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04:56:00 pm, by Steve Mosley
, 516 words
And the benefits for you.
You may not realize that keeping employees happy actually benefits you in the long run. Everyone knows that a person who enjoys their life on a daily basis will give more to a company, and a sour employee will never be happy, but did you realize that it’s partially the employer’s job to keep them happy?
Many times people take a job because of what they’re told the position will entail. They’re excited to finally use their education and skills to benefit the company and themselves, however midstream something happens. Some call it job creep, others blame the economy, but like it or not many times the job evolves over time into a mere shadow of what it was once supposed to be.
Here are 3 ways to keep employees happy, and how it benefits you:
1. Utilize their strengths – After you’ve done behavioral assessments and a 360 review, you will have a clearer picture of what their strengths and weaknesses really are. Sure they may tell you their strengths, or things they enjoy doing, but nothing can beat an assessment. The benefits are two-fold: You get an employee who is passionate about what they do day-to-day, and you reap the rewards of hard, quality work. It may even benefit you to keep a few key words in mind when thinking about that employee. Every time you hear their name you should think of three strengths that stand out about them, and be sure the task you’re considering for them matches those strengths.
2. Help them grow – You can’t always give employees only the tasks they love, they also need room to be challenged and to grow. Even the most passionate person needs to feel like they’re becoming a better-rounded person and growing, so by all means feel free to challenge them appropriately. Key word appropriately. If you have a person who is an accountant for example and hates writing, you wouldn’t ask them to write a blog or newsletter, but maybe branching out to try different software to make their job easier isn’t too far-fetched. People should always be learning and growing, especially if it’s not too far off base from their original strengths.
3. Invest in them – If you want the happiest and best employees you have ever seen, try investing a little time and effort in training them for something that benefits you both. For example, if they are experts in marketing and have all of this knowledge stored away in their brain somewhere; invite them to contribute once a quarter to the monthly newsletter or blog. Showing your clients that your team or organization has multi-faceted talents on board is not only good for business, but also employee exposure. And what employee doesn’t like being noticed for their expertise?
In conclusion, keep in mind that every employee is different and has the potential to bring something new and great to the organization, if only given the chance to excel.
For more employee tips and tricks contact us for a consultation!
01:28:13 pm, by Steve Mosley
, 413 words
In my last article I explained the benefits of using a business consultant. One of those is that new leaders can be coached to the betterment of the entire company. I would like to explain this in further detail.
Many people would give a resounding yes please! if asked if they’d like free training to help them improve on the job. Most of us want whatever is best for the company and if we can become more well-rounded as a manager, all the better!
New leaders are sometimes unsure about explaining the strategy of the business to their team or department, while also ensuring tactical objectives are achieved. That “in-between” role is one of the most difficult in the organization, and essential to leadership success. Here are 3 reasons why business coaching changes everything:
1. It helps new leaders grow – As my previous point describes, new leaders can sometimes be unsure of themselves, or struggle with getting the respect they deserve from their peers and direct reports when first starting out. They may have a different leadership style from the rest of the team, or the company for that matter. Business coaching helps them find their rhythm or place in the organization, and ensures they are staying on track with the overarching goal of the organization.
2. It helps with team cohesion – Everyone has their strengths and weaknesses, so after discovering those in behavioral assessments or with 360 reviews, you can take steps towards team cohesion. There are always times when a team has issues or conflicts, but how they handle those conflicts, both individually and as a team, are what makes or breaks a leader, department or company. Business coaching helps a team and company smooth over the rough patches, and gets things moving in the right direction.
3. It helps an organization grow – No one is an expert in every field or area of a company. There are times when people step into new roles or departments because they’re great at something, but other things are later discovered that need to be improved upon. An organization going through change is the perfect one for a business coach. Opportunities for growth exist at the leader level, and ultimately, the organization as a whole will grow.
Contact us today for a consultation and to learn more about our business coaching services. Our proven record of success speaks for itself, but we are happy to discuss your personal company issues and possible solutions to meet your goals.
