BEHAVIOURS that ENCOURAGE the Faculty Members Dr. V. Thanikachalam, vthani2025@yahoo.in
Spend a Great Deal of Time Listening to Faculty Members / Technical Support Staff
Have a Positive, Optimistic Attitude about the Work and the Faculty Members /Chairpersons/ Technical Support Staff.
Make a Conscious Effort to Point out the Things that Faculty Members/ Chairpersons/ Technical Support Staff do Right Instead of just Their Mistakes
Believe that Each Faculty Member / Chairperson / Technical Support Staff needs to Know Meaningful his or her Contribution to the Goals of the Institute / University.
Whenever Possible, Involve Faculty Members /Chairpersons /Technical Support in Decisions about How You Can Meet Most Effectively Achieve the Goals of the Institution.
Show Genuine Interest in Faculty Members/ Chairpersons / Technical Support Staff and Their Welfare and Have a Good Understanding of Each Person’s Tong-term Goals.
Be Open-Minded Toward Faculty Members’/ Chairpersons’/ Staff’s ideas.
Solicit New Ideas From Faculty / Chairs/ Staff Regularly through Proposals, Suggestions , Opinions and Examples.
Don’t View Mistakes as Catastrophes !
Listen to New Faculty Members / Chairpersons / Technical Support Staff Feelings about the Job, Provide a Safe Atmosphere in which They can Discuss. Conduct a Orientation Program Early.
Be Sensitive to the Feelings of Faculty Members/ Chairs/ Staff who have helped You to Achieve the Institute’s/ Universities’ Goals by Their Sincere Contribution
Encourage Faculty Members to trust You. Be a Trust Worthy Person. Your Past Actions will give a Proof. People Believe Actions not Words.
When Confronting Faculty Members, Tell Them very Specifically why They are being Confronted and Exactly what You Expect from Them. Then Express Your Belief that They can Improve.
Be a Positive Team Leader who Communicates “We Can Do It”
Treat Everyone Equally.
Confront Discouraged, Unproductive Faculty in Private, but not in Public
Have Confidence that with Proper Training, Your Faculty Members/Chairs Can Do the Work. You can Achieve the Goals of your Institute / University.
Develop an Ability to see Hidden Assets, Strengths and Resources in your Faculty Members.
Focus on Mutual Cooperation, rather than Competition, to Build Team Power
Give Recognition for Effort and Improvement Instead of only the Finished Task. Publicly Appreciate the Work Done. Never Take the Reward for Yourself.
Focus on Mutual Cooperation, Rather than Competition to Build Team Power.
Developing an Encouraging System • Establish Mutual Institutional / Organizational and Personal Goals for Faculty Members • Create an Attitude of Belonging that Communicates • ‘This is our Institution; We Produce this Product or Service and We are Proud of What We are Doing”
• Create an Atmosphere of Pride in Ownership and Professional Skills. • Involve Faculty Members in Decisions Related to the Institutional/ Department Planning and Development. • Recognize and Appreciate all Kinds of Contributions or Positive Movement in the Institute / University.
You always focus on the team • Develop the team. • Share the rewards. • They will develop the Institute!
Develop a Website for the Faculty • Display the achievements of the faculty and students • Add a photo of the faculty members • Provide a list of their publications • Recognize the achievement by giving a reward. • Publish it in the polytechnic magazine.
Encourage • Encourage all achievements in the annual function of the Institute.
Continuous process of development • Encouraging • Encouraging • Encouraging
Encouraging leader • Become a an Encouraging Leader!
THANK YOU Any Questions, Please ?