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The Secret to Feeling Energized at Work? Autonomy.

The Secret to Feeling Energized at Work? Autonomy. | Culture Fest | Scoop.it
Your interest in a task is more important than its difficulty when it comes to managing your energy levels.
Ideagility's insight:

I'm definitely one who needs to understand why the goal I've been assigned has value, even if it's a simple or mundane task. Not because of ego and I need a damn good reason to help a team member, and not because I have to feel like I'm doing something particularly extraordinary for the success of the company. My rationale is that if I have a clear understanding of the bigger picture, I can more thoroughly assess what needs to be done and how. This way, I'm allowed to do the best I can.   

Being tansparent with your team enables them to perform at high levels. If team members know why they are doing what you've asked them to do... One, they can properly resource people and/or tools to get the job done effectively. Two, you enable them to consider how other moving parts could be effected not only by what they do but how they do it. And three, they have the opportunity to think creatively about additional strategies that could add value to the assigned task or project at large.

It happens; we all get busy but being too busy to share a basic explanation is just in our heads. Not doing so could end up costing you more time and problems in the end.  

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If Management is the Only Way Up, We're All F'd - Rand's Blog

If Management is the Only Way Up, We're All F'd - Rand's Blog | Culture Fest | Scoop.it
Ideagility's insight:

Oh, the mighty personality test that collapses employees into particular personality types ... It usually sends everyone into a disguised nervous frenzy.

 

I will say, reviewing the results is entertaining and does force us to look internally but rarely does anyone change how they work or how they judge how other people work. Why? Well, I suppose if you're a certain personality type, you're simply destined to function in certain ways. Well, you drink the kool-aid and say things like "I'm an E" or "Oh yeah, he's so totally an I *snarfle snarfle*." It makes me cringe.

 

In this article, Rand Fishkin of SEOmoz refers to team members as individual contributors or people wranglers and I like it. He leaves out all the psycho-judgement and looks at how people contribute to the overall good of their team either based on individual contributor responsibilities or people wrangling (management) responsiblities. It just makes sense.

 

If you let people do what they're good at and what you hired them to do as well as appreciate that they're probably not going to do it just like you, you're probably on the right track. 

 

Making sure team members really understand how to distinguish between the responsibilities of these two types of roles will promote the emotional health of your team and the corporate health of the company.

 

People wrangling. People wrangler. Makes me chuckle.

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