Afleveringen
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Value Creation through Career Paths and accessible Training Opportunities- Your people need to feel valued and this is a key step to achieving that.
Ensure you have fair, achievable and accessible career paths and training opportunities that are supported by an exceptional leadership team.
In order to make you the best leader you can be you need to embrace this key area and ensure you are supporting it.
This is important for a few reasons; Employeeâs will stay if they can follow a pathway that is clear and supported Career paths provide brilliant ways for employees to gain further training and be of greater value to your business, as well as themselves. Staff progressing through the business and staying helps promote a culture that is positive and rewarding, and encourages shared success Staff feel more valued and therefore more engaged if they can follow a career path This Engages your People and leads to innovation and improved culture which directly positively impacts the bottom line
Developing your Personal Leadership- Always focus on this
You may not have given much thought to how adults learn and retain knowledge, but in fact research shows they can be broken into 3 different learning stylesâŠ.now these are not exclusive, there is overlap, but generally people are more dominant in one area. Knowing this will help you understand how your audience reacts to uptake of knowledge and will help you streamline and prepare key communications with your people. These are; Visual learner Auditory learner Kinesthetic learner
Empathy and Value creation is a key pillar to Future Proofing you leadership skills- This is what your people demand. Hence focus on Servant leadership and Coaching to help get you there.
Servant Leadership- Originally coined by Greenleaf in the 1970âs- A key to your success
Servant leadership is a method of development for leaders. Servant leadership stresses the importance of the role a leader plays as the steward of the resources of the group, and teaches leaders to serve others while still achieving the goals set forth by the business.
âThe servant-leader is the servant first⊠It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessionsâ
Greenleaf- The ten principles of servant leadership
1. Listening. 2. Empathy. 3. Healing. 4. Awareness. 6. Conceptualization. 7. Foresight. 8. Stewardship. 9. Commitment to the Growth of People. 10. Building Community.
Coaching Coaching is one of the key traits of an outstanding leader, and the skills you gain through practicing this will lead you to uncovering new ideas, needs, and strategies by working with your people. This naturally starts to future proof your leadership skills and keeps you ahead of the competition.. It is something that can be learned and will set you apart as a great leader if you can master the habits and make them part of your leadership style. Coaching is defined in many ways. The essence of coaching is: To help a person change in the way they wish and help them go in the direction they want to go. Coaching supports a person at every level in becoming who they want to be. Coaching builds awareness and empowers choice that leads to change. It unlocks a personâs potential to maximise their performance. Coaching helps them to learn rather than teaching them.
Coaching is a learned skill, and like a muscle it is one of those things that can be developed with training and use. The more you practice it the stronger it gets, until it becomes second nature and forms a key part of your core business skill set.
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Learn to communicate and collaborate
Communication and collaboration are vital to achieving a streamlined team. Every opportunity to foster teamwork should be embraced, this is a mindset shift for many leaders who are used to âtellingâ instead of involving themselves. Group training that features Agile based games and exercises can also build bonds and be enjoyable, if you are struggling to achieve this. This aids in the development of effective communication.
Be transparent (as much as possible)
Sharing responsibility and being accountable are key factors in transparency. That means not just holding your team accountable, but you too! At the end of the day, it is a team effort. Withholding data or important information will do more harm than good, as will being directive without discussion or acceptance of ideas. Transparency in giving performance feedback and tracking growth and development boosts team morale. Donât miss out on using these core skills.
Stay humble and reflect- This is the hardest mindset shift for many leaders!
Human error can sometimes produce negative outcomes. Instead of dwelling on the negatives, you should be able to take it as a learning experience and move on. Fail fast- fail forward- this helps keep everyone on track. People make mistakes for various reasons, understand them first and then you have the opportunity for growth and learning to occur.
Develop you agile mindset skills to the point they are second nature
The agile mindset places value on constant improvement, in today's constantly changing workplace this is a great benefit to you!. This is applied to software, techniques, and the people involved. Things and people always have room to improve and reach their highest potential, therefore growth and progress is an ongoing process. It also doesnât just benefit employees. It boosts the performance of the firm as a whole, adn allows you to engage as a leader across all spectrums of the business and the people's needs. This is what will help future proof your leadership.
Donât let your business suffer, let me help you make your business the best that it can be by utilizing your greatest assets, Your People!!!!
Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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Zijn er afleveringen die ontbreken?
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The value needs around training are the biggest driver in the current and future workforce, so that means you need to be agile in your thinking as this is a big change from the previous 20 years. This is why building your leadership mindset, and being agile your self is so key to future proofing your leadership.
Embrace Continuous Learning
You no longer have all the answers, and if you want to be a future proof leader, you need to acet this and look at the solution. The solution is continuous learning, allowing yourself to keep challenging assumptions and grow in your role. This is key to keeping you ahead of change and dealing with crises. If you run a department this should also be an area you focus on for your people. They want continuous learning as they know it future proofs their careers. So use this to your benefit, allow yourself and others to access learning and focus on developing a learning culture in your team or business. This is a win-win as it supports your people, improves revenue, and creates a positive and supportive culture. Don't miss out on this key opportunity.
To help you get there, or your leaders get there, you might need to make a key mindset shift, and that is to embrace Agile thinking into your leadership tool kit, and have it become a part of your everyday thought process.
Agile Leadership is key to your business success and to Future Proofing your Leadership skills
The Agile Manifesto which was software focussed also sums up what we need to do to future proof our leadership skills- probably not surprising as this is looking at new Technology and your leadership skills need to be doing the same, especially if you want to future proof your skills. This manifesto values the following:
âIndividuals and interactions over processes and tools Working software over comprehensive documentation Customer collaboration over contract negotiation Responding to change over following a plan.â
The core principles of Agile are:
Customer satisfaction is the top priority. Embrace logical change at every step of the project. Create working deliverables then gradually improve them. Business and tech people need to work together. Build projects around motivated teams to produce quality results. Face to face communication is preferred over other forms of interaction. A working product is the best measure of success. Aim for a sustainable pace of development. Invest sufficient time to produce quality products. There is power in simplicity. Self-organizing teams are ideal. You can learn valuable lessons from both failure and success.
Keeping these principles in mind can help you and your team to become more open-minded to the agile mindset approach. They are the core values that help to nurture more efficiency in teamwork. Hence they are goals you need to incorporate into your everyday work styl in order to start to develop your agile mindset.
Donât let your business suffer, let me help you make your business the best that it can be by utilizing your greatest assets, Your People!!!!
Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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Introduction- Part 1- Ep49- Future Leadership- Why is it Different? Each Series this season builds on core knowledge that will help you develop a world class People Engagement and leadership tool kit. Many episodes interlink and support each other in order to allow you to gain in depth knowledge of the strategies and key people needs that you can focus on in your business. Make sure you download the show notes for each episode as I will always include the key strategies so you can take them away to use for yourself or your business. These all come together in today's Season finale as we really focus on the future of leadership. Key Tips to get you started today It is very worthwhile that you keep in mind the rapidly changing workforce and its needs, as you are developing your people engagement tool kit. We are now regularly impacted by things such as; The Gig economy. Gen Y and beyond being more focused on finding something that fits culturally with their beliefs and having a high willingness to change roles if they donât. The death of the long term job. Out of the box things like a global pandemic Constant change WFH Remote workforces AI Staff expect to feel valued An agile workplace is needed for success
Always keep these key changes in mind as they will affect the entire culture of your business, and hence the people. Your leadership team should always be planning for the future so staying aware of key trends and preparing to integrate them is another key aspect of engaging your people. Change is our working reality, don't be scared of it, instead look for ways to incorporate it into your business, and it will take you to greater levels of success. This is a key component of future proofing your leadership skills. The future of work will bring a number of challenges, such as a digital talent shortage and the need for a strong employer brand. Off the back of this, how we recruit, and form teams will change, so how we lead those teams will inevitably evolve. Plus over 70% of our workers will be millennials by 2025, this means value creation is key to your success.
You need to move your mindset to achieve an understanding of this, and for most leaders that means understanding the move from transactional leadership to transformational leadership. This is key to your success.
Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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Introduction
People are the powerhouse behind everything, they are an intrinsic part of your business, and your everyday life. If you can't engage and work with them in a mutually beneficial style then everything suffers.
