Posts Tagged ‘bond’

Have you ever really looked at the persons you know of who are great leaders

Have you ever really looked at the persons you know of who are great leaders? I’m talking about those individuals that have an almost infectious nature which seems to ignite a fire in those around them and pondered the question “How do they do it?” You just can’t help but be in “Ah!” of their positive energy! They appear to have an “It” factor that every one picks up on and wishes to emulate. They are almost always in a good and jovial mood and it is quite evident that they have “The Midas Touch!” because nearly all they choose to involve themselves with turns to gold.

Their professional associates have not only a great respect for them, they often appreciate the relationships they share with these “Leaders” in a very genuine and regarding manner. These types of individuals also have a strong and loving bond with their children and spouse. They have a very close-knit circle of friends with whom they share their joy of living on many levels -on a regular basis. From Happiness to Tragedy, they never seem to “Jump Ship” no matter how rough the waters or how turbulent the winds, and they always are there to save the day with a warm word of encouragement or a kind gesture in times of trouble.

Although it could be explained away as “Some people have all the luck!” I believe that there is so much more to it than that. I believe that these types of individuals have a certain kind of integrity about the way they conduct themselves around others that creates a Win-Win situation for all. To elaborate further on this I want to point out the fact that these “Leaders”…

1.) ALWAYS share the glory for a job well done and they give all the credit to the network of people involved in the successful outcome when things are running smoothly… however, these stand-out leaders will solely take on full responsibility -holding only themselves accountable when things go awry, and they meet with failure.

2.) They have a strong sense of “Loyalty” and “Commitment” in all they do.

3.) They have yet a stronger understanding of “Right” and “Wrong”.

4.) They will not waiver in their “Perseverance””, nor will they “Conform” to the masses.

5.) “Failure” is not only missing from their vocabulary, It is never even in their mind-set.

6.) Character is their barometer -it guides them in all they do.

7.) They truly stand in line with the very definition of the word “Integrity” -as being the firm adherence to a code or standard of “Values” and this is the only mode in which they operate.

I believe if you not only validate the important characteristics of the principles expressed above, but align your actions and behaviors -as well as your reactions and responses to these ideas you will change everything in your life in the long run, and become a “Leader” yourself! It also becomes possible for you to see that it all must be within us…or all will be without us. Life is not really about “Him”,”Her”,”They”,”Them”,”We”,or “Us” before it is about “Me” and “I”. I think that far too many people attempt to “Fill” their lives with Outside Rewards. Those “Rewards” range from the material, to the acquired, all the way to certain persons we become enamored with from the realm of friendship to the intimately romantic. When someone tries to rely on these “Outside” distractions -they often come up short in their sense of contentment and happiness…after all, isn’t “Happiness” really an inside job? Isn’t it really our own to create -or dispel? To cherish or to dismiss? Isn’t that the impression you get from a real leader -that they too have figured this out for themselves? Don’t you get the idea that “Leaders” know “How to happily achieve-vs-achieve to be happy!” and that fact also sets these folks out from the rest?

Perhaps the ultimate sign of true leader is his or her “Wisdom”. Maybe being in union with the key factors outlined in this article along with really learning how to apply them in every venue of our lives -and by example we can all hold ourselves to a new and clearer way of being and becoming. Maybe, just maybe, the door to leadership is open to all those not only pursuing a greater outcome, but hoping also to never forget the great pleasure of the journey! We can all become the Great Leaders of our own lives while inspiring others to do the same! I for one believe just merely giving credence to the Idea of this has potential for igniting a fire within that can lead us forward in much the same way as true “Leader” would. Now… how’s that for a good place to start?

Over the past few weeks i’ve been learning a lot more about the millennial generation (gen-y)

“…which means they’ll quit their job if you don’t treat them right.”

Over the past few weeks I’ve been learning a lot more about the Millennial Generation (Gen-Y). This is the generation after Generation X, and they seem to be quite the opposite. Where the Gen X group is highly independent, even off-standish, the millennial group is all about social interaction and keeping their options open. They bond through virtual and real interactions with each other on a much greater level than most of the generation before them (just think Twitter, Facebook, YouTube, etc).

At a recent USC Networking Day event Morley Winograd told us the Millennials are a clever group. They tend to be confident, even self-centered, and possess a great drive for achievement. In a work environment, decisions require consensus and they want to be recognized for their abilities. They also know that they can get that recognition in other places, which means they’ll quit their job if you don’t treat them right. So how do you lead such a group?

