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I don’t mean to be offensive, but why don’t you do more to engage your employees?
In other words, why does your employee engagement stink?
If companies spent a fraction of their recruiting budget on activities that engage their employees, they wouldn’t have to spend nearly so much to bring new people in the door.
Here’s how to earn employee loyalty.
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Trust is... Simple—When you break it down into its essential components of competence, integrity, benevolence, and dependability, trust is really pretty simple. Be good at what you do. Act with int...
from article : Leadership—Leadership is about influencing others, and if people don’t trust you, you won’t be able to influence them. Leadership and trust go hand in hand. You can’t have one without the other
This serves as a counter balance to a recent article by a person who wrote about trust and it did not make sense.
Great scoop! From the article:
Forgiving—Trust assumes the best intentions of others and looks to forgive when someone falls short of expectations. Trust knows that people aren’t perfect and that mistakes will happen, but people will generally prove themselves worthy of the trust placed in them.
There may be no faster death of a great idea or business than a dysfunctional management team. But do you know the signs to watch for?
As entrepreneurs, we spend a lot of time honing our leadership style and working tirelessly to ensure our teams are motivated to work with us.
They might like you. They may even love you. But can they be sure you'll get the job done when the chips are down
From article : When initiatives failed and relationships were strained, it was usually because people weren’t confident in the leader’s ability or intentions. If an initiative was taking place in a high-trust environment, it had a good chance of success. If an initiative was being implemented in a low-trust culture, its chances of success were remote.
For those of us who follow English football, the dismissal of Roberto Mancini and the elevation to sainthood of his Manchester counterpart Sir Alex Ferguson are interesting contrasts in this debate.
Show me a "leader" whose employees don't trust him/her, and I'll show you a "leader" without followers.
If any initiatives are being implemented in a low-trust culture, its chances of success are really remote.
Compliance will never take you, where commitment can go. ~ Dondi Scumaci As posted previously, I love that saying (what I call, a Dondi-ism) :-) by my
Any mentor of Bob is a mentor of mine.
From the post:
It reminds me that, as leaders and influencers, we always need to ask ourselves where our focus is and who it is on.
As Dale Carnegie taught us in his classic, How to Win Friends And Influence People, “Ultimately, people do things for THEIR reasons; not our reasons.”
Why do we see senior leaders failing to adopt social collaborative technologies inside (or outside) the organization? Why do we see authoritative, autocratic, fear mongering and controlling leaders? Why do we see information and knowledge hoarding?
FOOLS - Those who have a Fear Of Open Leadership.
Interesting but recognisable view from Dan Pontefract.
Need for PURE Thinking
More confirmation. Leadership and learning & development drive employee engagement. Great article here http://t.co/ByJQNgrRGH
Useful evidence based article on what most organisations should already know - yet too few do something about...
Recent research confirms that leaders who exercise compassion produce loyal, dedicated, and passionate employees.
Recent research confirms that leaders who exercise compassion produce loyal, dedicated, and passionate employees. In fact, numerous studies have found that workplaces led by compassionate bosses enjoy increased rates of employee satisfaction, greater employee engagement, lower levels of overall stress and fewer reported sick days.
SilkRoad’s TalentTalk Research Program recently surveyed 781 HR professionals who reinforced the importance of employee engagement and provided insight into increasing employee retention.
Forbes 7 Steps To A Truly Effective Leadership Style Forbes Rebecca Hourston, MA, CPCC, is Director of Programs at Aspire, an internationally recognized, award-winning leader in research, executive coaching, leadership development and consultancy...
Collaboration succeeds when trust is active and trust is embedded in interactions, mission, connections, and progress forward.
If collaboration was a natural and thriving endeavour, then it seems unlikely that there would be such a clamour from organisations to do it better.
Thought provoking read. I find a similar issue working as a communication consultant, I usually find people feel the organization needs to communicate better but when it comes time to apply tools that will help communication, many people resist using them. These barriers are true for communication as well as collaboration.
