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12 Ways to Be the Leader Everyone Wants to Work For - Forbes

12 Ways to Be the Leader Everyone Wants to Work For - Forbes | Building trust and engagement | Scoop.it
It’s not easy being a manager these days.

Via Susan Bainbridge
Love Learning's insight:
A great leader should ask themselves "Why would anyone want to follow me?" If you're not leading for the right reasons, no one will follow! This article shows 12 qualities often shared by great leaders.
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John Michel's curator insight, February 22, 2013 5:20 AM

It’s not easy being a manager these days. You’re responsible for recruiting, hiring, training, coaching, modeling, engaging, monitoring, motivating, anticipating, prioritizing, planning, evaluating, clarifying, adapting, envisioning, directing, disciplining, reinforcing, reporting, recognizing, budgeting, and building alliances. And that’s all before lunch. And if you struggle with just one, your reports will say you’re over your head

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John Michel, experienced leader, humanitarian, visioneer, and renown status quo buster, is the author of the ground breaking book, Mediocre Me: How Saying No to the Status Quo will Propel you from Ordinary to Extraordinary. Check out his blog at www.MediocreMe.com or drop him a note at johnmichel@MediocreMe.com


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Happy workers don't jump ship

Happy workers don't jump ship | Building trust and engagement | Scoop.it
If most of us aren't happy at work - and unhappy workers are less productive - is there anything companies can do to stop profits falling?
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Clearing Hurdles to Employee Engagement - TalentCulture - World of Work

Clearing Hurdles to Employee Engagement - TalentCulture - World of Work | Building trust and engagement | Scoop.it

Via Richard Andrews
Love Learning's insight:

Interesting stats on the effects of engagement on performance. Also worth noting the advice on recognition leans towards little and often.

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John Michel's curator insight, May 15, 2013 8:50 AM

Recognition is a key component of Employee Success. What gets recognized get repeated. Recognizing employees for hitting targets and exemplifying corporate values reinforces behavior that impacts the bottom line. According to recent research by Aon Hewitt, organizations with high engagement rates are 78% more productive than disengaged organizations. The powerful combination of engaged employees and brilliant performance is critical to business success.

CATHLEEN SLONE's curator insight, June 4, 2013 7:59 AM

What gets recognized get repeated #innov8u #careers #employment #engagement #productivity

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What if women ruled the world?

What if women ruled the world? | Building trust and engagement | Scoop.it
Political analyst Dee Dee Myers and some of the world's most powerful women on why more women need to follow in their footsteps
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12 Ways to Be the Leader Everyone Wants to Work For - Forbes

12 Ways to Be the Leader Everyone Wants to Work For - Forbes | Building trust and engagement | Scoop.it
It’s not easy being a manager these days.

Via Susan Bainbridge
Love Learning's insight:
A great leader should ask themselves "Why would anyone want to follow me?" If you're not leading for the right reasons, no one will follow! This article shows 12 qualities often shared by great leaders.
more...
John Michel's curator insight, February 22, 2013 5:20 AM

It’s not easy being a manager these days. You’re responsible for recruiting, hiring, training, coaching, modeling, engaging, monitoring, motivating, anticipating, prioritizing, planning, evaluating, clarifying, adapting, envisioning, directing, disciplining, reinforcing, reporting, recognizing, budgeting, and building alliances. And that’s all before lunch. And if you struggle with just one, your reports will say you’re over your head

/////////

John Michel, experienced leader, humanitarian, visioneer, and renown status quo buster, is the author of the ground breaking book, Mediocre Me: How Saying No to the Status Quo will Propel you from Ordinary to Extraordinary. Check out his blog at www.MediocreMe.com or drop him a note at johnmichel@MediocreMe.com


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Shareable: Six Habits of Highly Empathic People

Shareable: Six Habits of Highly Empathic People | Building trust and engagement | Scoop.it

If you think you’re hearing the word “empathy” everywhere, you’re right. It’s now on the lips of scientists and business leaders, education experts and political activists.

The big buzz about empathy stems from a revolutionary shift in the science of how we understand human nature.

Over the last decade, neuroscientists have identified a 10-section “empathy circuit” in our brains which, if damaged, can curtail our ability to understand what other people are feeling.

Love Learning's insight:

This article looks at 6 habits of "Highly Empathic People" or HEPs and why you may want to cultivate your own habits in this area.


Habit 1: Cultivate curiosity about strangers


Habit 2: Challenge prejudices and discover commonalities


Habit 3: Try another person’s life


Habit 4: Listen hard—and open up


Habit 5: Inspire mass action and social change


Habit 6: Develop an ambitious imagination

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5 Big Discoveries About Leadership in 2012

5 Big Discoveries About Leadership in 2012 | Building trust and engagement | Scoop.it

"65% of Employees say they would take a new boss over a pay rise and 3 out of 4 employees say their boss is the most stressful part of their job."


This article summarises 5 of the key findings from last year around the pyschology of leadership.

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It's the work place culture, stupid | The Sunday Times

It's the work place culture, stupid | The Sunday Times | Building trust and engagement | Scoop.it

Interesting article analysing the key characteristics of the Sunday Times Best Companies winners.