I passionately believe in not only ensuring your people are engaged, but in putting people at the centre of the work equation. Whilst the business, or product, or service, is still vitally important, it is the people that will ultimately make or break your company's success. If you have people or processes in your business that are a mismatch, it means your business cannot meet its full potential. If left unchecked the business and the culture can be badly impacted, as people tend to embed themselves and develop a poor culture around them to keep them safe in their roles. This is often a hidden area in any business, yet it can cause so much damage and needs to be prevented from happening, or fixed quickly if already well established.
I will take you through the steps for giving you many different ways in which you can structure your business to make sure that you can avoid hiring mismatches, and if you do, or already have them, allow you to remove them as quickly as possible.
If your hiring decisions have been 100% correct, then you are in rare territory. Most organizations experience some type of âpeopleâ issue at some point in their hiring processes. The new hire, for whatever reason, is not the person for the job or the organization. Sometimes this is easily resolved with training but what happens when it festers and nothing is done? What you do when you realize that there is a mismatch between the employee and the business, is critical for everyone's success. There are steps you can put in place to prevent this from happening in the future, and to manage it if it is already happening in your business. Regardless of the situation that you find yourself in, you want to have a system, and processes in place that allow for quick decisions, and successful resolutions.
A business mismatch is not just people and beliefs, it can also be processes and implementation. Both are key parts of what can make or break your business. Never forget to look deeper and examine the processes in your business, are they really as effective as they used to be, or has time and technology also made them a mismatch in your business? HINT- If you have been using the same process for over 5 years, you are missing an opportunity in your business to re-examine and change it to suit your current needs.
âDon't forget this key area, as it can be a major part of your cost improvement plan. Often old processes are more costly than you realise. It's easy to investigate them and the results can be amazing!!!
Key Issues to review- People and Recruitment Focus
Do the standard operating procedures and positions contain clear performance standards? Are performance 1:1 meetings occurring between leaders and their direct reports? Is there documentation on performance? Is there a policy or informal rule for 'probation'? Is there an arbitration clause in employment contracts? Make the decision sooner rather than later, focus on performance
Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
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One of the biggest process mismatches I see regularly occur across business of all levels is recruitment and onboarding. The gaps here are often huge You can easily avoid this!!!! I have talked about good recruitment techniques in Part 2 to keep you out of trouble. However when recruitment finishes and onboarding starts, it is another key risk area, one where mismatches often occur leading to either disengagement or staff members leaving soon after hire.
Good Onboarding
Done by the hiring manager Clear weekly agenda Time spent with the person to ensure any required training is clear and being utilized. Hiring manager to review all training with the new employee as it is finished/passed. Clear program set out for the entire length of probation, and run by the hiring manager- milestones, expectations and meetings. For the first week, the hiring manager should meet with the new employee daily at a minimum. For the entire length of probation the program should ensure the new employee has weekly/bi-weekly meetings with the new manager to review their feelings of settling in, success, training, needs, general work ability. Including 2 way feedback Fixed probation review meeting with workplace expectations that are clear and able to be reviewed. Clear objectives Most importantly- document everything!!!!
Probation
This can be your saving grace, and should be used if the employee is not meeting the standards required
In Job Contract Clear and legal terms Enforceable Monitored during entre length of Induction Hiring manager responsible for deciding on sign off and reviews Clear objectives to be met Include behavioral objectives to ensure the culture is upheld Clear steps in terms of feedback and opportunity to improve
Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
Shows Previous: Episode 33-36 Continuous Improvement- Make money while you sleep! Next: Episode 41-44 Coach your way to Exceptional Leadership
Written by Lisa Askwith Director of ApexBRS | ApexBRS, Regional Director of See Global Media, Chair of EGN Singapore, and Associate Professor Cambridge Corporate University | At the Age of Change, providing the HR component of the Global Executive MBA and BBA. Lisa has worked for some of the largest companies in the world and successfully led restructures and change management programs in order to improve the bottom line through engaging the people for success, while developing exceptional leaders who can make a positive impact on Culture and long term business sustainability.
You can connect with Lisa on any of her platforms
LinkedIn Lisa Askwith - Director - Apex BRS https://www.apexbrs.com/ https://www.facebook.com/ApexBRS https://tockify.com/ibgrnetwork/pinboaird?search=lisa&startms=1602216000000
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Think about the types of processes that run your business- the more you think about it the more you see just how many there are- recruitment, training, on boarding, payroll, tenders, Performance reviews, sales processes, manufacturingâŠâŠ.the list can literally go on and onâŠ.
