Hello fellow followers!
Did you know that when you exhibit supportive behaviors in a genuine and authentic way you encourage and support your employees to become the very best they can be? Check out the following “how to be supportive tips” from Kevin Eikenberry
How to be support your employees to a win!
Collaborate. As a leader or supervisor, you cannot do everyone’s work, or do their work for them. You must, of course, delegate and empower others to do their work. And yet as a leader you must create a sense of shared ownership. You need to see yourself (and the team needs to see you) as a part of the team. While your role may be different, you are still a part of the team. When you see yourself, and act as a part of the team, others will feel supported in their actions
Empathize. To empathize is to understand how the other person feels. One of the most important things you can ever do is let people know you understand how they are feeling. You may not agree with their perspective, you may even think there were actions they could have taken to avoid the situation they now find themselves in (those may be points for personnel coaching at the appropriate time). But legitimately empathizing is one of the most supportive things you can do for another person or group.
Give positive feedback. Do you want to be more supportive? Tell people more often what they do well and what they are doing right. Almost no know hears this type of feedback often enough.
Recognize someone’s value When you let people know you value them as an individual you are supporting them. When you do have to give feedback about performance, it is important that you separate performance from who they are. We are supportive when we care about people and show it (and not just say it).
Be quiet, and listen. When you listen you are showing you value their feelings and opinions. When you listen you are communicating that you care. This may seem so basic, but it is so powerful. Why? Because most people reported that they are rarely truly listened to.
Recognize their goals and interests. People are more than their on-the job performance. When you know something about people’s strengths, interests and long term objectives, you can often help them reach those objectives and support those interests.
See you at the top!
Hello fellow followers! Let’s talk about procrastination
As the late Sir Isaac Newton taught us a long time ago, objects at rest tend to stay at rest and objects in motion tend to stay in motion. This is just as true for humans as it is for falling apples, and even though most of the tasks we procrastinate on aren’t actually difficult to do- we have the talent and skills to accomplish them. We find ourselves avoiding starting them for one reason or another.
What is the 2-minute rule?
The 2 minute rule comes from David Allen’s bestselling book, Getting Things Done. David recommends if it takes less than two minutes to complete the task-then do it now. ” The goal is to make it easier for you to get started on the things you should be doing. Now obviously every goal you have can’t be completed in 2minutes or less BUT every goal can be started in 2 minutes or less, and that’s the purpose behind this little rule.
Want to become a better writer? Just write one sentence (2–Minute Rule), and you’ll often find yourself writing for an hour.
Want to eat healthier? Just eat one piece of fruit (2–Minute Rule), and you’ll often find yourself inspired to make a healthy salad as well.
Want to make reading a habit? Just read the first page of a new book (2–Minute Rule), and before you know it, the first three chapters have flown by.
Want to run three times a week? Every Monday, Wednesday, and Friday, just get your running shoes on and get out the door (2–Minute Rule), and you’ll end up putting mileage on your legs instead of popcorn in your stomach.
Remember what Sir Isaac Newton taught us…objects at rest tend to stay at rest and objects in motion tend to stay in motion.
What’s something that you can do now that will only take 120 seconds of your time? Do it right NOW!
Hello Fellow followers!
Did you know that as a leader giving feedback is a responsibility you perform again and again? Letting people know where they are and where to go next in terms of expectations and goals – yours, their own, and the organizations.
Here are some tips on how to effectively give constructive feedback
- Begin with the positive and with sincere praise and appreciation.
- Avoid saying “You do this well, but…” because the follow up criticism wipes out the praise.
- Point out the persons importance to you and the organization.
- Mention your own development areas and what you are doing about them.
Discussing the Results
- Listening skills are the key to a successful feedback meeting
- Let him or her do a great deal of the talking.
- Ask many questions about his/her point of view
- Put yourself in his/her shoes and really understand what he/she is saying
- Focus not only on what the person says, but what he/she feels.
- Let him/her draw their conclusions before giving your opinion
Giving your Point of view
- Focus on behaviors and styles, not the person.
- Avoid saying “you’re wrong” point blank; this just makes people defensive.