Here are the top 10 shared traits of the most consistently high ranking organisations:


1. Having confidence in the leadershiop skills of your manager.

2. Staff believing they have a positive future ahead of them.

3. Having senior managers who listen rather than just tellpeople what to do.

4. Not letting employees feel that the business takes advantage of them.

5. Having faith in the leader of the company/being inspired by them.

6. Having senior managers who truly live the company values.

7. Managers who support their team members and help them to fulfill their potenial.

8. Having middle manager role models who care how satisfied team members are in their jobs.

9. Treating everyone fairly.

10. Loving to work for the organisation/not wanting to leave for another job tomorrow.


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Read this if you've recently been promoted and are now managing former peers.

Read this if you've recently been promoted and are now managing former peers. | Building trust and engagement | Scoop.it
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What Motivates People at Work

What Motivates People at Work | Building trust and engagement | Scoop.it

"When we're talking to leaders, the conversation around how to motivate their team typically comes up whether it’s a top performer who needs to be motivated to stay within the organization (and not lost to the competition) to middle performers who would do even better if they would take things to the next level. So what actually motivates people?"


Via renee
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Leaders: 6 Magic Moments Employees Want with The Boss

Leaders: 6 Magic Moments Employees Want with The Boss | Building trust and engagement | Scoop.it

Are you spending the time and effort with your individual team members to help, them learn, grow, and become better in what they do? Are you actually listening, or just talking most of the time?


Here are six easy steps to help recalibrate your team’s results:

  1. Tell them what they're doing well
  2. Tell them where they need to grow
  3. Give them guidance on their career
  4. Give them a challenge to act on
  5. Spend time listening to what's broken
  6. Spend time connecting
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A Simple Exercise to Help You Get Unstuck

A Simple Exercise to Help You Get Unstuck | Building trust and engagement | Scoop.it

How do you go about developing your own leadership style? This article tells a story of how you can use a simple narrative structure to unearth your inner leader.

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If You Want Change, You Need to…Change | Liz Weber, CMC Leadership Blog

If You Want Change, You Need to…Change | Liz Weber, CMC Leadership Blog | Building trust and engagement | Scoop.it

Change is hard. Changing the way we think, behave, work, and lead others is really hard. It takes dedicated, intentional focus. It takes dedicated, intentional action.


How dedicated are you?

  • Are you adjusting your leadership style to lead the teams as they currently need to be led? 
  • Are you providing clear, consistent, continuous communication up, down, and across the organization? 
  • Are you keeping the entire organization regularly apprised on how the organization is doing in moving forward on the strategic plan? 
  • Are you taking the time to train people, have “Necessary Conversations” with employees immediately to provide feedback, and use those learning opportunities as on-the-spot training opportunities? 
  • Are you modeling the types of behaviors you expect of everyone? Living the Values? 
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The Consumerization of Management, Part 1

The Consumerization of Management, Part 1 | Building trust and engagement | Scoop.it

If you read this article and the next one in the series, you should see a clear parrallel with the ideas it raises and the changes we are making with the Leadership expecatations and the idea of personal leadership. This may help to give a broader perspective to these concepts. 


"The consumerization of management reflects a range of forces redefining the nature of work and the workplace. Technology shifts the balance of power in the marketplace giving consumers more choice, control and confidence. Technology reshapes markets and the terms of competition.


The workplace was based on the idea that the company was the consumer and the employees the providers. Our role as individuals was to become wage slaves selling our time and attention to companies in exchange for compensation, resources and a place in the organizational hierarchy.


As technology opens things up, that shift is changing the distribution of power, particularly for the judgment workers who have the greatest impact. 

Traditional management with its focus on command, control and divisionalization is not well suited for this environment. This raises questions concerning the types of management that are well suited to this environment."


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Ten tips: How to be a successful leader | Bdaily Business News

Ten tips: How to be a successful leader | Bdaily Business News | Building trust and engagement | Scoop.it

Via Susan Bainbridge, Martina Preece
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Martina Preece's curator insight, July 23, 2013 5:56 AM

...a leader of people needs all these things;  a timely reminder and refresher of what is important in engaging and leading a team, and what we need to aim for to do it better

Miklos Szilagyi's curator insight, July 23, 2013 8:21 AM

Hot summer easy-reading reminder to the basics... you can read it anywhere on your smartphone (I myself am writing this on an iPhone...:-))))... during your holiday, in the 5-star all inclusive hotel or in your cottage in the country, in your yacht or on your sailboat...:-))) one or to point could even catch your attention in a new light... good swimming after reading it...:-)))

Begoña Iturgaitz's curator insight, July 24, 2013 10:21 AM

Liderago para asesoras y equipos directivos.

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How A Culture of Appreciation Develops Engaged and Loyal Employees

How A Culture of Appreciation Develops Engaged and Loyal Employees | Building trust and engagement | Scoop.it
Do you look forward to going to work? Do you feel value…

Via The e.MILE Community, Martina Preece
Love Learning's insight:

10 tips to help your team feel appreciated via Martina Preece

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Martina Preece's curator insight, May 16, 2013 5:48 AM

This is true - I've had to learn this over 25 years of being a manager and it has certainly worked for all the teams I've been with.   Wish I'd read this 25 years ago!