02:06:31 pm, by Steve Mosley
, 526 words
In my last article I discussed the three things that can hurt you in business if handled improperly. One of the solutions to the problem of newly promoted leaders was business coaching. Here I’m going to explain why business coaching and consulting is not only great for new leaders, but also for people caught in the middle of an evolving workplace.
Many times companies go through growth stages or layoffs, with little time for people to adjust to the trickle down effects these events have. Managers can be wearing too many hats, be ill-prepared, or worse yet – a poor leader to begin with. So if you’re faced with a changing workplace within your company, business consulting helps you get things back to running smoothly.
3 Reasons Why You Need a Business Consultant:
1. You have no idea what you’re doing – now of course I don’t mean this literally; after all you wouldn’t have gotten as far as you have with no knowledge or experience. But rather, what I mean is maybe you’ve been pushed into a role you had no intention of filling, or job creep has taken over and you’re overwhelmed. Business coaches know exactly how to help you through this transitional period into a place of confidence and understanding of how to manage your new role in the company. With assessments to determine your strengths and weakness, they can determine what may have been holding you back, and how to improve in those areas.
2. Your team members have no idea what they’re doing – if everyone doesn’t have a clear grasp of the chain of command, and what their role in that chain is, then things can go haywire. People assume authority or responsibly inappropriately, and people can feel lost in the shuffle. Realize that not everyone is a go-getter or as self-motivated as you or other leaders. Some people need a little guidance and direction to ensure they’re on track to being a success in the company. Whatever you do don’t just leave things alone hoping they’ll work themselves out; that’s almost always a recipe for disaster.
3. Your leaders aren’t respected – during the course of departmental and leadership changes it’s easy for people to go from friend to boss rather quickly. This can lead to tension between coworkers and supervisors, especially if the newly promoted leaders aren’t sure of themselves. Our consultants can train your leaders to ensure they not only know what they’re doing, but get the respect they deserve from their team. This is a desire of any leader in today’s society.
In conclusion, as you've probably noticed, not everyone adapts as quickly to the changing structures required to stay current in the business world. They may need a hand now and then to get up to speed, and you may want to know how you can improve yourself to be the best leader you can be for your team.
Contact us today for a consultation or for more information. We have over 35 years of experience in resolving all of the above issues and many more.
07:47:08 am, by Steve Mosley
, 623 words
You’ve heard the phrase ignorance is bliss; but in business it’s a nightmare. You never want to be caught off guard by an employee’s behavior, but the truth is – it happens frequently.
So what can you do to prevent what you don’t know from hurting you? And what are the things that can creep up on your after you’ve hired a new group of people, or promoted someone to a management role?
3 things that can hurt you, and how to prevent them:
1. Newly promoted leaders – This happens all the time in organizations. Someone is promoted from within because they know their department like the back of their hand, but once promoted have no idea how to properly lead a team. Experts don’t always make the best leaders or bosses, and sometimes the things that made them successful as individual contributors are the same things that will keep them from being a good leader. They can’t explain to the people that report to them why things are a certain way, because if it makes sense to them, it should make sense to everybody. They’re not great at describing, teaching, or leading by example. This is a classic case of someone who is personally excellent, but can’t properly teach or lead.
Solution: Coaching - Our business coaching services for incumbent leaders and newly promoted leaders are key to your organization’s success. Our coaching model is based on learning about the needs of our client, and providing a practical, business-focused approach to help them meet current challenges, and tackle new ones.
2. Employee behavioral problems – Sometimes a person’s true colors don’t come out until months after you’ve hired them, or until they are in a high-stress, high-pressure situation. Personality clashes happen in every organization, but there is a way to learn how your employees will work within their assigned teams, and under their supervisors or managers.
Solution: Behavioral Assessments – The best way to prevent this bad surprise if by performing behavioral assessments on anyone you’re considering hiring, no matter which position it’s for. Why? Because even if they’re not in management, they will be working on a team with other people and managers, and you’ll want to be sure everyone’s strengths are personified and working in a cohesive way for the best results possible. You would be surprised the things you can learn from a simple assessment we provide for your potential new hires. Click here for more information.
