and requires juggling
many different responsibilities.

Managers’ Responsibilities:
1. Meet business goals, vision, and objectives.
2. Supervise and be responsible for the performance of
team members.
3. Hire, train, and develop employees.
4. Indentify problems and come up with solutions.
5. Share responsibility for the growth and success of the
company.
 The Management Functions
15
 What Does It Take to Be a
Manager?
So, what does it take to be a manager? Each manager is unique,
but a successful manager will embody certain characteristics.

Characteristics of a Manager
• Integrity: A successful manager is trustworthy and will lead
by example.
• Communication: Managers must be able to communicate
effectively to senior managers and their employees.
• Analytical Thinking: Managers need to think analytically in
order to make decisions.
• Focus and Composure: It is important that managers remain
focused and composed at all times.
 Skills Needed at Different
Managerial Levels

Management Level
Top Managers
Middle Managers Conceptual Human Skills
Skills Technical
First-Line Managers Skills
Non-managers (Personnel)

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 Management Skills
1. CONCEPTUAL AND DECISION SKILLS
Refer to the cognitive ability to see the organization as a
whole and the relationships among its parts.

2. Human skills
Involve the ability to work with and through other people
and to work effectively as a group member.

3. TECHNICAL SKILLS
The ability to perform a specialized task that involves a
certain method or process.
 Effectiveness and Efficiency
Part of management is choosing how a business should run,
and directing people based on these decisions. Managers
need to be both effective and efficient in their jobs.
Effective Management Efficient Management

•Task oriented •Work oriented

•Develops strategies to reach goals •Strives to keep the present system
•Uses job descriptions to define running well
how work is done •Adheres strictly to job
•Goals are based on priorities requirements
•Predicts and adapts to change •Avoids change
•Consistently evaluates and looks •Monitors work and procedures
for ways to improve current
methods
 Efficiency and Effectiveness
20

– Efficiency
• “Doing things right”
– Getting the most output for the
least input
– Effectiveness
• “Doing the right things”
– Attaining organizational goals
Efficiency and Effectiveness in
Management

Efficiency (Means) Effectiveness (Ends)

Resource Goal
Usage Attainment

Low Waste High Attainment

Management Strives for:

Low Resource Waste (high efficiency)
High Goal Attainment (high effectiveness)
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 “Effective leadership is not about making
speeches or being liked; leadership is defined
by results not attributes”

Peter Drucker
“Leaders do not create followers, they
create more leaders”

Tom Peters
 Leaders vs. Managers

Managers Leaders
• Administer • Innovate
• Maintain • Develop
• Control • Inspire
• Short-term view • Long-term view
• Imitate • Originate
• Accept status quo • Challenge status quo
• Do things right • Do the right things
 Module Three: Setting goals
is the first
Goal Setting step in
turning the
Goal setting is the single most important life skill invisible into
that, unfortunately, most people never learn how the visible.
to do properly. Goal setting can be used in every
single area of your life, including financial, Anthony
physical, personal development, relationships, or Robbins
spiritual growth.
Some people blame everything that goes wrong in
their life on something or someone else.
Successful people instead dedicate themselves
towards taking responsibility for their lives, no
matter what unforeseen or uncontrollable events
occur. Live in the present: the past cannot be
changed, and the future is the direct result of
what you do right now!
 What Is Planning?
• Planning
– Managerial function that involves:
• Defining the organization’s goals
• Establishing an overall strategy for achieving those goals
• Developing a comprehensive set of plans to integrate and
coordinate organizational work
– Types of planning
• Informal: not written down, short-term focus; specific to an
organizational unit
• Formal: written, specific, and long-term focus, involves shared
goals for the organization

26
Nobody plans to fail
but he fails to plan
 Planning Horizons

Short Term Medium Long Term

1-3 Yrs 3-5 Yrs  5Yrs
 How Do Managers Plan?
• Elements of Planning
– Goals (also objectives)
• Desired outcomes for individuals, groups, or entire organizations

• Provide direction and performance evaluation criteria

– Plans
• Documents that outline how goals are to be accomplished

• Describe how resources are to be allocated and establish activity schedules

29
 Understanding Cascading Goals
• Some of the most successful organizations use the cascading, or waterfall,
goal setting method.
• This means that the executives set their goals first, and then those goals
flow down through the organization. This ensures that everyone is on the
same page and working for the same thing.
• Below is a very short excerpt of a company’s waterfall goals.

Executives
- Increase profits by 10%

Marketing Director
- Increase market share by 5%

Supervisor of Print Advertisements

- Run 25% more ads but find a way to keep costs the
same

Newspaper Advertisement Representative

- Work with print media in the area to increase ads
without increasing costs
 Cascading Goals
31

Mission
Statement

Strategic Goals/Plans
Senior Management
(Organization as a whole)
Tactical Goals/Plans
Middle Management
(Major divisions, functions)

Operational Goals/Plans
Lower Management
(Departments, individuals)
 The SMART Way
SMART is a convenient acronym for the set of criteria that a goal must
have in order for it to be realized by the goal achiever.

• SPECIFIC: In order for someone to achieve a goal, they must be very

clear on what they want.
• MEASURABLE: It’s crucial for goal achievement that goal setters are
able to track their progress towards the goal.
• ACHIEVABLE: Setting big goals is great, but setting unrealistic goals
will just de-motivate you.
• RELEVANT: Before you even set goals, it’s a good idea to sit down and
define your core values and your life and career purposes.
• TIMED: Without setting deadlines for goals, the goal setter will have
no real compelling reason or motivation to start working on them.
 The Three P’s
Setting meaningful, long-term goals is a giant step toward
achieving your dreams. In turn, setting and achieving short-term
goals can help you accomplish the tasks you'll need to achieve
the long-term ones. It is also important to make sure that all of
your goals unleash the power of the three P's:

• POSITIVE: Goals should be phrased positively, so they help

you feel good about yourself and what you're trying to
accomplish.
• PERSONAL: Goals must be personal. They must reflect your
own dreams and values, not those of friends, family, or the
media.
• POSSIBLE: When setting goals, be sure to consider what's
possible and within your control.
 Helping Others Set Goals
• Before you help others set goals, set your own goals using the guidelines described previously.
• Once you have established your goals, have a meeting with each employee and help them set their
goals.
• Ask the employee to write down the final goals decided on.
• Then add action steps for each goal.

NAME:
DATE:

CIRCLE THE AREA OF THE DEPARTMENTAL ORGANIZATIONAL PERSONAL

GOAL.
GOAL #1:
SPECIFIC? PERSONAL?
MEASURABLE?
ACHIEVABLE? POSSIBLE?
RELEVANT?
TIMED? POSITIVE?

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