O
P E N
S
O U R C E
M
A N A G E M E N T
Principles of Leadership
and People Management
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www.osmconsultgroup.com
Why developing
people?
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Passive (Automatic) Income
• Royalties (books, franchises,
licenses)
• Bond coupons
• Pensions
• Rental income (apartments or
companies)
• Interests
• Company Profits (Dividends)
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• Where do great people like
to work?
• Where do great people like
to stay?
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people
80% of
problems
60% of
people
20% of
people
20% of
people
Bad
Employees
80% of
results
Average
productivity
Top Talent
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Idea

Result
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O
P E N
S
O U R C E
M
A N A G E M E N T
Principles that
apply to everybody
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www.osmconsultgroup.com
1)Do people know
what is the goal?
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PERFORMANCE PROBLEM
•CAUSE
(=Source
Point)
• EFFECT
(=Receipt
Point)
• 2) You are the cause. Don’t
blame, be proactive
• It is impossible to build a great
team if your attititude is bad
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3) EMOTIONAL RESPONSES
Enthusiasm
Cheerfulness
Logical
Boredom
Hostile
Anger
Resentment
Anxious
Sad
Apathy
4) Know what people want
1.Praise Often
2.Involve People
3.Interested genuinely in
the success of others
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Internal Customers Needs
Tangible
Salary
Intangible
Salary
Wages
Praise
Bonuses
Sharing Information/Plans
Benefits
Genuine Interest
Hard Factors
Soft Factors
«You can give away
even half of the
money your’re not
making now, if
someone helps you
making them»
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• My clinic potential = 120.000 euro
• What I do now = 80.000 euro
• Additional profit on the 40.000 I am
not making now = 15.000 euro.
• I can give away up to 7.500 euro in
incentive and bonuses
• The biggest source of loss for
your clinic are the money you
never made!
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5) Measure!!!!
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6) Reward and
celebrate
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Average employee
• Motivate (Cause, Praise,
Involve, Interest)
• Train (every month: both
technical and personal self
improvement) and coach
• Program
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HOW TO MAKE ANY
EMPLOYEE PRODUCTIVE
•
•
•
1.Explain to the person the final result
of his job.
2. Motivate the person (show her the
positive she will get by producing 1
above) and obtain her cooperation.
3. Discuss thoroughly all the actions
in sequence she will need to do to get
the result in number one above.
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• 4. Establish WHEN the person will do the
actions at point 3 (Make sure they are on
her calendar).
• 5. Keep CONTROL on the person so that
she actually does what agreed upon at
point 4.
• Sooner or later during this sequence 1 to
5, the person will activate and start to
obtain results by herself.
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Bad Employee
• Two types:
– Negative person
– Person who has another goal or completely
different values
– Person who despite couple of months of work to
improver her, doesn’t change
• Let her go
• Reprimand her immediately when she upset
other team members
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• Dont let her spread negativity
What are the ingredients of
a prosperous group?
• A prosperous group is not just a
collection of capable individuals.
• It is a collection of individuals who
admire each other and like to spend
time together.
• Their mutual love and comradery is the
energy that gives strength to all of the
group.
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O
P E N
S
O U R C E
M
A N A G E M E N T
THE PRINCIPLES OF
DELEGATION
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www.opensourcemanagement.it
What would you like to
delegate?
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How to choose people
• Who are the most delegatable
people?
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Conscientiousness

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Hire smart!
• Always be hiring. Hire when you
don’t need it
• If you want to grow be always a
little bit overstaffed
• Use a protocol to screen out bad
people
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T.S.A. NOW
A.F.
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• Target (Goal)
• Statistics
• Actions
• Begin NOW
• Ask (Demand)
• Feedback
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BUILD SOMETHING
THAT WILL KEEP
WORKING EVEN IF
YOU ARE NOT
THERE
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• How many
phonecalls
do you get
per day?
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WE FAIL IN PEOPLE
MANAGEMENT BECAUSE
WE CHOSE THE
COMFORTABLE WAY
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Key principles
• Every individual can learn to do almost
anything.
• First you find work for other people,
then you do your own
• Be patient
• Expect difficulties. Delegation that
works immediately and smoothly is the
exception and not the rule
• Every work you do should be delegated
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Never delegate command!
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«Using» people:
the easiest form of delegation
• Sit down with the person and make a
list of all the things she should do.
• Even better: write in a VERY
DETAILED way everything she will
have to do.
• Exercise: write the manual to
publish a picture on your personal
Facebook (or Linkedin).
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Totally unexperienced person

Provide detailed task list and
from time to time do a refill
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HOW TO MAKE ANY
EMPLOYEE PRODUCTIVE
•
•
•
1.Explain to the person the final result
of his job.
2. Motivate the person (show her the
positive she will get by producing 1
above) and obtain her cooperation.
3. Discuss thoroughly all the actions
in sequence she will need to do to get
the result in number one above.
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• 4. Establish WHEN the person will do the
actions at point 3 (Make sure they are on
her calendar).
• 5. Keep CONTROL on the person so that
she actually does what agreed upon at
point 4.
• Sooner or later during this sequence 1 to
5, the person will activate and start to
obtain results by herself.
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Good Leader/Bad Leader?
• A good leader gives orders
or makes requests and then
make sure people do them
• A bad leader asks, doesn’t
verify and then complains
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How should
I do it?
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How an Entrepreneur
builds a business
• Discover a new and better way to
do something
• Describe it in a detailed form so
that also an average person could
do it
• Give it to someone
• Go on to the next problem
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Do you know how
to do the job you’d
like to delegate?
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LEADERSHIP AND
DELEGATION
• FIRST YOU DO IT AND WIN
• THIS IS THE WAY TO BUILD A WINNING
SYSTEM
• NOW YOU CAN DELEGATE
• TO DELEGATE YOU MUST PROVIDE THE
PERSON WITH A DETAILED MANUAL
THAT EXPLAINS HOW TO DO IT
• IF YOU WROTE THE MANUAL YOU
COULD HIRE THE WRONG PERSON BUT
EVENTUALLY YOU’LL MAKE IT.
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A company consists of coordinated
purposes, «established and trained
protocols to deal with problems»
and stable terminals.
It has to have a desirable and valuable
service or product
To expand it needs to strenghten its
purposes, add new functions and
protocols and multiply its exchange
above its consumption.
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LEADERSHIP AND
DELEGATION
• FIRST YOU DO IT AND WIN
• THIS IS THE WAY TO BUILD A WINNING
SYSTEM
• NOW YOU CAN DELEGATE
• TO DELEGATE YOU MUST PROVIDE THE
PERSON WITH A DETAILED MANUAL
THAT EXPLAINS HOW TO DO IT
• IF YOU WROTE THE MANUAL YOU
COULD HIRE THE WRONG PERSON BUT
EVENTUALLY YOU’LL MAKE IT.
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• 1) What is the goal (Target) of this activity?
• 2) Is there a Statistic that we can use to
establish how is she doing?
• 3) What are the detailed Actions?
• 4) Begin NOW!
• «Come to me if there is ANY problem»
• 
• Back her up and give her courage
• Bring her to a result
• PRAISE
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• Target (Goal)
• Statistics
• Actions
• Begin NOW
• Ask (Demand)
• Feedback
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How to correct someone
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SANDWICH CORRECTION
• Approach the person in a positive way and
praise her for something specific (and
true).
• Don’t say «But» – «However». Pause.
• «Now…. State the thing she has to
improve in a clear manner making sure
she gets it and get her agreement»
• End off by saying that however you really
appreciate how she is doing and that you
expect her to continue doing well.
HOME WORK
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Living
=
Following a basic
purpose
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