As much as it’s cool to have exposed brick, a foosball table, catered meals, and lattes at 3pm, those won’t ensure your company has engaged employees who will do passionate work. Culture is much deeper. It’s a feeling and an instinct that can’t be forced or faked. And it requires daily upkeep from everyone.
Here are seven considerations to make your company a great place to work;
Give – No matter the survey, compensation always makes it into one of the top reasons people stay or leave a company. But if money is the number one concern of employees, you have a serious issue. Pay people properly.
Define – What makes people want to bring their best every day and feel appreciated? If you can’t explain it in a sentence or two, dig deeper.
Value – What does your company stand for and what won’t it do? Two significant questions that seem easy enough to answer yet most struggle with them. We want to be a part of something that aligns with our values.
Open – Not all decisions can be made by committee. In fact most people want leadership to guide the way, but keep communication open enough for people to feel you genuinely want their input and ideas.
Stretch – Departments are created for a reason. Sales focuses on revenue while product design improves the offering. But don’t box people in so they can’t offer input to areas where they might not be subject matter experts.
Lead – From small companies with a handful of employees to the Fortune 50, the relationship people have with their direct report and the people closest to them in their day-to-day work experience, will be the single biggest reason they stay or leave. Model the behavior you want from others.
Together – Teamwork and collaboration are a core elements to great culture. We want to belong and contribute so afford everyone the chance to do both.
Like trust, respect is earned not mandated by an org chart. So if you want great company culture, create an atmosphere of authentic respect and trust.
Then watch what happens.
__________________________________________________________________
Showing posts with label lead. Show all posts
Showing posts with label lead. Show all posts
March 3, 2020
February 20, 2020
Risky Business
Manage risk, financial risk, reputation risk, market share risk, relationship risk, shareholder risk, the risks of risks, the risk of focusing on risks, the discussion of risks, the endless what if's that stall our journey risk.
Perhaps we perceive it will be difficult or worse, not successful. We often fear our own abilities and guts to take that ride. One of the worst emotions I think we can possess is regret. The idea we didn't act on can often be the one that stops the flow. The safety of inaction becomes our comfort zone.
Risk often focuses on what will, would, or could go wrong. It's a preemptive strike, a proactive measure, to protect the outcome. The biggest risk is when we use it to endorse inaction. I know of what I write only too well. Maybe you can relate.
The biggest risk is the bet we fail to make on ourselves.
__________________________________________________________________
Perhaps we perceive it will be difficult or worse, not successful. We often fear our own abilities and guts to take that ride. One of the worst emotions I think we can possess is regret. The idea we didn't act on can often be the one that stops the flow. The safety of inaction becomes our comfort zone.
Risk often focuses on what will, would, or could go wrong. It's a preemptive strike, a proactive measure, to protect the outcome. The biggest risk is when we use it to endorse inaction. I know of what I write only too well. Maybe you can relate.
The biggest risk is the bet we fail to make on ourselves.
__________________________________________________________________
January 30, 2020
Advice for Leaders
Flexibility will garner better results. You don’t need to make every decision.
Show grace under pressure. If people call you sensitive, thank them.
It's better than being insensitive.
Turn your wounds into wisdom.
Oprah Winfrey
Don't let job titles get in your way. Trust your gut.
Don't play favorites.
Resist the temptation to take all the credit.
Fall seven times, stand up eight. (Proverb)
A short no is often preferred over a long maybe.
Bury the past. Laugh at least once a day.
We acquire the strength we have overcome.
Ralph Waldo Emerson
Don’t hesitate this time. Be honest about your efforts.
No is a perfectly acceptable response.
Respect is how to treat everyone, not just those you want to impress.
Richard Branson
Balance confidence with competence.
Self-doubt serves no one. Own your decisions.
The purpose of our lives is to be happy.
Dalai Lama
Imagine. Create. Share. Lead.
__________________________________________________________________
Show grace under pressure. If people call you sensitive, thank them.
It's better than being insensitive.
Turn your wounds into wisdom.
Oprah Winfrey
Don't let job titles get in your way. Trust your gut.
Don't play favorites.
Resist the temptation to take all the credit.
Fall seven times, stand up eight. (Proverb)
A short no is often preferred over a long maybe.
Bury the past. Laugh at least once a day.
We acquire the strength we have overcome.
Ralph Waldo Emerson
Don’t hesitate this time. Be honest about your efforts.
No is a perfectly acceptable response.
Respect is how to treat everyone, not just those you want to impress.
Richard Branson
Balance confidence with competence.
Self-doubt serves no one. Own your decisions.
The purpose of our lives is to be happy.
Dalai Lama
Imagine. Create. Share. Lead.
