Posts Tagged ‘pay’

It’s outstanding that leadership development training has taken off in the past decade

It’s outstanding that leadership development training has taken off in the past decade.  Some say this has to do with a large number of baby boomers expecting to retire in the next 15 years.  Companies are looking to identify individuals within their organizations that have leadership ability or the will to do so and develop them.  Hiring from within is desirable as the employee will already have a unique understanding of the company.  The “over achievers” are usually scoped out first as the management team already knows that they are willing to go above and beyond to get the job done at a moment’s notice.  It’s not just the ability to complete a task in record time; it’s about their knowledge, skills and behaviors they display with their peers and upper management teams.  In training these individuals, the following strengths are built upon before they take an official leadership role:

1)       Influencing ability

2)       Coaching team members both constructively and positively

3)       Problem solving

4)       Leading

5)       Planning strategically and creatively

6)       Being adaptable and approachable

7)       Communicating

8)       Making decisions collaboratively

9)       Effectively managing change

A number of organizations are reviewing their current leader’s performance and identifying those who need additional training and those who should not be in a leadership role.  Leadership training conferences are put in place for the high level leaders that need additional training and have proven very successful.  Some companies opt to not send their employees to a conference, but to have training in house.  This may include a guest trainer.  The bottom line is to keep their employees in the company atmosphere while learning and applying their new education on the spot.

I feel one of the best ways to ensure you have the best leadership team around is to put the education out there for them to grab.  Some leaders like the pay but hate the job.  They won’t step down and are not an active participant in training.  What do you do?  Put the training out there for them to sign up.  There are many leaders that sign up to learn additional skills and those who wish to become a leader and want the training.  The current leaders who opt not to sign up are those who should be monitored closely.  It could be that they were great leaders at one point, but lost the will to perform the job.

When a leadership development training seminar comes your way, take it!

According to wikipedia, procrastination is a type of behavior which is characterized by deferment of actions or tasks to a later time

According to Wikipedia, Procrastination is a type of behavior which is characterized by deferment of actions or tasks to a later time. In other words procrastination stems from laziness, fear, and being unappreciative. So how do we get past this terrible disease? Here are 5 steps on how to do it:

1) Priorities
-Ask yourself what do you want?
-How bad do you want that?
-What are you willing to do to get what you want?
-Fast forward your decisions and look at the outcome. Is this the outcome you want? Will you regret it?

2) Have a Plan Of Action/ Schedule.
-Get a yearly planner. I recommend "At-A-Glance".
-Make a "To Do List" based on your priorities.
-Plan out your schedule the night before and on the weekend before the new week begins.
-Set small doable goals to accomplish for the day and week.
-Start creating minor victories by hitting these goals.
-This will help you build up your confidence.
-Every 4 weeks increase your goals by 15-25%, depending on how large your goals are and what you feel comfortable with.
-Stretch to hit these goals!

3) Follow Your Plan. (Here’s where most people go wrong)

4) Associate yourself with someone who will keep you in check.
-Someone you may look up to.
-Someone who has the results you want.
-Someone you respect.

5) Always check yourself.
-Don’t get comfortable once you get to a better place.
-Look at your previous week and see what adjustments need to be made.
-Keep yourself humble and always stay green. Green means be willing to learn and pay attention to everything.

If you can follow these 5 steps then you can kill the enemy: Procrastination.

As a leadership coach, i am a firm believer that a person has to be able to lead themselves before they can successfully lead another individual, a team or an organization

As a leadership coach, I am a firm believer that a person has to be able to lead themselves before they can successfully lead another individual, a team or an organization. Where is the best place to start?

The first thing a great leader should do is to determine what their purpose is. This is their ‘why’. I don’t mean the fancy purpose or mission statements that you see hanging on walls that no one understands or pays any attention to. I mean the purpose, the guiding reason that leader has for the business.

Why are they there? It has to be something beyond profits. I believe the best leaders are the ones that are focused on bringing out the best in their people – transforming lives. When someone has that as their purpose, the profits just naturally follow. From that standpoint, they can determine what their vision is for business based on the guiding purpose.

So it follows that once the leader knows their purpose, to then be open, truthful and transparent in communicating that purpose and vision. It is actually quite surprising, but many times in companies that have more than a couple of hundred employees, the people don’t even know the name of the CEO. They feel no connection to the leader and certainly no connection to the purpose and vision for the business. This also translates to how valued they feel. When a person does not feel valued for their contribution, they will not be committed to its success.

