 Your new post is loading...
Your new post is loading...
What puts leaders at risk of failure is that too many of them believe they have to be experts at every single one of those responsibilities. After all, they were hired to lead? This is where we need to foster a change in mindset, because no one can meet all of the demands of leadership by themselves. And no one, needs to be an expert at everything. What leaders need is the belief that they can meet those demands by working collaboratively with their staff and school community.
Via Dennis Swender, june holley
Inclusive leadership is about fostering an environment where all people, including leaders, are growing and evolving together. Doing that requires three things:
Creating genuine inclusive environments where leaders allow employees and customers to influence the future.
Redefining accountability metrics for how we measure and reward high performance cultures.
Placing inclusive leadership in the center of growth — in corporate strategy and transformation.
This is not where most inclusion initiatives are placed. Most of them are viewed as cost centers — fringe activities associated with compliance, representation and reputation management — rather than profit centers that enable sustainable growth through opportunities previously unseen.
Via David Hain
If you had to explain employee engagement in one sentence, what would you say? The X Model, by BlessingWhite, offers a concise explanation of engagement.
Via Marta Torán
Mom told us breakfast was the most important meal of the day. Andrew Carnegie told us that “if you want to be happy, set a goal that commands your thoughts, liberates your energy, and inspires your hopes.” There is some debate these days over whether breakfast is so important, but there is no debate about goals.
Forget luck. Embrace the right behavior patterns, and you'll be well on your way to success.
Via Bobby Dillard
I'm presenting the following educational session on leveraging social and digital tools for departmental professional development at the ACUHO-I Business Operations Conference. The following includes the slide sI am using as well as a link to additional helpful resources. Abstract Social and digital technologies have expanded the opportunities for staff development and professional engagement.…
Via Marta Torán
¿Qué valores se encierran tras el anglicismo engagement? ¿Y si hacemos que formen parte de la cultura de nuestra empresa?
Want a team that says “Thank God It’s Monday”? Here’s how… One of the most important and core elements a company of people can be aligned on is their mission, vision and values about the company. These components are essential and powerful drivers for the exec team to efficiently achieve the success they want. They are also the key to having a highly engaged culture of team members who say ‘Thank God It’s Monday!’ Many companies don’t really think this is important to have these or have them nailed down. But that’s primarily because of one major flaw in the use of these terms. That one flaw is the integrity that runs behind the concepts of the Mission, Vision and Values Statements. Often there is a lot of misunderstanding about these words, mission, vision and values. And there are a lot of definitions out there.
Via The Learning Factor
There are a number of qualities that confident, servant leaders share. 1. They Admit Being Wrong The conceited leader that proclaims his position and disregards differing points of view is a leader that will have few followers, mostly out of fear and intimidation. Typically, they know they're right, and they need you to know it too. But truly respected servant leaders are quite secure in admitting when they're wrong and made a mistake, or don't have all the answers. And they will back down graciously when being proven wrong. To them, it's more important to find out what is right than being right.
Via The Learning Factor
If journalism didn’t exist today, it wouldn’t be created in the top-down distributed model it has used in the past. Journalism must adapt to this new interconnected reality if it is to be relevant and trustworthy to the public. The industry has invested resources in new business models and in finding ways to grow the audience by examining analytics. But very little attention has been paid to reimagining public engagement with the news.
Via Kenneth Mikkelsen, David Hain
Rudeness and bad behavior have all grown over the last decades, particularly at work. How we treat one another at work matters. Insensitive interactions have a way of whittling away at people’s health, performance and souls.
Via Kenneth Mikkelsen
Despite the popularity of Maslow’s Hierarchy, there is not much recent data to support it. Contemporary science — specifically Dr. Edward Deci, hundreds of Self-Determination Theory researchers, and thousands of studies — instead points to three universal psychological needs. If you really want to advantage of this new science – rather than focusing on a pyramid of needs – you should focus on: autonomy, relatedness, and competence.
Via Kenneth Mikkelsen, David Hain
Most performance reviews don’t work. They don’t work for two primary reasons. One, no one likes to give them. Two, no one likes to receive them. Yet, we keep doing them. We know that the definition of Insanity is doing the same thing over and over again, yet expecting different results. Somehow, we don’t apply that to performance reviews. We should. Most performance reviews are task oriented and grade the employee on their effectiveness. What if we approached it differently? Dare I ask the question? Am I a heretic? So be it.
