Increase Employee Ownership with Transparency
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Transparency is a popular buzz word on Wall Street these days, and many investors are demanding it. However, transparency doesn't only serve outsiders trying to understand the strengths and weaknesses of your company; transparency can play a valuable role inside the company walls, as well.
By sharing numbers with employees, not just executives, you can increase employees' sense of ownership. Especially when compensation depends on the numbers reported, employees will want to see the numbers move in the right direction.
However, being open is not enough. You need to be sure your employees are trained to understand financial statements and have enough insight into their own jobs to know how to affect the numbers you care about.
(Tip was adapted from "Transparency: The Buzz Word in Finance" by Karen Berman and Joe Knight.)
Wednesday, January 6, 2010
22.Oct.09."identify your employees' hidden talents !
Identify Your Employees' Hidden Talents
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In today's economy, finding external talent to fill your company's needs isn't always possible. Nor is it always necessary. By paying attention and asking the right questions, you will likely discover many hidden talents among your existing employees:
1. Turn a compliment into an interview. When congratulating an employee on a job well done, ask exactly what helped her succeed. By better understanding her process, you may uncover an unseen strength.
2. Ask why employees prefer certain tasks or projects. Preferences can be a view into someone's talents. An employee might enjoy a project because it involves a product she cares about or because it gave her a chance to design surveys. Knowing which will possibly uncover talents.
3. Inquire about dreams. Ask your employees what they would do if they had their career to do over again. Peoples' dreams often include an aspect of themselves they don't regularly share.
( Tip was adapted from "How to Identify Your Employees' Hidden Talents" by Steven DeMaio)
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In today's economy, finding external talent to fill your company's needs isn't always possible. Nor is it always necessary. By paying attention and asking the right questions, you will likely discover many hidden talents among your existing employees:
1. Turn a compliment into an interview. When congratulating an employee on a job well done, ask exactly what helped her succeed. By better understanding her process, you may uncover an unseen strength.
2. Ask why employees prefer certain tasks or projects. Preferences can be a view into someone's talents. An employee might enjoy a project because it involves a product she cares about or because it gave her a chance to design surveys. Knowing which will possibly uncover talents.
3. Inquire about dreams. Ask your employees what they would do if they had their career to do over again. Peoples' dreams often include an aspect of themselves they don't regularly share.
( Tip was adapted from "How to Identify Your Employees' Hidden Talents" by Steven DeMaio)
Friday, January 1, 2010
14.Oct.2009 : 5 traits of a new creative leader !
5 Traits of the New Creative Leader
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Yesterday's leadership skills will not work in today's fast-moving and evolving world. Only creative leaders who are visionary and empathetic will succeed. Here are five things you can do to succeed as a creative leader:
1. Instead of commanding, coach your team and organization toward success.
2. Don't manage people, empower them. The know-how, experience, and solutions are often out there; it's a matter of helping people discover them.
3. Cultivate respect by giving it, instead of demanding it.
4. Know how to manage both success and failure.
5. Show graciousness in your management rather than greediness. Be humble about your successes and whenever possible, give someone else the opportunity to shine.
(adapted from "Why Are Creative Leaders So Rare?" by Navi Radjou.)
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Yesterday's leadership skills will not work in today's fast-moving and evolving world. Only creative leaders who are visionary and empathetic will succeed. Here are five things you can do to succeed as a creative leader:
1. Instead of commanding, coach your team and organization toward success.
2. Don't manage people, empower them. The know-how, experience, and solutions are often out there; it's a matter of helping people discover them.
3. Cultivate respect by giving it, instead of demanding it.
4. Know how to manage both success and failure.
5. Show graciousness in your management rather than greediness. Be humble about your successes and whenever possible, give someone else the opportunity to shine.
(adapted from "Why Are Creative Leaders So Rare?" by Navi Radjou.)
12.Oct.2009 : Make most out of bad job situation !
Make the Most of a Bad Job Situation
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In this economy, very few people contemplate quitting their jobs. Unfortunately, this means that many people are stuck in jobs they don't like or even find dehumanizing. To make the most out of a bad work situation, try using these three tips:
1. Connect with people. Relationships often make or break a work situation. Look outside your department and both above and below your level to find people to whom you can relate.
2. Use humor. If you're not happy in your job, find ways to inject humor into your day. Humor passes the time and levity helps you keep perspective.
3. Don't be complacent. Perhaps most importantly, when you have a free moment, keep working on your résumé, updating your LinkedIn profile, and checking job boards.
(Management Tip was adapted from "How to Make the Best of the Worst Job" by Steven DeMaio.)
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In this economy, very few people contemplate quitting their jobs. Unfortunately, this means that many people are stuck in jobs they don't like or even find dehumanizing. To make the most out of a bad work situation, try using these three tips:
1. Connect with people. Relationships often make or break a work situation. Look outside your department and both above and below your level to find people to whom you can relate.
2. Use humor. If you're not happy in your job, find ways to inject humor into your day. Humor passes the time and levity helps you keep perspective.
3. Don't be complacent. Perhaps most importantly, when you have a free moment, keep working on your résumé, updating your LinkedIn profile, and checking job boards.
(Management Tip was adapted from "How to Make the Best of the Worst Job" by Steven DeMaio.)
09.Oct.2009. 5 steps to diffuse discord in your team
5 Steps to Defusing Discord on Your Team
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Team disagreements can be constructive, but as a leader, you need to make sure they don't devolve into discord. Prolonged conflict on a team can be bad for morale, retention, and productivity. Use these five steps to address discord before it hurts your team:
1. Diagnose the root cause. What people are seemingly disagreeing over is likely not the real reason for the conflict. Often the problem is the result of something that happened long ago. Find the underlying cause first.
2. Don't take sides. As the leader, taking sides will only deepen the conflict and feed resentment.
3. Defuse the conflict. Make clear that cooperation in the solution is mandatory and that grudges will not be tolerated.
4. Find common ground. Focus team members on what they have in common and what they want and need to achieve together.
5. Follow through. Your work isn't over yet. Continue to monitor the situation and address any residual issues promptly.
(Management Tip was adapted from "How to Defuse Discord on Your Team" by John Baldoni.)
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Team disagreements can be constructive, but as a leader, you need to make sure they don't devolve into discord. Prolonged conflict on a team can be bad for morale, retention, and productivity. Use these five steps to address discord before it hurts your team:
1. Diagnose the root cause. What people are seemingly disagreeing over is likely not the real reason for the conflict. Often the problem is the result of something that happened long ago. Find the underlying cause first.
2. Don't take sides. As the leader, taking sides will only deepen the conflict and feed resentment.
3. Defuse the conflict. Make clear that cooperation in the solution is mandatory and that grudges will not be tolerated.
4. Find common ground. Focus team members on what they have in common and what they want and need to achieve together.
5. Follow through. Your work isn't over yet. Continue to monitor the situation and address any residual issues promptly.
(Management Tip was adapted from "How to Defuse Discord on Your Team" by John Baldoni.)
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