Dear Change Leader, Change Yourself.

by blogadmin 3. June 2019 02:37

  

 Rhoda Kreuzer | Leadership In Action | Leadership Edition 

Why is change so difficult at work? Often, it's because leadership uses a logical approach to deal with the implementation of a new process, but ignores the emotional side of the equation. Put yourself in your others' desk chairs when it comes to change:

(1) It is unknown. We can't be sure if the change will be positive or if it will work.

(2) It requires us to change our pattern of behavior. Most people enjoy a routine pattern or a way of doing things. Change disrupts our routine. 

(3) It requires energy. Most of us would rather continue our current practice because it takes less work. We prefer autopilot mode.

(4) I am losing something of value. Most of us feel that with change we lose something important. Something we value about our status, our work, our relationships. We may even feel that we are out of control. 

You may think the ability to empathize and fully understand what's going on in a team member's head is easy, but today's leaders need to be REAL change leaders. Draw people into the story by making them active participants. The trick is to uitilize your soft skills and address the real concern of what's in it for them. Great change leaders make people see the positive side of change, show them how they will learn, grow, and improve, and make the status quo seem unappealing.

Personal Challenge:
With upcoming changes that need to be made, what can you do to improve your own soft skills? In what ways can you involve your team in the change process? How can you include them in the journey? Where can you demonstrate your enthusiasm and gratitude for their roles in making your company thrive and become even more successful?

Here's wishing you great success in all that you do! 

Do Your Employees Feel What They Do Matters?

by blogadmin 8. April 2019 02:59

Increases in technology and employee management strategies have driven home an important point: EMPLOYEE ENGAGEMENT is important to business success, but yet woefully ignored. Gallup reports only 15 percent of employees worldwide are engaged in their jobs. A bit of good news is that American workers are twice as likely to be engaged, but even so, that leaves 70% of employees who are disengaged at work.

The cost of disengaged employees to US businesses is a staggering $350 billion per year. To put that in perspective, for every unegaged employee on staff you business will lose $2,246 per year. Disengaged employees take more sick days, miss deadlines, cause customer complaints, and complain. Turnover rates are higher when employee engagement is low, morale is low, and engaged employees find it difficult to work to their full potential.

Here are 5 trends that Human Resources Today expects to see gain traction in 2019:

(1) Do you provide purpose? It's often overlooked, but employees need to feel what they do matters. Not only millenials, but the iGeneration want their work to have purpose. Capitalize on this by ensuring employees understand company values, and how their tasks-big or small-affect company success. Recognition is closely related to feelings of purpose and boosts employee engagement.

(2) Do you focus on employee experience? Employee experience relates to everything the employee does or feels on the job. Technology, corporate culture, workspace, and support systems all factor in to employee experience. Companies who cultivate employee experience have 4 times the average profits of their nonexperiential peers and see 40 percent less turnover. By treating each employee as customers, you ensure a better experience from the bottom up.

(3) Do you adopt professional development into your employment strategies? Technology is evolving at an ever-faster rate. AI, automation, augmented reality, and software advances are all changing the job market, leaving employees concerned their skills will quickly become obsolete. Deloitte Insights reports traning and development rank as the number one job driver for employees under the age of 25 and number two for up to age 35.

(4) Do you provide performance feedback quickly to your employees? Traditional performance reviews were a trial for managers and a major stressor for employees. Today, the use of real-time feedback tools is key. Employees value feedback as it helps them perform better and improves their standing in the workplace. Effective performance managment helps employees align their personal goals with larger organizational goals, helping both employees and the company develop and grow.

(5) Do you commit to diversity and inclusion? Employees feel psychologically safe knowing their company is committed to fairness and equity. Companies who rely on diverse and inclusive work teams are more engaged, creative, and innovative. 

Personal Challenge:

Do your employees show up physically, emotionally, and cognitively every day? Are they enthusiastic about what they do and why they do it? Do they naturally find ways to excel and do you support them? Which of these questions have you answered yes? How about sometimes? How about no? Start with the no's and the maybe's this week. Outline a few initiatives and get engaged!

Have a great week! 

How Do YOU Lead?

by blogadmin 4. February 2019 06:07

LEADERSHIP IN ACTION | LEADERSHIP EDITION | FEBRUARY 4, 2019

"Leadership is not about titles, positions, or flowcharts. It is about one life influencing another." ~John Maxwell

Leaders define success much differently than others within their respective organization. Some may define success as getting their reports done on time, staying within the budget, and meeting deadlines. These tasks are good accomplishments, but they do not meet the test for the INFLUENCE of leaders that spurs success. 

Strong leaders define success as creating influence around things that are important. They strive to change laws or environments, create  opportunities, and to change the power structure to benefit others. They seek to influence not as a benefit to themselves, but rather to assist those they serve. Their measure of success is all about how much they have influenced others for their good. A great calling for those who are not caught up in the trappings of artificial success. 

Personal Challenge:

Which team member do you know the least? When is the last time you took a moment to share your knowledge and expertise? In what new ways can you inspire others?

All The Best,

Rhoda 

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