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The Most Successful Leaders Do 15 Things Automatically, Every Day - Forbes

The Most Successful Leaders Do 15 Things Automatically, Every Day - Forbes | Building trust and engagement | Scoop.it
Leadership is learned behavior that becomes unconscious and automatic over time. For example, leaders can make several important decisions about an issue in the time it takes others to understand the question.
Love Learning's insight:

Number 4 resonated most with me. We all know that we need to change the way we do things to moe the organisation forward.  That means challenging ourselves, our colleagues and our direct reports in a supportive and constructive way.  Are you able to do this as a leader?

 

Remember...If you are not thinking, you’re not learning new things.  If you’re not learning, you’re not growing – and over time becoming irrelevant in your work.  Once we become irrelevant in our work, we become irrelevant in the competetive marketplace - scary stuff, but we have the power to do something about it!

 

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The Leader's Guide to Radical Management: The Death—and Reinvention—of Management: Part 1

The Leader's Guide to Radical Management: The Death—and Reinvention—of Management: Part 1 | Building trust and engagement | Scoop.it
A group of recent books have argued that management is badly broken and needs to be reinvented. This article reviews the case for reinvention and explores five fundamental shifts in five areas of management practice.
Love Learning's insight:

Powerful analysis of the books above that pulls out 5 key shifts in management practice. This is the entry point to much deeper learning and understanding of the issues management and leadership must address in the 21st Century. If you want to be a successful modern manager or leader, this is an excellent introduction to the challenges we face and will lead you to many more relevant sources of information

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Leading Blog: A Leadership Blog: The Secret to Leadership Growth

Love Learning's insight:

Simple advice to being a better leader - listen more talk less

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Why feeling guilty may make you a better boss

Why feeling guilty may make you a better boss | Building trust and engagement | Scoop.it
Recent research suggests that people who feel guilty for trivial transgressions might make better leaders.


Many psychologists believe we vary widely in the extent which we are susceptible to feelings of guilt, and that the emotion can be a spur to action. Some people stay late on a Friday night to finish a piece of work, knowing they won't enjoy their weekend unless they do. Other people go home and watch a movie.


A study carried out by phschologists concluded that the higher someone's level of guilt proneness, the more likely he or she was to step up as a leader in the activity.

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HR Magazine - CSR and its impact on employee engagement

HR Magazine - CSR and its impact on employee engagement | Building trust and engagement | Scoop.it

The methodology adopted by the Sunday Times to compile its Best Companies to Work for lists underlines a fundamental truth about corporate social responsibility (CSR) and how a business’s commitments in this area can affect its employees’ job satisfaction.


If you do more than pay lip service to CSR it can help you retain staff, win you more customers and increase engagement and productivity. But you have to be honest, open and consistent to avoid accusations of cynicism


Via Fabrice De Zanet
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A lesson on Performance Management from the Paralympics - Corporate Instinct

A lesson on Performance Management from the Paralympics - Corporate Instinct | Building trust and engagement | Scoop.it

How about moving away from defecit thinking in performance management?

 

Our Paralympians have shown that a "can do" attitude is the starting point for amazing success!


Via Richard Andrews
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Team Danny Boyle: 5 Lessons in Leadership

Team Danny Boyle:  5 Lessons in Leadership | Building trust and engagement | Scoop.it

What can we learn from the Danny Boyle's amazing achievement i pulling off such a dazzling, risky and orginal opening ceremony for the London Olympics?


Quite a bit actually... 

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How not to give feedback - the Feedback Sandwich Technique?

How not to give feedback - the Feedback Sandwich Technique? | Building trust and engagement | Scoop.it

Are you still using the good ol' "feedback sandwich"?


Maybe it's time to update your technique, here's why...

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Leadership Is a Conversation

Leadership Is a Conversation | Building trust and engagement | Scoop.it

Smart leaders today engage with employees in a way that resembles an ordinary person-to-person conversation more than it does a series of commands from on high.


Furthermore, they initiate practices and foster cultural norms that instill a conversational sensibility throughout their organizations. Chief among the benefits of this approach is that it allows a large or growing company to function like a small one.


By talking with employees, rather than simply issuing orders, leaders can retain or recapture some of the qualities—operational flexibility, high levels of employee engagement, tight strategic alignment—that enable start-ups to outperform better-established rivals.


This article highlihgts four elements that you need to focus on to create this kind of work environment.


  • Intimacy - getting close
  • Gaining Trust
  • Interactivity
  • Inclusion
  • Intentionality
You can read more about this idea and how it can be applied to compliance here:
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The End of a Job as We Know It

The End of a Job as We Know It | Building trust and engagement | Scoop.it

There is a developing trend away from jobs to roles. Instead of being fixed to a department or division truly agile businesses focus on tasks and specialities.


Instead of owning or managing a function you contribute to teams and get work done. The teams change according to the nature of the project. 

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