Who is responsible for these processes? Who monitors there outcomes Does your business have an audit schedule for all processes? How do you know if a process is still serving your business or if it is causing a mismatch?
Donât let fixed processes fool you. If you are in a business where there are lots of processes that require clear steps, and they have been that way for years, then you are creating a huge risk of mismatches. People will stay with the status quo, as it is known, and often even good employees who are normally innovative will not speak up, as they have become so used to the process, they simply do not see it any more.
The best way you can stay ahead of process mismatches in your business is develop a regular audit schedule of processes. Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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People mismatches and how to avoid them
Who owns the people process?....or do you even have a people process Does your Organisation chart really match how the people in the business are managed? Is there accountability for this? Who monitors new starters? How are performance reviews structured? Is there a clear induction process with steps that need to be achieved? Do your employment contracts clearly outline legal implications, such as probation, arbitration, appeals, etc. Who reviews long serving members? KPIâs? Do they include agreed behavioural ones? JDâs? Are they clear and followed by appraisals? Is there a culture that governs what is acceptable or is there a charter? Are staff held accountable? Is mentoring available? Who is accountable for addressing âpeopleâ issues? Is the hiring manager fully involved in the entire process?
There is a huge range of areas around people that need a robust and clear plan, documentation, and support, to ensure you can identify and remove any mismatches as soon as possible. After years in business I can confidently say that it is much better to act sooner on this key issue, rather than later.
What You Need to Do
Determine the cause of the mismatch. Is this a mismatch or simply a miscommunication? Develop a plan for corrective action. This plan should be developed in consultation with the employee. Address the performance problem not the problem of the âperson.â Document and communicate the plan with the employee in writing Execute the plan Evaluate progress Problem Solved, or Is it time for termination or reassignment. Review your existing Recruitment and Retention process to update or fill in any gaps that were discovered while evaluating the cause of the mismatch. Make sure that you have clauses in your contract that allow for a probationary period which will make it easier to terminate if a mismatch is found during the start of the employment period.
It's not just a great recruitment plan that helps you be able to prevent, or quickly recognise a mismatch in your business. There are 2 other critical steps you must be in control of, and have a robust structure around- On Boarding and Probation.
Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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Introduction
People are the powerhouse behind everything, they are an intrinsic part of your business, and your everyday life. If you can't engage and work with them in a mutually beneficial style then everything suffers.
I passionately believe in not only ensuring your people are engaged, but in putting people at the centre of the work equation. Whilst the business, or product, or service, is still vitally important, it is the people that will ultimately make or break your company's success. If you have people or processes in your business that are a mismatch, it means your business cannot meet its full potential. If left unchecked the business and the culture can be badly impacted, as people tend to embed themselves and develop a poor culture around them to keep them safe in their roles. This is often a hidden area in any business, yet it can cause so much damage and needs to be prevented from happening, or fixed quickly if already well established.
I will take you through the steps for giving you many different ways in which you can structure your business to make sure that you can avoid hiring mismatches, and if you do, or already have them, allow you to remove them as quickly as possible.
If your hiring decisions have been 100% correct, then you are in rare territory. Most organizations experience some type of âpeopleâ issue at some point in their hiring processes. The new hire, for whatever reason, is not the person for the job or the organization. Sometimes this is easily resolved with training but what happens when it festers and nothing is done? What you do when you realize that there is a mismatch between the employee and the business, is critical for everyone's success. There are steps you can put in place to prevent this from happening in the future, and to manage it if it is already happening in your business. Regardless of the situation that you find yourself in, you want to have a system, and processes in place that allow for quick decisions, and successful resolutions.
A business mismatch is not just people and beliefs, it can also be processes and implementation. Both are key parts of what can make or break your business. Never forget to look deeper and examine the processes in your business, are they really as effective as they used to be, or has time and technology also made them a mismatch in your business? HINT- If you have been using the same process for over 5 years, you are missing an opportunity in your business to re-examine and change it to suit your current needs.
âDon't forget this key area, as it can be a major part of your cost improvement plan. Often old processes are more costly than you realise. It's easy to investigate them and the results can be amazing!!!
