It’s important to educate all employees on this subject, because more often than not, it’s them that are working in teams with other employees. A manager might not have the time or ability to make sure everyone is being treated equally, and everyone is participating in the team. Every employee should understand what happens to people when they are left out of a group, and also how important certain words can be for employee engagement.
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The common management lingo, “how to delegate” has always bugged me. Why? Because we usually talk about delegation as though it’s something you do TO other people, not FOR them. When reframed correctly, delegation isn’t just a productivity skill you gain personally (which it is), it’s also a development skill you deploy to help others achieve greater value to the organization.
For your consideration:
90% of all information that comes to the brain is visual
40% of all nerve fibers from the brain are connected to the retina
By 2016, 55% of all internet traffic will be video-based
Also by 2016, mobile video traffic will increase by 18x
So it makes sense that socially-enabled organizations are using visual customer-service for product tutorials, video FAQs and service updates. And why they are employing visual elements for interactive marketing campaigns, Q & As and – of course – branding.
Leadership is different for everyone. The tie that binds all great leaders is the ability to reach people on an emotional level. Even if you know that leadership is about emotion, you still need to do your best to understand the things that great leaders do and the things they avoid in order to foster the deepest possible emotional connection with their people.
I can hear the jokes already and most of them are not politically correct. As we get ready to enter a holiday proclaimed as LABOR Day, we should look at work. Let me throw out a word that we often don’t attach to work. I think it is a word of redemption, of contribution, of achievement, of community, and ultimately, of legacy.
It’s easy to say, “Keep the commitments you make.” The statement has obvious value and seems like a no brainer. Sometimes it’s the HOW to manage those commitments to make sure none of the balls we throw into the air get dropped that’s the more valuable information. With that in mind, I thought I’d share some things that have worked well for me.
We are honored to serve alongside other thinkers and doers who are pioneering a new way in business and leadership. Here are a few we don’t want you to miss.
Clinton is a synthesiser of musical genres, bending, breaking and sometimes smashing musical conventions as to what fits in to a particular genre of music. He loved The Beatles Sargent Pepper and could not see why this could not be fitted into soul and funk music. He loved Jimi Hendrix’s wild guitar playing and could not see why this should not be included into his music and so on. Unlike so many musicians that sit inside a genre, Clinton has been a fearless boundary crosser.
At Lesson.ly, we believe that unlocking the potential of your employees is a multi-faceted endeavor, but keeping employee connection at the center will help your organization achieve similar results to those above. For the onboarding and training facets of your strategy, consider implementing some of these tactics to turn from cold, stale, corporate blah, to white-hot, self-propelling relationships between your team members.
When I was an “on-air talent” on an NBC show, one of the first things they tested before I was hired was my likeability, what the TV industry and others dub the “Q” factor. Even though I tested high on that range I was keenly aware that it mattered more than my journalism experience, smarts, willingness to work hard or aptitude for this job. In fact, I believed that at least three other candidates were better qualified. Others call this effect the Mitt Romney mistake.
The rules of engagement become the rebar in the concrete for this human foundation. When an individual is put under stress you can reduce the chance of fractures to the organization by integrating these rules of engagement as added support for the human concrete of your organization.
In my experiences I have found three rules of engagement that work together to help put a strong foundation in place.
In this, the Transformation Decade of 2010-2020, it is also the decade of the collapse of legacy thinking; thinking from the past that is no longer accurate or relevant. This means that the decade 2010-2020 is the first decade of 21st century thought. So, as a leader of humans who are all going through this time of transformative change, are you a 21st century leader? Are you leading with vision or using and out of date strategy road map?
Failure is often seen as the opposite of success, as a culmination of bad decisions or choices. In business, this could mean missing sales quota, missing project delivery dates, or simply missing company objectives. On a much larger scale this can look like a full-scale business failure, layoffs, or bankruptcy. So why is failure important?
More and more offices exist at the corner, situated in the messy confluences of cultures and technologies and in the borderlands of traditional disciplines. As a millennial leader myself, I see the ways our generation’s coming of age in the workforce has primed us to lead from these spaces, to support a more inclusive and empathetic framework, and, ultimately, to embrace failure as an inevitable process towards achievement.
While there are clearly situations that call for complete change where trade-offs do apply, there are also times where the wisdom of “both-and” is much more applicable. “Both-and” in a sense that current qualities or aspects of an organization are not lost in order to gain something new. Instead, current and new conditions are both brought forward and the positive effect more often then not can be exponential.
I started Capital Good Fund (CGF), a nonprofit financial services company, when I was 24. At 29, I am proud to say that I run a tremendously successful, innovative and rapidly growing social change organization, one that has garnered local, state and national attention. After five years in this role, I’ve seen a lot about what is right and wrong with the social sector: old ways of thinking about philanthropy and inchoate changes to that thinking.
Working through a series of jobs with varying roles in leadership and in the midst the worst economic recession since the depression, I have had the opportunity to view life and work through different lenses. Even as a true millennial I have experienced the good, the bad, and the great examples in leadership. The biggest lesson I’ve learned is that you can’t get anywhere leading people without trust, optimism and perspective. These are, “TOP Leaders”.
Generation Y is derided in the media and typecast in the business world for its perceived collective traits: A need for recognition, a perceived lack of focus and a lackluster work ethic. But like many of you, I have the pleasure of working with several Millennials. They’re valued members of my team and of our global organization, contributing new ideas, fresh energy and a passion for technology (a benefit for any business, but especially a technology company like ours).