Via Dan Forbes
|
The current business environment, and the world in general, is moving faster than it ever has before. Organizations across the globe are faced with more change than most can handle – in order to compete and dominate their segment they are required to grow faster often giving them less time to focus on managing all of their financial goals. They are forced to grow quickly with fewer resource - to do more with less. Managers have to learn to excel in managing themselves, their teams and meeting organizational goals simultaneously. It is a common understanding of a vast majority of leaders that the employees are a company’s most important asset. But in reality, that is only true when the majority of the workforce is fully engaged in their work. If not, they are either adding minimal value or actively working against the organization. There are three types of employees in any organization:
Via The Learning Factor
What keeps you up at night? It’s a question we’ve heard posed in nearly every panel and senior leader interview conducted in recent years, and as a result, it has become tiresome and rote. But I believe the effect of this query is more pernicious than simply boring — stay awake long enough to think it through, and you’ll recognize its essentially negative nature. The question assumes that leaders are in the habit — indeed, that they have a responsibility — to let worry pervade their every hour, even those precious few required to refresh, balance, and sustain human effort.
That’s why it was bracing to hear the chief economist of a global bank describe how his CEO responded to this question at a recent meeting of senior employees. “I’m sick of that question,” the CEO had said. “Besides, it misses the point. More important is: What makes me leap out of bed in the morning?”
Via David Hain
You'd be forgiven for feeling a little burned out from hearing about burnout. For years, experts have been sounding alarms that modern workers are struggling with career-sinking levels of chronic exhaustion and other issues. So when Charlie DeWitt, vice president of business development at Kronos, a workforce management software company, declares that "employee burnout has reached epidemic proportions," you may think you've heard it all before. But according to new research by Kronos and Future Workplace, burnout really is getting even worse and more widespread, and so are the consequences of it. This time around, there are some surprising reasons why—and a few steps employers can take right away to turn things around.
Via The Learning Factor
Purpose and engagement are important aspects in the workforce. But is one better than the other? Find out.
Via Anne Leong
Learner Engagement for Training Companies is crucial for success. Find some key LMS 'learner' features that can help Training Companies to bring in Learner
Via Marta Torán
"The tips and tricks we’re used to reading about are largely driven by extrinsic motivation, a desire to earn an award or avoid punishment. Run a marathon to lose weight; study for a good grade; put in extra hours at work for that end-of-year bonus, or so the thinking goes"
Are you doing what you can to avoid ERP failure? You may be surprised.
Remember when motivation was all the rage? We had the motivational posters and the motivational speakers and the motivation theories differentiating between intrinsic and extrinsic motivators. We were all supposed to be motivated all the time and it was the job of the leader to motivate their people.
Via Ariana Amorim, Kevin Watson
When Corporate Culture Goes Bad Corporate culture may be an afterthought for entrepreneurs whose survival is dependent on the cold, hard facts of their business. However, every workplace has a culture--even those that have never put an ounce of thought into what it should be. Articulated or not, that culture determines what the company does, how it does it, and where the employees fit in. Think back to a job that made you miserable. Maybe you hated it because the boss was incompetent or no one valued your input. Whatever the reason, did the pay ever make it worthwhile? Did you work hard or did you take as many mental health days as you could? How many workhours did you spend scrolling job postings?
Via The Learning Factor
Engagement, compromiso,… es algo que si te dedicas a las redes sociales, oyes todos los días. Y seguro que has leído más de un post sobre el tema. Pero creo que aun así no muchas empresas tienen claro qué es, y para qué sirve realmente. Parece la palabra para todo. Pero, ¿realmente sabemos por qué lo buscamos tanto? (no sólo en redes sociales) ¿sabemos qué es? Desde que las redes sociales forman parte de la estrategia de marketing online de las empresas, el engagement ha sido uno de los objetivo
Via Marta Torán
Over the past couple weeks I’ve been talking about how employees can make themselves more enageable, what line managers can do to engage their teams and what CEO’s should to to engage the company…
Via Stefano Principato, David Hain
|
Anyone that has just been appointed a manager or on the path of management will be scrambling around like crazy trying to learn what it takes to be an effective manager. You'll enjoy this article - collaboration is one of my own personal favorites and I believe it unites teams, gives them a common purpose and allows employees to be heard and trusted. Go On Collaborate Today for better results...