Key Issues to review- People and Recruitment Focus
Do the standard operating procedures and positions contain clear performance standards? Are performance 1:1 meetings occurring between leaders and their direct reports? Is there documentation on performance? Is there a policy or informal rule for 'probation'? Is there an arbitration clause in employment contracts? Make the decision sooner rather than later, focus on performance
Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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To help you solidify your coaching skills as an exceptional leader, you need to focus on how you can retain your leadership mindset into the future, through challenge, and stay relevant and up to date. To do this, the next step is developing your growth mindset. Growth Mindset: âIn a growth mindset, people believe that their most basic abilities can be developed through dedication and hard workâbrains and talent are just the starting point. This view creates a love of learning and a resilience that is essential for great accomplishment.â (Dweck, 2015)
Having a growth mindset means you believe in yourself and especially in your ability to change, learn and develop. ... In the Growth Mindset, errors are seen as the natural part of learning and the students with a Growth Mindset, process their mistakes and correct them and that way they also learn from them. This allows you to use your coaching skills, your authenticity and mentoring in order to become an exceptional leader, as you are willing to change and do better and learn from your mistakes not ignore or hide them. Consistently as we restructure companies and help them achieve success by engaging their people, we are seeing a common theme established as to what an authentic leader looks like. My top 10 traits that you should be looking for both in yourself and your leadership team are; 1. Self-awareness and constant self improvement 2. Lead with heart 3. Focus on long-term results 4. Integrity 5. Lead with vision 6. Listening skills 7. Transparency 8. Consistency 9. Share success with the team 10. Drawing on experience
Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
Shows Previous: Episode 33-36 Continuous Improvement- Make money while you sleep! Next: Episode 41-44 Coach your way to Exceptional Leadership
Written by Lisa Askwith Director of ApexBRS | ApexBRS, Regional Director of See Global Media, Chair of EGN Singapore, and Associate Professor Cambridge Corporate University | At the Age of Change, providing the HR component of the Global Executive MBA and BBA. Lisa has worked for some of the largest companies in the world and successfully led restructures and change management programs in order to improve the bottom line through engaging the people for success, while developing exceptional leaders who can make a positive impact on Culture and long term business sustainability.
You can connect with Lisa on any of her platforms
LinkedIn Lisa Askwith - Director - Apex BRS https://www.apexbrs.com/ https://www.facebook.com/ApexBRS https://tockify.com/ibgrnetwork/pinboaird?search=lisa&startms=1602216000000
To Book a free 45 Minute Discovery call- https://calendly.com/lisa-apexbrs/45min
To Book a 1 hour Consultation call- https://calendly.com/lisa-apexbrs/consultation-call
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A good coach brings specific and well-defined issues to the attention of others. Being unspecific about problem areas, or failing to bring them up with the appropriate parties, suggests a reluctance to affect positive change and a lack of leadership. Confront issues in a positive coaching mindset, don't hide from them! A good coach is, âą positive, âą enthusiastic, âą supportive, âą trusting, âą focused, âą goal-oriented, âą knowledgeable, âą observant, âą respectful, âą patient âą and a clear communicator. So essentially a skilled and empathetic leader.
You need leadership to make everything work particularly when it comes to engaging your people and developing both trust and a culture you can be proud of.
Develop a leadership network internally and externally This is key for pulling everything together It will help you stay ahead of change It allows you to grow though exposure, and capitalizing on others successes and failures It gives you new options and ways of thinking It increases your leadership presence It stops you from stagnating It allows you to appreciate more points of view Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really achieve this. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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To make this possible you need some key steps to work really well for you, these are; Strong leadership in place that is focused on developing a supportive and positive people culture- regular 360 degree feedback and culture surveys Consistent and constant leadership training that reflects the company values, culture and empathic leadership Visible leaders Leaders walking the talk Available leaders- working teams can help with this A living breathing culture that is distributed through all parts of the business Regular open communication Regular praise and recognition Psychological safety Leaders who are exceptional coaches and mentors- as this is the key development step that allows them to become truly authentic and empathetic.
Then focus on developing your coaching skills one, the first area to focus on is your ability to interact with your people through thoughtful, supportive and insightful questioning.