From the article:
Collaboration Barrier #1 – Hoarders
Collaboration Barrier #2 – Hidden knowledge
Collaboration Barrier #3 – Not invented here syndrome
Collaboration Barrier #4 – Transferring hard to encode information
(From the article): Collaboration Barrier #3 – Not invented here syndrome
Siloes are a common feature of many workplaces. They could exist around functions or regions or even hierachies. It’s also increasingly common that these siloes are given a large degree of autonomy as to how they operate. Whether these barriers are physical or merely mental they are often extremely damaging to collaboration. For instance, do your senior managers accept ideas from those beneath them in the hierachy or is there a culture whereby only those on the same level can collaborate? Is there a culture where asking others for help is seen as an admission of failure or ignorance?
(From the article): Collaboration Barrier #3 – Not invented here syndrome
It amazes me just how many leaders don’t act like leaders.
Passion is longing to be what you could be, but aren't. Passion for leadership is the combination of falling below your imagined leadership potential and longing for exceptional leadership - at the...
Engagement =? passion Level 1
We need to integrate passion with compassion.
Encouraging leaders and team members delivers the greatest leadership satisfaction. Test your encouraging leadership style.
“The Greatest good you can do for another is not just to share your riches, but to reveal to him his own.” – Benjamin Disraeli
A strong culture isn't something you wish into place, or even will into place. It's something you build. Here's how.
Good list...what would you add?
Tpotally agree with Don on item #5. I also like #3.
Create an environment of trust. Many organizations believe internal trust is nice to have but not a key factor for bottom line profitability. That simply isn’t true. Trust directly affects speed and cost. When trust diminishes, speed goes down and costs go up. These economic factors are usually disguised as other things, but when there isn’t trust between team members, or between the company and its customers, it is impossible to achieve real success. The myths are that trust is built solely on integrity, that you either have it or you don’t, that if lost it can’t be restored, and that it can’t be taught. The realities are that trust is a function of both character and competency, it can be both created and destroyed, it can be restored (in most cases), and be taught and developed into a measurable strategic advantage.
In general, we see companies encountering six main hurdles on their journey:
Employee participationMaking timeSecuring executive buy-inEngaging managersBudgetMeasuring success
Each one presents a unique challenge, but none are insurmountable.
Don't forget the warm up.
On your marks ...
We need a new leadership structure to emerge for this to happen.
By encouraging employees to both seek and provide help, rewarding givers, and screening out takers, companies can reap significant and lasting benefits. A McKinsey Quarterly article.
From this great article : "the strongest predictor of group effectiveness is the amount of help that is given to each other"
Four levels of employee engagement: Management and Business News
from article : "managers need to reposition their roles as catalysts, coaches or facilitators to their team members to avoid violating employee expectations that managers must be answer givers".
An older artcile but still very true today.
Leadership Is A Relational Skill Forbes I have said many times that if you want to know the effectiveness of a leader, then ask those who are led.
To achieve the highest level of CRM, not only does customers have to get involved, every employee in organisation should also have the awareness of ownership.
Why waste the incredibe abilities talents and insights that humans have? Because they can be difficult to manage?
Developing and maintaining the motivation of members of your team is perhaps one of the most important skills of leaders and managers. After all, leaders and ma(...)
When it comes to employee engagement, the biggest ROI is to think of your staff just like you would a customer: seek to understand their interests, their rituals, and their ways of communicating as well as how they want to be treated..
The employee experience is inextricably linked to the customer experience and we should focus on both in equal measure. If you think otherwise then you under estimate the significance of your workforce and the potential benefit they can bring to your organisation.
The most difficult kind of dialogue for anyone is a conflict, and part of the territory of leadership is managing conflict. When I spoke with IMD professor George Kohlrieser for my Leadership: A
Twelve collaboration principles that successful organizations follow.
Simple concepts often overlooked. From WIIFM to putting strategy before tech.
Simple, easy to read, colorful inforgraphic on the 'Principles of Collaboration'. Nice!
How are you collaborating?