When people think about motivating employees, they’re usually thinking about ways to reward them. What carrots can be offered to get employees to work harder, what can we dangle in front of them to incent them to take the actions we desire? There are whole books written on ways to reward our employees, and multi-million dollar consulting engagements built on those books.
They include issues big and small, like money, pay-for-performance plans, flexible shifts, thank-you notes, gift cards, extra days off, promotions, educational opportunities, public recognition or a private pat-on-the-back. But while rewarding employees is important, it misses a hugely important point. If someone is hitting your foot with a hammer, you can’t stop the pain with a backrub.
In my experience of practical strategies for managing change, I have identified 8 key areas that need to be considered and addressed in order to maximise your chances of success with a change initiative.
(1) Drivers
Assessing the case for change: Kurt Lewin’s force field analysis work provides useful background and a practical tool for assessing the case for change - a necessary first step and an integral aspect of your strategies for managing change.
The spectacle of a captain less mega oil tanker aimlessly adrift in the Arctic’s environmentally
sensitive waters with millions of gallons of crude oil spewing forth into the pristine backwaters is almost unthinkable. Who can forget the images of oil coated waterfowl fighting for their lives after the Exxon Valdez spillage?
A few survived: strength, luck, and help from human care providers.
The parallel with leaderless leaders? Leaderless leaders?
This time of the holidays before we are headed into a new fiscal year let us not forget to try and plant our feet firmly on the ground because 2010 will be a great year on the Internet for many leaders. It does not take much of a leader to see what he or she can be thankful for.
There are so many leaders around the world and the energy they bring to the world. But this is not about the worlds leaders this is about you being a leader.
On 25 May, 1961, President Kennedy stood before congress and delivered his famous “man on the moon” speech which mobilised 180m American’s to be the first country to put a man on the moon.
Not all presentations you give to your clients or teams will have such a powerful message as this, but nevertheless; there are a number of lessons which you can apply to give your presentations more impact.
One of the biggest business buzzwords today is engagement.
Everyone suddenly seems to have realized that we need to have employees who are engaged in their work. It seems to be the latest “holy grail” in leadership and management circles (teams, lean and total quality are just three past examples).
Like the other examples, creating and nurturing engaged employees is important and will make a difference both for the individuals and the organization. I believe in the importance of engagement and the value of engaged employees. And I believe leaders can make a big difference in this area.
And, if these are my beliefs, you may be wondering why I opened on a bit of a cynical note?
To become a leader, you have to be able to work with others, have an effective communication line with others so that you can achieve all of your goals. Although this may sound easy, it actually isn’t. Being in the position to lead your team could really put a heavy pressure on your back. But to get through this a little easier, maybe you could start by reflecting on your strong and weak points.
Becoming aware of your strong and weak areas are key points in leadership development. By knowing your weak points, you can start working on them so that you could either get rid of them or turn them into positive characteristics. This also goes the same for your strengths. By recognizing them, your self esteem is boosted and you can find ways to use them to their maximum benefits.
People are persuaded to say yes to your product, service, idea, initiative, approach etc based on the quality of your proposition and a positive impression about you. But how does one ensure this positive impression and enhance personal credibility?
Here are 3 ways:
10 Ways to Improve Your Team’s Performance and Gain Back Your Personal Time
Business Management, Time Management No Comments »Are you having trouble getting your team to meet company goals? Is your team lacking energy, creativity and motivation? Are you stressed, overwhelmed and feeling the need to work long hours just to hold your department together? It doesn’t need to be that way you can take control of the situation. You can get your team working effectively towards a common goal and you can gain back your personal time.
Work is important and you want to exceed company expectations but having control of your time to pursue personal interests is just as important. You want to be there to see the kids grow up and have time for that significant other (Yes honey I meant you and not golfing)… but you also want to have time to shave a few strokes off that handicap as well. Whatever your interests are you need to find balance. Work on implementing these 10 steps and you will improve your teams performance and gain back your personal time.
We’ve all heard the phrase a “flash of inspiration” or a “flash of brilliance”. I don’t know where those phrases came from exactly, but they create a perfect metaphor.
Think about the flash from a camera (or if you are old enough, from a disposable flashbulb).
Some spark or electrical charge provides the impetus for the flash to go off. At that precise moment the camera takes a picture, capturing the moment more effectively and more vividly because of the flash. Once the camera has created the picture (with the help of the flash) you can look at it and eventually, if it is a good picture, you will share it with others.
I’m suggesting that we think about our ideas - our “flashes of brilliance” - the same way.
-
Subscribe To Feed!
Call Center Cafe'- 5 Reasons Call Center Coaching FailsMarch 11, 2010Why don't call centers enhance their coaching techniques? Every one I've encountered that remains stuck in the muck claims "We don't have time to do a more thorough job!"gyahner
- What Are the Essential Call Center Customer Interaction Services?March 11, 2010An integrated customer life management program can extend a range of potential customer services for each stage within customer life cycle of the business.gyahner
- How to Boost Morale at WorkMarch 10, 2010It's your satisfaction on your job and the general attitude you have towards your firm and your work that will determine the quality of output.gyahner
- Focus Coaching Efforts and Use Time WiselyMarch 9, 2010To whom should the frontline supervisor devote the most time? In a company that wants to increase its profitability and competitive edge, the answer would naturally be the average or underperformersgyahner
- The Wrong Way to TrainMarch 9, 2010It is estimated that up to 87% of the skills learned in a classroom are lost within one monthgyahner
- 5 Reasons Call Center Coaching FailsMarch 11, 2010
-
Job Interview Secret