This has a very serious impact on the business. The company’s greatest assets are their employees and their customers. Some may put it the other way around, but they are both very important in my eyes.

Let’s take a closer look. If the employees are not happy and don’t feel valued, anyone that they come into contact with will know it. If a customer hears an employee speaking badly about their employer, it has a negative impact. I have personally seen it where disgruntled employees are perfectly happy to tell any customer just how bad they think things are within the business. This certainly does not inspire confidence in the customer.

Customers like to hear happy employees. There is a subconscious thing that happens then. If employees are happy, then it must follow that the company treats them well. If a company treats their employees well, then they certainly are going to treat the lifeline or in other words, their customers well.

I think that the leadership of the company should know the ‘why’ of its employees and the ‘why’ of its customers. Now I recognize as a company grows in size that there will be people other than the leader that will be responsible for this, but the principle remains the same. When we know the why for our employees and customers, this will also inspire people to be and do more.

When it comes to knowing the customers ‘why’, this is what makes a tremendous difference in the relationship between vendor and customer. When a company knows the why of their customers then they are focused on helping them achieve their goals and markets products and services that will move them in the direction of their goals. The development of products will be based on the needs of the clients. When companies are operating in this mode, they are no longer competing for business. They are very much operating on the creative plane.

So it all really gets down to this one fact: The company is a reflection of its leadership. It is easy to figure out what it happening at the top based on what you see happening on other levels of an organization. Sometimes people will want to point the finger and say the problem is here or there, meaning in different departments, but actually everything filters down from the top. So if we want to see different results in any and every area of the business, it must start with the leader first.

Then additionally, I think that a leader needs to maintain this balance. One thing that I suggest my clients do is spend at least an half hour each day just writing about ways that they can improve their service. Now they may not implement everything – probably only 10 to 20 percent of what they come up with, but this exercise gets them thinking from another standpoint. The people who receive the most are the ones who give the most. This is true for individuals, but also for businesses. If the focus is on how can we give the absolute best service, then the profits will follow. If a company is only focused on profits, they missing the big picture and will always be scurrying for business instead of having clients chasing them.

If you’ve heard it once, you’ve heard it one hundred ten times–that overused clich

If you’ve heard it once, you’ve heard it one hundred ten times–that overused clich? urging you to give 110%! But, times change and 110% is no longer good enough. If I am in a leadership role I want 300% from my people. You should, too. This isn’t about inflation; it’s about a better way of thinking about motivation and employee productivity. But, if giving 110% seemed hard, then wouldn’t 300% be nearly impossible? Not with the right kind of leadership. Let’s take a look.

When people show up to work, you already have 100% of them. You have their physical bodies. Let’s call this their hands. The show up and execute tasks in order to deliver some level of production that will enable them to keep their jobs and keep getting a paycheck. However, in business, having just 100% of someone won’t bring about success because you are missing 200%–a very critical 200%.

The next 100% is their head—more specifically, their brains. When we get this 100%, we get a thinking contributor to the team. They are not satisfied by simply doing the work. Seeking out intellectual stimulation, they like to think up better ways to do the work. They enjoy being recognized for the contributions they make to the team, and being asked, “What do you think?”

With hands and head, we have 200%. That’s not bad, but it’s not enough to defeat your competition, whose employees are giving 300%. And that final 100% is the heart. When we get this from our employees, we get their dedication and commitment to the task and to the cause. People who put their heart into their work jump in with both feet and are emotionally engaged in what they do. But, the only way to get your employees to bring this to the job is for leadership to treat them with trust and respect, and to help them see their contribution to the bigger picture. These folks come to work because they want to–not because they have to. They are bright, and emotionally committed to the objectives of the firm. The companies that get 300% from their employees are the ones that win in business.

I realize that 300% is optimal. Maybe on some days, we get 100% of their hands (meaning they showed up for work), 55% of their head, and 71% of their heart. That’s still significantly better than a measly 110%. Of course, if they don’t show up, you get 0%. Employees who are not challenged to use their head and heart are much more likely to be absent from work. But those who are asked to contribute 200% and 300% have greater reliability. It has everything to do with feeling like you are making a valuable contribution and that you truly are part of the team.

I encourage you to start looking at your people through these three lenses. If they’re not showing up–if you don’t even get their hands on a regular basis–do you really have room for them on your team? But, just coming in isn’t enough. Are they thinking on the job? Are they looking for and suggesting new and better ways to get the work done? Finally, are they passionate about what the company does, and their role in it? The only chance you have for people to give you 300% is to lead them well. In other words, are you giving 300%, too?

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