- Show confidence that the person can improve… he or she can!
- Let the person set goals and strategies for development when possible.
- Make sure your expectations are clearly stated in terms of behaviors or results. Avoid vague goals like “be more energetic”
- Set up timetables for improvement.
So remember, your objective in giving feedback is to provide guidance by giving information in a useful manner, either to support effective behavior, or to guide someone back on track toward successful performance.
See you at the top!
Hello Fellow Followers! Today’s blog will discuss the ways you can lead your employees to development and get positive business results.
Below are some leadership strategies from Judy Agnew Positive Management Training program that will help improve the health of employees and lead to positive business results:
- Develop relationships with direct reports. Good relationships make people feel cared for and enable the use of positive reinforcement which leads to discretionary effort.
- Be specific about what employees need to achieve business results. Vague requests and directions are stressful. Provide more frequent and helpful feedback on performance. Evidence of improvement or movement in the right direction helps reduce the sense of being overwhelmed. Immediate corrective feedback helps employees get back on track quickly.
- Focus on the positive. Talking to employees when they do the right things more than when they make mistakes or miss the mark will energize them to work harder.
- Do more asking and less telling. Asking employees’ sense of control, is more reinforcing, and helps leaders learn more about who they report to directly.
- Use shaping to help employees improve. Looking for and positively reinforcing gradual improvements in performance is more effective and less stressful than setting stretch goals.
- Assume your job is to create an environment that promotes success. When employees know your goal is to help them be successful they will work harder for you and be happier doing
See more at: http://aubreydaniels.com/blog/2014/10/24positve-management-training-part-company-wellness-program/#sthash.MDIDjffm.dpuf
Today’s blog is a continuance from the previous blog “Money Isn’t Everything”. Check out what Michael Jalbert suggests as important questions to help in the retention of your team members.
Michael Jalbert, president of MRINetwork Consider asking questions to enhance communications between managers and employees. He suggests you’ll often discover things about your company culture or work environment that need “fixing” and you can do so by asking the following questions:
- If you could make any changes about your job, what would they be?
- What things about your job do you want to stay as they are?
- If you could go back to any previous position and stay for an extended period of time, which one would it be and why?
- If you suddenly became financially independent, what would you miss most about your job?
- In the morning, does your job make you jump out of bed or hit the snooze button?
- What makes for a great day?
- What can we do to make your job more satisfying?
- What can we do to support your career goals?
- Do you get enough recognition?
- What can we do to keep you with us?
Jalbert also says, the key to keeping employees, he adds, is promptly addressing issues that could lead to their leaving, and to make sure they clearly understand situations that can’t be easily changed.
What questions would you or do you ask your employees to maintain retention?
The WordPress.com stats helper monkeys prepared a 2014 annual report for this blog.
Here’s an excerpt:
A New York City subway train holds 1,200 people. This blog was viewed about 4,600 times in 2014. If it were a NYC subway train, it would take about 4 trips to carry that many people.
Click here to see the complete report.
Hello fellow followers!
Did you know that money isn’t the no. 1 reason for employee’s being unsatisfied with their employer- resulting in their decision to leave and move on to another employer? It kind of makes sense. After all, they knew what they’d be paid when they signed on.
So what takes the top spot?
For 2014, the No. 1 reason employees say they left a previous job is: a lack of opportunities for advancement. More than one in five employees (22%) polled by BambooHR, an HR software-as-a-service company, in a recent survey cited that as a reason for resigning in the past.
Coming in second and third, respectively:
- A lack of work-life balance.
BambooHR polled U.S. workers over the age of 18 to find out why they’d left a previous job, and to have them rate the most annoying aspects of work in general.
The top five deal breakers identified in the survey:
- The boss doesn’t trust or empower you (one in four rated this a deal breaker).
- Being expected to work or answer emails on sick days, vacations and/or after work (one in four).
- Management that “passes the buck” when things don’t go as planned (one in five).
- Work not being flexible with regard to family responsibilities (one in five).
- Not getting along with co-workers (1 in 6).
If you think this is interesting stay tuned for next weeks blog on questions you can ask your employees to help determine if they plan on staying with your company.