Use the GROW model to help you structure this- The GROW Model Explained for Coaches (Plus Special Report .PDF) | The Launchpad - The Coaching Tools Company Blog
Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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Coaching is an often forgotten or unrated skill, which is actually a core need if you want to be an exceptional leader. I am not saying you are becoming a coach instead of a leader, but you are integrating the core skills of a great coach into your tool kit, allowing you to have more open and beneficial conversations with your people, allowing you to become their cheerleader without even thinking about, and ultimately leading you to a place of exceptional leadership and highly engaged people in your teams. This is good for them and good for you, so a great win- win in any type of business.
Becoming a leader that has a clear focus on developing a their core coaching skills, is key to engaging the new value based workforce, they want to give and receive value, and if you have coaching skills it makes it much easier for you to uncover and develop this core need, so why not capitalise on that and allow your people engagement and business results to soar! A focus on being an exceptional leader via coaching, will allow your people to really engage with your business and provide unexpected yet beneficial ideas and results, which are critical for your future business success. Plus itâs a core part of your people engagement tool kit. Something you can actually utilize in many cases at very lost cost with a high level of positive rewards.
To develop your leadership mindset and lead teams, there are several areas you need to focus on developing, Covey sums it up well, and suggests 6 critical factors, I have added 2 more to meet the needs of the modern workforce.gives some great insight into this development
Critical Practices For Developing your Leadership Mindset and Leading A Team: 1.Understand what you need to do to Develop a Leader's Mindset, and progressively work towards it. You are shifting from an individual contributor to someone who gets things done through engaging others.
2.Hold Regular 1-on-1s.
3.Set up Your Team to Get Results.
4.Create a Culture of Feedback.
5.Lead Your Team Through Change.
6.Manage Your Time and Energy.
7.Focus on your own development- Training is important
8.Develop a leadership network internally and externally
A big part of displaying your leadership mindset is being capable of developing a workplace around you that displays emotional safety. Lots of leaders think they can do this easily, but in reality it is simply not that easy, they tend to miss many keys steps to acceptance. And jump straight to saying they have an open door policy and everyone should use it. In reality this does not work, and you often need to unwind years of habit and beliefs. Check your ability to do this and ask for help if needed.
Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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Stopping promotions being based on connections may not be at the top of your key issues right now, but as you can see if you donât put the structure in to support and ensure that promotions are based on performance, you will allow bias to enter into the process and this can quite literally destroy your business. Think about this as a form of business insurance, you would not forget to insure your built assets, so donât forget to insure your people by giving them the right tools to make your business be the best it can be. In this instance one of those tools is a robust structure for removing bias leading to promotions by giving your team of people a strong, and supported performance based development and assessment pathway. â The other key tool to achieve this is a great piece of synergy- Your Learning & Development package. We know the companies that have the loyalty of their people have readily available and regular training available to them. Like the performance ratings, you need to also ensure this is far, accessible and transparent for all. Adding the Formal Training programs to your Development and Career pathways is key for removing Bias by breaking down barriers, sharing knowledge, and pulling apart regressive hierarchies. Plus you get the added benefit of more engaged and capable staff. It is a massive win-win!! What You Need to Do
Know your growth plan and create future organizational chart that focuses on positions Create future position descriptions - focus on job demands Continue to Instill a Performance Management system that promotes based on performance and details performance expectations, progress Create a job scorecard with success metrics- build out your package Create Future Position Descriptions Create future organizational chart - focus positions; Create future position descriptions - focus on job demands Create a Training Plan for the new Positions- Formal classroom for technical, human, and conceptual Formalize Training; Technical Skills - driven by technology and position descriptions; Human Skills - driven by management requirements and teamwork; Conceptual Skills - driven by ownership demands of strategic thinking and innovation
As you are preparing for the future you want to use as much knowledge and experience as possible, so while you work though these key 9 points with your leadership team, do not underestimate the value of forming cross functional working teams to help you develop some of the 9 points, particularly those around new roles and needs.
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Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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How transparent and consistent this system is across your company is the key to your success. For instance, if you have a sales professional you would have gradingâs for things like Sales vs target, then you would have a scale within that grading, such as; a 1-5 scale 1- Not achieving- 80% or new starter 2- Competent but underachieving- 90% 3- Satisfactory- 100% 4- Highly Competent- 105% of target 5- Excelling- 110% of target
Transparently measuring Behavioural parameters are key to an engaged workforce
1-5 scale to keep it consistent with metrics; 1- Not achieving- not able to demonstrate or new starter 2- Competent but underachieving- Attempted but not consistent 3- Satisfactory- Regularly works with others across the business in a supportive way 4- Highly Competent- Has gone beyond the call of duty to display 5- Excelling- Regularly goes above and beyond to work with others and ensure their success
2 key points need to be included when these scales are rated, to ensure you can remove bias and nurture your people, these are; 1- How the top performers are selected 2- How the leadership team jointly participates in this selection even though they may be in other areas.