3. Reduced morale – Sometimes in business employees can feel like they keep bumping their head against a glass ceiling. In today’s world of slower growth and running close to the edge on resources, chances for advancement, promotion, or even just increased skills can seem few and far between to employees. This may lead to reduced employee morale if the talent you have doesn’t realize that they are a valuable asset to your organization.
Solution: Succession Planning - One of the best strategies to prevent reduced morale is to employ a comprehensive succession planning process that is viewed as logical, fair and objective by your employees. If you make sure everyone is on the same page and understands their key role in your organization, and if you make them feel that they are a valuable asset, they will be far more likely to go along with any changes you make to the organization. We can assist you in forming a succession planning strategy, or enhancing the one you currently use. Retaining your talent remains the single best way to hit your business goals and objectives!
For more information on all of these services Upper Right Leadership provides, Contact Us today!
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02:44:25 pm, by Steve Mosley
, 735 words
In my first article this month I discussed the qualities of a good leader. In this article I plan on delving a little deeper and taking a different spin on the topic, to point out the five qualities you don’t want to posses as a leader, and why.
So here are the 5 Qualities of Bad Leaders:
1. You’re never right – You know this type of boss; the one who refuses to listen to another person’s ideas, and is always going to turn the conversation around to where they are the ones who have all the answers. This is ok as long as they actually do have better answers, and it’s not just their ego getting in the way. You can spot these people by their non-verbal signals that say: “I’m more important than you, and let me tell you why.” The mark of a good leader is one who is able to listen to their team for valuable insight and ideas, and realizes that it’s ok for others to come up with solutions from time-to-time as well.
2. Never a thank you – Positive reinforcement and pats on the back work not only for dogs but people too. And for good reason. It’s encouraging! No one wants to work their tail off day in and day out, never to get a single thank you. Why would someone stay at a company like that? And who wants to work for someone like that? Not many people can, or will. Even if you aren’t the type of person who thrives on that sort of thing, you still like to know you’re either A. On the right track or B. Appreciated in the company. You spend more time working at your company than with your family and friends. So why do it for a leader who doesn’t even notice your work? Don’t let this be you; thank your team.
3. Double standards and hypocrisy – Ouch. This one is really painful, for everyone involved. I’m sure you’ve worked for someone who lives by the ‘Do as I say, not as I do’ rule of thumb. And if you haven’t then count yourself lucky. The bottom line is that as a leader you are being watched. Constantly. Don’t let that worry you or make you anxious, but know that you have been given an opportunity to show, not tell, your team what a good leader looks like. So set a good example and practice what you preach. Above all, don’t talk about it- be about it!
4. Gossip and backstabbing – It’s sad this one even needs to be on this list. But it does happen, and needs to be addressed. You would think that someone who has reached management status knows better than to talk behind anyone’s back, especially about someone on a team to someone else on the team. You wouldn’t want people saying things about you without your knowledge, so we need to be careful and do the same for others. The example we should set as leaders has to be a higher standard than the world around us. If not, then why are we called leaders?
5. Not rewarding hard work – This may sound like a duplicate entry for the one about never thanking someone, but actually it’s more about rewards above and beyond verbal encouragement. A little fact leaders might not know is that the people under you have a mental timeline. For what you ask? They have in their minds a set amount of time to pass before they expect a reward of some kind for all of their hard work and efforts. Rewards run the gamut from raises, to bonuses, to time off, to free meals or letters of recognition. We need to remember that different people are motivated by different things, and we need to use all of the tools at our disposal to show people we recognize and appreciate their efforts.
I hope you’ve received some valuable reminders as a leader of what NOT to do as a leader. Before we start thinking of all the things we should start doing as a leader, let’s be sure and stop doing some things we may be doing now that are bad leader behaviors.
Contact us today for more information on how you can become a better leader.