If your form of leadership is to dictate and hold people accountable to their job description, you may find that the Millennials don’t want to work for you. They prefer an open structure in order to come and go as they please, work the hours that they want to work, socialize with their friends, peers and colleagues, and keep running their busy personal lives while they’re on the job. This may sound like a cushy job to most of us but to the Millennials their job and their personal lives are the same thing.

Given that I practice servant leadership, I’m a bit biased as to why this form of leadership is ideal for the millennial group (not to mention that it has been working for the past four years). While plenty of forms of leadership exist, most leaders demonstrate hard and fast rules for how things must be done. The main premise of servant leadership is to empower others to do their best work, which is exactly what this new generation wants. Here’s the trick: when you empower somebody to do their best work that means letting them do their job in the most effective manner for them.

With the Millennials that are on my team I have found that by giving them a lot of freedom I get a lot of results. It truly doesn’t matter to me what time of day they work as long as the work gets done. Instead of demanding a 9 to 5 work schedule and only getting the minimum number of hours out of my team, they typically work harder out of their own free will and ambition. If I were to use any other form of leadership and dictate how they work I wouldn’t be tapping into their true potential.

Another reason servant leadership is a strong fit for the millennial group is because they prefer to make decisions by consensus. As a leader you always have the ability and right to make final decisions. As a servant leader, you empower your team to make the decision with your guidance and oversight. If your team is made up of Millennials then you’ll be giving them exactly what they want while leveraging their strong sense of social responsibility. Your only challenge then is to make sure their decisions are sound and match your vision.

Do you have Millennials on your team? Let me know how you are working with them, to realize your entire company’s full potential.

Thanks for reading,

Richard Walker                                                                                                                        (CEO/President of Quikforms)

 

(Blog: www.EfficientCEO.com)

(Website: www.Quikforms.com)

The effective people manager or supervisor has a framework of people management objectives, processes and best practices to ensure they lead, manage, motivate and develop each of their team members

The Effective People Manager or Supervisor has a framework of People Management objectives, processes and best practices to ensure they lead, manage, motivate and develop each of their Team Members.  They build effective habits, and these habits include identifying clearly their goals and expectations with each report, and identifying their way forward with each person.

The Goals of the People Manager

The measure of the Supervisor’s success is how much they have IMPROVED the performance of their people.  The questions to ask are –

  • Are the Team Members achieving their goals and objectives?
  • Are they constantly improving and developing?
  • Are blocks to improvement being addressed or removed?
  • Are they achieving the desired performance level and their potential as an effective Team player?
  • How much have these Team Members improved since you became their Supervisor? What have what have you added to their development?

Focussing on these goals is the first step in People Management. Thinking effectively is about visualising the goals, assessing your current situation of the Team Member, and planning the strategy to get the Team Member from this current position to the improved goal achieved position.

Effective People Management Processes and Practices

  1. Have a clear vision of your Expectations. Think very precisely about your expectations of the Team Member’s role. You will have to explain these expectations to your Team Member and it is very difficult to do this if you have vague, woolly thinking. What is the whole range of accountabilities in this role? Think in terms of knowledge, skills, attitudes and actions to make a list of your desired qualities.

What performance level do you expect? Remember, people need some kind of measures of your expectations – quality, quantity or both.

What do you expect in terms of the Team? What is a ‘good’ Team player in your Team – what attitudes, values and behaviours do you want to foster within your Team?