A fair and robust system allows you to easily demonstrate to your people where they can focus to target their career growth, without resentment or negativity arising. In fact it makes the whole conversation much easier, than not having a system in place.
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Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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How do the best leaders drive perceptions of fairness in performance appraisals and promotions?
1. Leaders care not only about employeesâ professional growth but also about their personal growth.
2. Give people the tools and opportunities to own and define their professional future, rather than deciding it themselves.
3. Performance ratings are transparent to all- they are driven/agreed by multiple leaders to remove bias and have rigorous behavioral and metrics areas for assessment.
4. People Growth is encouraged above and beyond the organizational chart.
5. Actively mentor people.
6. Ensure your leaders are trained as Coaches
7. Opportunities for exposure to senior leadership for everyone.
8. Encourage cross-department shadowing for people to develop new skills, and consider a career change in a new department.
9. Embrace cross functional working teams- Solutions and Innovation
10. Let people show their true selves. 11. Maximize human potential.
Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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Becoming a company that has a clear focus on developing a culture of fairness, one that looks out for its people, and does not play favorites, is key to engaging the new value based workforce. You can capitalise on this and allow your people engagement and business results to soar! A focus on removing bias and how to structure it in your company to ensure it stays away, will allow your people to really engage with your business and provide unexpected yet beneficial ideas and results, which are critical for your future business success. Plus itâs a core part of your people engagement tool kit. Something you can actually utilize in many cases at very lost cost with a high level of positive rewards.
Businesses are run by Hierarchies, and this leads to 2 key issues;
Unconscious Bias in Decision making Conscious Bias in Decision making
Both of these can lead to negative cultures forming and your key people going elsewhere to succeed and grow.
Promotions are a key area in your business where bias can flourish. You need to prevent this so you can make the entire system work for you, not against you.
Focus on your top performers and how they can be promoted in your business in a way that benefits everyone, upwards or laterallyâŠâŠand that means transparency and competence, not connections and closed door discussions. Remove the Bias! Steps to achieve this.
1-Recognizing your company needs and purpose to identify the type of staff and culture you want for successâŠ.without this you will spend a lot of time in order to fail. This is a key first step to get right, you need to really understand where you are going as a business in order to make it work.
2-Top grading of employees and how to achieve it â note more than 1 manager must agree on a rating to avoid bias
3-Communication of gradingâs and how to deliver
4-Training of leadership team to be accountable for the company philosophy
5-Ensuring gradingâs, and corresponding achievement criteria are open, transparent and accessible to all
6-Develop options and opportunities so you can retain staff while they are progressing/ waiting for the next opportunity.
7-Make promotions and progression a part of your living culture, by reward, recognition, different opportunities etc
Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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Continuous improvement is an ongoing effort to improve all elements of an organization such as processes, tools, products, and services, etc. The improvements can be small and incremental, or they can be more breakthrough in nature. Continuous improvement itself is a key âhidden areaâ that many businesses miss out on, losing the massive gains it can give. Not because they don't want it, but because they don't understand how easily it can be included in the business structure. How it can be part of the people make up of the business, allowing it to take on a life of its own that benefits everything, people, culture, bottom line and success. In fact Continuous improvement can be one of the best tools for engaging your people for success, and it costs you nothing but can give back more than you can imagine.
One of the key issues to grasp is that this should be an âongoingâ process if you really want to get maximum benefits for your people and your company. It should be part of the DNA of your company, embedded into the culture, not just an activity that your organization undertakes to tick some boxes and move on. The most successful organizations can instill a culture of continuous improvement, which adds benefits and cost savings to all areas of the business. While actively engaging your people and creating sustainable success.
