4 Things Leaders Must Do to Bring the Best Out Of People
According to a survey by the Conference Board, a global market research firm, most of today”s employees in the workplace dislike their jobs. In addition, a survey conducted by Right Management, a division of Manpower, illustrated that 60% of employees intend to leave their jobs when the economy improves. It”s no secret that the majority of today”s employees are unmotivated and disengaged in the workplace and their disengagement according to the Gallup organization costs employers roughly $300 billion annually. What can organizations, managers and leaders do to create a workplace environment where employees are inspired to perform? Based on my experience of training thousands of supervisors, managers and senior level leaders across the country, I have concluded that workplace leaders must focus on being at least four things to their employees which display specific qualities that inspire, motivate, develop and empower employees to want to perform. 4 Things Leaders Must be to Bring the Best Out of Employees: 1. Be a Coach: A coach is one who teaches, develops and helps employees identify obstacles that prevent top performance. Coaching is about strategically and tactfully asking your employees the right questions so they can learn to ultimately see things for themselves. Asking questions guides a person”s thinking. For example, instead of solving your employees problems and just giving them answers, a coach will ask a series of questions that probe the employee to solve the problem. This takes time, but if deliberately practiced, the employee will soon get in the habit of asking himself or herself the same questions and will ultimately develop a problem solving mentality just like the manager or leader who acted as the coach. Coaches are also energetic, passionate and lead by example. The coaching style is very attractive to employees who become receptive to the coach”s suggestions of new ways of working to improve performance. 2. Be a Sergeant: A sergeant, just like a drill sergeant in the U.S. Army is one who pushes, challenges and transforms an individual to prepare them to succeed. As a sergeant, you must ultimately be ready to make decisions in times of crisis, emergencies and deadlines and stand by your decisions as your employees execute your demands without question. Keep in mind, many managers and leaders make the mistake of applying this style frequently, which results in employees who are only performing out of fear or they are intimidated by the manager or leader acting as the sergeant. While the manager or leader who frequently uses this style may still get results, he or she must understand that employees are more than likely only performing at half of their true capacity. They are indeed only performing just enough to keep from being fired. The sergeant must also knew when to apply pressure and stress to particular employees and teams so that they do not become too comfortable, complacent and content. The sergeant serves to remind them that in today”s competitive economy and workplace, there is no comfort zone!watch Brooklyn 2015 film online now 3. Be an Encourager: An encourager is one who supports, empathizes and listens to employees who may be experiencing personal issues, low morale, burned out or simply frustrated at work. So many managers and leaders continue to fail to understand that they must connect with their employees on a personal level. They believe that employees should just do what they are paid to do and that it is not necessary to get to know them personally. This is one of the biggest mistakes managers and leaders make and what they continually fail to realize is that...
Read MoreThe Fabulous Four Qualities of Top Performing Teams (Part 1)
What is it that makes certain people in a company or organization come together and accomplish extraordinary things? How can a team of people who may only be average performers individually, produce remarkable results when they work together? How do they consistently exceed expectations every year and have the audacity to set even higher goals, all while having fun as they work? Throughout my training experiences and discussions with thousands of supervisors, managers, directors and senior executives, I have realized that there are four things these workplace winners have in common: Shared Purpose, Open Communication, Trust and an Innovative Mentality. Some organizations are completely blind to the fact that they don’t have teams, they have groups. The main difference between a group and a team is that a group is just a collection of individuals who are only looking out for their self interest. They only care about their individual goals, promotion, salary etc.. A team consists of individuals who understand that none of us is greater than all of us and they genuinely care about each other and know they can only grow and win, when they help their team members grow and win.Watch Full Movie Online Streaming Online and Download The Fabulous Four Qualities listed below will help your team grow to the next level and eventually become a top performing team: 1. Shared Purpose: – Every team member knows the vision, mission, goals of the team and the overall organization. – Each team member knows why their work, tasks, duties and contribution matters, and how it impacts the entire team and organization. – Each team member knows their role, responsibilities, what they’re accountable for, and no matter how small their role, it is equally celebrated, valued and respected by the team. 2. Open Communication: – Each team member feels as though they can freely share ideas, opinions and potential solutions to the team without fear or being ridiculed. – High performing teams have feedback forums (meetings, social gatherings etc…) where feedback on performance, ideas, needs for assistance are communicated. 3. Trust: – High performing teams consistently do what they say, and they hold every team member accountable to the same standard. – Each team member shares personal interest and goals. (They become like extended family) 4. Innovative Mentality: – Each team member has an innovative mentality, which means they relentlessly see or do things in a new or more effective way. – Top performing teams have no comfort zone. Members of teams with comfort zones say things such as “if ain’t broke don’t fix it.” Top performing teams understand that a comfort zone in today’s rapidly changing economy means laid-off, outsourced or downsized. Instead, their mentality is “if ain’t broke don’t fix it, unless you can make it better!” – Top performing teams have innovative sessions, where they meet frequently to discuss how to improve the product, service, programs, reports, equipment, etc… They dedicate entire meetings to just thinking about better methods and improving things. It’s no secret that top performing teams go from ordinary to extraordinary by doing certain things and having specific qualities. It may take some time, but your team can accomplish it.Watch movie online The Transporter Refueled (2015) In part 2, we will discuss the particular phases of team development and what leaders must do to make sure their team successfully graduates from each phase. Grind for...
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