  1. Make your expectations clear. If you explain your objectives clearly, you will already have achieved 50% of them – you are half way there! Tease out your expectations to each Team Member in a positive ‘can do’ way. Make a habit of identifying different aspects of the role and discussing each at separate performance discussions. An effective People Manager is doing this on an ongoing basis, ensuring the Team Member is on firm ground and knows exactly where they stand.
  2. Ensure Team Members know that their work has value. This involves briefing each Team Member initially on what exactly is the purpose of the Organisation, their own Team Purpose, and where we fit in relation to other departments. They need to know that they play a key part in achieving the shared output of their Organisation.
  3. However, it is Supervisory best practice to continue to work on this aspect, ensuring each Team Member knows that their work is important. In terms of motivation, this is a key factor. If your Team Member thinks their work is of no value to the Customer or to the Company, they will be de-motivated. If they feel their contribution is important and valued, they are motivated to perform well.
  4. Get to know each Team Member. Spend time with each in non-work chats getting to know them and letting them get to know you. Bonding is key to building mutual respect, so use your time wisely bonding with each Team Member. Manage how you do this to ensure you are spending your time equally with all Team Members.
  5. Set goals for the Team and for each Team Member. Discuss long term goals and objectives with each Team Member, sharing your thoughts on their next steps in development within their current role. People need to know where they are now, and where they are going next. Make the goals very specific and set time frames on each. They need to be so clear and detailed that it is possible to do a checklist of ‘Yes, goal achieved’ or ‘No, this goal was not achieved’.
  6. Have frequent Performance One-to-one discussions. An effective Supervisor will hold very regular one-to-one meetings. The objective is to show you are interested in the Team Member’s work and to stimulate performance and growth. At this meeting we review recent performance, goal achievement and team contribution. We ensure we are identifying learning points from the Team Member’s day-to-day experience and setting next step goals for the immediate future.
  7. Show interest in each person’s work output. Train yourself to notice good work, extra effort or positive attitude. It is often easy to see the negative, but harder to see the good. Praise desired attitude, behaviour or achievement on the spot, openly and honestly. Be sensitive to different people, and praise each in an appropriate manner. Think about how you do this, vary your methods so that the praise does not become staid or insincere.
  8. Have high expectations of each Team Member – they will not all perform equally, but each person can get better. Don’t treat someone as a loser – but give them something to achieve. Remember, success breeds success. It also fosters self confidence and job satisfaction.

Review your People Management processes and practices frequently to ensure you are working effectively and productively with each person. This will guarantee that both you and your People are continuously growing and developing.

There is a well known philosophy that has been adopted, translated and passed through many countries and corporations known as the fish philosophy

There is a well known philosophy that has been adopted, translated and passed through many countries and corporations known as the Fish Philosophy. It was conceived one happy day when on a visit to Seattle, a man by the name of John Christensen observed how positive and enthusiastic the employees of a run down fish market were. Here the fishmongers spent stinky, grueling 12 hour shifts stocking, packing and selling fish, in an environment that would have made even the most tolerant of us squirm.

Yet in an unlikely manner, these workers carried out orders by flinging fish to each other and to the customers – which kept the employees on their toes and the customers entertained. The fishmongers gave their full attention to each customer and made sure that they were involved and walked away from the shop feeling positive about the experience. Christensen, as a new witness to this unique workplace, realised that not only were the workers making their own day fly by, but they were also selling a great deal of fish!!

It is a very simple idea, yet one that is not always realised by workplaces today. Clouded by stress and deadlines we can all to often forget that remarkable results can occur when workers accept the invitation to: 1) Be there for their coworkers and customers; 2) Combine Work with an equal level of Play 3) Make the effort to make someone’s day, and; 4) Choose an attitude about how they will show up for work., and stick by it. It’s not as slippery and slimy as it sounds and in fact, when you think about it, though your work place may more closely resemble an office decked out with new carpet, air-conditioning and all of the latest technology, it is really not to far off from the working environment of the spirited folk at Pikes Place Fish Market.

Understandably, before employees can dive head first into this pool of fishy job satisfaction they need to get to know each other on a level that extends beyond email and phone calls. Workers need to grow and bond as a team before they can experience true enjoyment and efficiency in the workplace. If each of the workers at Pike’s Place were not in tune with each other, there would be a very smelly disaster – fish all over the place!

Corporate Team Building days are the best way to bridge the gaps and give your employees a greater sense of team spirit in their working environment. Activities like Scavenger Hunts, Nature Walks and Survival Training offer the chance for employees to interact and work together on an intellectual level that encourages team building. Or you may wish to lead your company down a more active path where they can bond over a rush of adrenalin while they tackle White Water rapids, Fast Bikes or the High Seas. There are loads of options to suit each individual workplace and its unique dynamics. Companies like Weekendbreaks.com.au are there to organise your day for you and ensure that the energy of planning a perfect event can be better spent getting productive in the workplace.
If anything, a corporate team building day may be just the thing to show your company and its employees that having an accepting attitude and open mind really will make the days more fruitful and the stench much easier to bear. Just ask the fishmongers.

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