Do Your Employees Tell Friends and Family They LOVE Where They Work?

by blogadmin 27. September 2018 01:35

  

 HR & Recruiting Edition | September 27, 2018

"Customers will never love a company until the employees love it first." -Simon Sinek

Employees spend half their lives at work. It should at least be a pleasant experience. Whether employees are treated unfairly or believe to be treated unfairly, morale is the first to go. What then soon follows? Teamwork and productivity. After this, dissatified employees begin to share their negative experiences at work with family, friends, and their social media netwwork thus turning away potential customers and job candidates.

In order for employees to love their work place, these 3 things matter:

1.  Taking interest in the well-being and success of employees

2.  Providing support, mentoring, and tools for employees to grow

3.  Keeping up the physical environment in which they work in daily

In order for employees to love their work place, use these 3 approaches:

1. Engage and ask your employees what they love and what you could do differently to reduce frustrations

2. Involve your employees in decisions and let them know their voices are being heard

3. Be authentic and sincere by refining your communication style, systems, and practices to honor employees and build trust

It's good to view your employees as internal customers. This means that each employee must be considered a valued client who can always be treated with patience, dignity and respect. Then, you can count on your employees sharing why your company is a great place to work and patronize. 

Same Roster, Different Leadership. Better Results.

by blogadmin 4. September 2018 03:03

See full article by Psychologist Ryne Sherman, Ph.D.

Sports are an excellent laboratory for understanding how leadership impacts organizational effectiveness. Consider the case of the Florida Atlantic University football program.

In the fall of 2011 there was a great deal of excitement in Boca Raton as it was the opening season for a brand new, $70 million football stadium. The season, however, was disappointing for FAU fans with a finish of 1 win and 11 losses. And they could never fill their stadium more than half-full. The legendary Howard Schnellenberger, retired and stepped down as coach.

The team did not fare much better over the next 5 seasons. Carl Pellini was hired, but resigned for alleged illegal drug use. Charlie Partridge took over, but was fired. Finally, FAU hired Lane Kiffin as head coach for the 2017 season. Without a full season to recruit, Kiffin was faced with the same players who had just produced back-to-back 3-9 records. For this reason, what happened in 2017 was remarkable:

- An 11-3 record, their best ever

- A team record 58 points in a game against Old Dominion

-Breaking that record with 69 points in the game against North Texas the following week.

- Scoring 73 offensive touchdowns, tied for 3rd in the nation.

-An undefeated record of 8-0 in conference play.

- Winning the conference championship with a 41-17 victory over North Texas.

-Becoming Boca Raton Bowl Champions with a 50-3 win over Akron. 

Same roster. Different leadership. Vastly Different Results. Despite having the same players, the team looked vastly different. The 2016 team looked lost and panicked on critical plays. The 2017 team reacted beautifully to a 4th-and-goal situation. No panic. They knew exactly what play to run and how to execute it in the situation.  That's preparation. Preparation that can only come from leadership.

View FAU's 4th and goal clip 

In the 1970's and 80's, the consensus among leadership researchers was that leadership is situationally-driven. That is, leadership and organizational outcomes were entirely based on circumstances outside individual control. In the decades since, we've proven over and over again that who is in charge has dramatic consequences for performance in sports, business, and politics. Lane Kiffin was placed in the excact same situation as his predecessors. the results of this natural experiment once again confirm the hypothesis that leadership matters.

As for 2018, FAU begins the season as 21-point underdogs and may never flourish as much as 2017. BUT, I wouldn't bet against Kiffin and his team.

 

 

4 Biggest Weaknesses of Great Leaders...P.S. It's Not What You Think!

by blogadmin 27. August 2018 05:04

 

Carol Helsel | HR & Recruiting Edtion | August 28, 2018

You are a leader of a growing organization on the verge of huge success! You are close. You can feel it. Yet, you're not quite there. You scratch your head puzzled by what's missing. After all, you are a really good leader which is why your business is where it's at, right? Yes, except that a track record of success can breed patterns of behavior that can turn strengths into weaknesses when the business grows quickly. You don't want to hurt your company now.

Here are the 4 most common Achilles' heels of great leaders:

1. LISTENING (TO FAKING IT). Are you giving the appearance of listening lately? A business leader starts out as a genuinely good listener-attentive, curious, and interested. Then as success comes along with massive demands on their time, they start to fake it. The reality is they are paying attention and processing less of what they do hear.  The result is that the leader becomes more and more isolated and less informed.

TIP: Make a conscious effort to stop and truly listen. Repeat back what you're hearing. Do you really understand what's being said? 

2. MULTITASKING (DIMINISHES FOCUS). One of the strengths of most great leaders is the ability to get through a huge volume of work. Another is to be "in the moment" and focus. As the business grows and demands for time are stretched, guess which strength wins out? Multitasking. Because of the allure of decreasing the amount of work, the leader's ability to focus on a singular issue lessens. One on one meetings change to routine memos. Darting outside to take phone calls becomes routine. The quality of your decision-making suffers inordinately, and your credibility make take a beating as your team realizes you are not really "present" anymore.

TIP: Try multitasking only when you're alone. Discipline yourself to be fully present and in the moment when you are with others.

3. SNAP DECISIONS (BECOME LESS DEPENDABLE). Ahhh...experience and judgement: the two skills that got you where you are today. You quickly assimilate data, appraise the situation, and call the play. You get it right more often than not. But because of growth, your business handles more data now than you can possibly assimilate as quickly as you once did. So, your snap decisions aren't as dependable as they once were, but because you are the big kahuna, no one is telling you any differently.

TIP: Take trip down to the field or front line (or a "secret shopper") and find out if the last decision you made really did work in practice or if it's just sitting there, clunky and irrelevant that everyone is trying his or her best to ignore. 

4. COMMUNICATION (TURNS TO MANIPULATION). You're proud of your communication skills. Your ability to paint a vision and to communicate it in a way that motivates others is at the core of who you are. It's a key skill that has gotten you where you are today. Early on, you realized that you're so good at communicating and motivating others that you could short-circuit the process, avoidy the lengthy process of collaboration and getting buy in. Now, as success brings a gigantic workload, there simply isn't enough time to motivate others. You've slipped into manipulation as a default. In other words, your team is doing what they are supposed to be doing, but with minimal effort. 

TIP: Ask yourself, "how often recently has your team taken an idea of yours and not only implemented it, but honed in on it and improved upon it? If the answer is "rarely", chances are you've slipped into default manipulation mode.

 All The Best,

Carol 

(See more: Les McKeowen, CEO. Consulting by Predictable Success @PredSuccess.)  

 

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