I will not only talk all about continuous improvement, I will also review the more interesting and engaging ways in which you can make this part of your culture and staff mindset, throughout all 4 parts of this series. After all Continuous Improvement is an ongoing, consistent effort to improve products, processes, or services, and the reason we are focusing on it is because it reduces waste and increases quality in a business, while also having the opportunity to fully engage your staff and take your business to the maximum level of success.
Sometimes Continuous Improvement gets a âbad-rapâ as being just another process where people are going to critique a department or someoneâs work. It should never be presented this way. In fact if done well it can be fun, and engage your people to greater utilisation of their skills and ideas. This ultimately benefits everyone! The key is to tie the Continuous Improvement process to business needs, and the engagement of your people. Doing this will give your organisation an edge, as it will lead to a competitive advantage for your business and an improved culture for your people.
Core Steps to Establishing Continuous Improvement in Your Business
1- Define- you need to know just what your business needs, and how that works with your brand and vision 2- Get feedback from the floor- Your people will make all the difference here! 3- Understand the intended outcomes- Make them measurable 4- Implement- Use working teams 5- Review outcomes- Remember to be agile 6- Repeat
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Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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Key Issues Owner/Manager
What is continuous improvement? Why continuous improvement? Does this process only look at things that are not working? Why do we need to improve if what we are doing is already working? What level of impact can continuous improvement achieve? What areas can continuous improvement be applied? Areas of possible Improvement Business Strategy Business Results Customer Service Customer Relationships Internal Relationships (Employee) Relationships with Suppliers All standardised processes that have been running unchanged for more than 5 years. Key steps to help embed the process 1. Commit throughout the organization. ... 2. Make kaizen 9 (drilling down to the route cause) part of the new routine. ... 3. Tie it back to everyone's job. ... 4. Measure the results. ... 5. Communicate. ... 6. Be deliberate and patient. ... 7. Repeat. Your Leaders need to focus on Continuous Improvement and ensuring it is part of the People Engagement Strategy.
This is actually easy, and comes back to great communication and Authentic Leaders. â Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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Steps to Support you Identify the problem that you are trying to solve Determine if Continuous Improvement can help you solve the problem. Create a culture of Continuous Improvement. All hands on Deck â Continuous Improvement is everyoneâs responsibility Engage all employees in the continuous improvement process. Continuous improvement should be the responsibility of everyone in the company (not just for the process improvement team). Continuous Improvement has to become part of the identity of your organization, not just something that you do. This should be a part of training programs, hiring, and the performance evaluation process.â Key steps to help embed the process
1. Commit throughout the organization. ... 2. Make kaizen 9 (drilling down to the route cause) part of the new routine. ... 3. Tie it back to everyone's job. ... 4. Measure the results. ... 5. Communicate. ... 6. Be deliberate and patient. ... 7. Repeat. Sounds easy right, there are just 7 stepsâŠâŠ.but remember we want this a living part of your culture in order to generate you success year on year, not just as a once off.
Sending a memo asking for it will not work, it will just get lost in the noise. We need to think a little bigger and really plan for it and then embed it.
So make it fun, and it will also become done!!!
Your people will gravitate to the task or tasks that they feel rewarded for and enjoy completingâŠ.even if those rewards are not financialâŠâŠremember a key part of engaging your people for success is allowing them to feel valued. So give them some fun and value at work and create a self-fulfilling embedded CI program.
Think Big â start small Small consistent changes lead to transformational results. In order to really capitalise from Continuous Improvement being a core of your business model, you need to embed it properly. A big part of doing this is to use diverse cross functional teams to investigate issues and solutions. This gives you back so much more value, and literally costs you nothing. An organization that has diverse team members encouraged to work together across organizational areas and role scopes, is the best way to really start to embed Continuous Improvement, as it functions across all key areas of potential success- breaks down barriers, increases communication and knowledge throughout the business, supports and generates new ways of thinking, and ultimately leads to new solutions, ideas, and possibilities that would not have represented themselves previously. This also greatly engages your people and helps establish the culture of success and continuous improvement for you. Every individual brings in their way of thinking, operating, solving problems, and decision making. This increases the overall value and potential outcomes. Nurturing a culture of continuous improvement is a groundwork of employee engagement and favorably triggers growth and success as an organization. Don't miss out on utilising this key people practice in your business. Subscribe for free to the entire season of Engaging Your People for Success Subscribe
Most businesses and leaders need help to really see this key area with âfresh eyesâ. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement
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