__________________________________________________________________
November 10, 2018
Edge of Seventeen
Yes, we can, if we want it bad enough. Don’t let anyone tell us it can’t be done. Take the high road, there’s less traffic. We were born to lead in our own way.
Embrace ideas that are different than ours. Ignore naysayers. The best time to start is that place between tomorrow and yesterday. Once we decide, we’ll make it happen. If it doesn't help us grow, get rid of it. Listen to our gut.
We have all you need to succeed if we look hard enough. The choice really is ours. There are people in our life right now ready to help us if we ask. Change is enviable. We will never get it perfect. Excuses are the easiest way to avoid trying.
That idea we keep putting off is ready to ship.
__________________________________________________________________
Embrace ideas that are different than ours. Ignore naysayers. The best time to start is that place between tomorrow and yesterday. Once we decide, we’ll make it happen. If it doesn't help us grow, get rid of it. Listen to our gut.
We have all you need to succeed if we look hard enough. The choice really is ours. There are people in our life right now ready to help us if we ask. Change is enviable. We will never get it perfect. Excuses are the easiest way to avoid trying.
That idea we keep putting off is ready to ship.
__________________________________________________________________
September 21, 2018
One Day Some Day
One day we’ll figure it out. One day I’ll follow my passion. One day you’ll push past the fear. One day we’ll collaborate better. One day I’ll finish my book.
One day you’ll go for that gig. One day we’ll create a more collaborative culture. One day you’ll lead the charge. One day I’ll stop doubting myself.
One day we’ll enjoy the ride. One day you’ll listen to your gut.
One day we’ll dump the excuses. One day I’ll stop worrying about what others think.
One day you’ll take the chance. One day we’ll make those changes.
One day you’ll stand up for yourself. One day we’ll appreciate what we have now. One day I’ll get laser focused. One day you’ll believe. One day may never come.
One day is today.
__________________________________________________________________
One day you’ll go for that gig. One day we’ll create a more collaborative culture. One day you’ll lead the charge. One day I’ll stop doubting myself.
One day we’ll enjoy the ride. One day you’ll listen to your gut.
One day we’ll dump the excuses. One day I’ll stop worrying about what others think.
One day you’ll take the chance. One day we’ll make those changes.
One day you’ll stand up for yourself. One day we’ll appreciate what we have now. One day I’ll get laser focused. One day you’ll believe. One day may never come.
One day is today.
__________________________________________________________________
February 7, 2018
Life is Risky Business
Manage risk, financial risk, reputation risk, market share risk, relationship risk, shareholder risk, the risks of risks, the risk of focusing on risks, the discussion of risks, the endless what if's that stall our journey risk.
Perhaps we perceive it will be difficult or worse, not successful. We often fear our own abilities and guts to take that ride. One of the worst emotions I think we can possess is regret. The idea we didn't act on can often be the one that stops the flow. The safety of inaction becomes our comfort zone.
Risk often focuses on what will, would, or could go wrong. It's a preemptive strike, a proactive measure, to protect the outcome. The biggest risk is when we use it to endorse inaction. I know of what I write only too well. Maybe you can relate.
The biggest risk is the bet we fail to make on ourselves.
__________________________________________________________________
Perhaps we perceive it will be difficult or worse, not successful. We often fear our own abilities and guts to take that ride. One of the worst emotions I think we can possess is regret. The idea we didn't act on can often be the one that stops the flow. The safety of inaction becomes our comfort zone.
Risk often focuses on what will, would, or could go wrong. It's a preemptive strike, a proactive measure, to protect the outcome. The biggest risk is when we use it to endorse inaction. I know of what I write only too well. Maybe you can relate.
The biggest risk is the bet we fail to make on ourselves.
__________________________________________________________________
January 29, 2018
Collaborative Culture
As much as it’s funky to have exposed brick, a foosball table in the lunch room, and lattes at 3pm, those won’t ensure your company has engaged employees who will do passionate work. Culture is much deeper. It’s a feeling and an instinct that can’t be forced or faked. And it takes work to upkeep. Every day. From everyone.
Here are seven areas to consider in making your company a great place to work.
Give – No matter the survey, compensation always makes it into one of the top reasons people stay or leave a company. But if money is the number one concern of employees, you have a serious issue. Pay people properly.
Define – What makes people want to bring their best every day and feel appreciated? If you can’t explain it in a sentence or two, dig deeper.
Value – What does your company stand for and what won’t it do? Two significant questions that seem easy enough to answer yet most struggle with them. We want to be a part of something that aligns with our values.
Open – Not all decisions can be made by committee. In fact most people want leadership to guide the way, but keep communication open enough for people to feel you genuinely want their input and ideas.
Stretch – Departments are created for a reason. Sales focuses on revenue while product design improves the offering. But don’t box people in so they can’t offer input to areas where they might not be subject matter experts. Some of the best ideas may come from the most unexpected places.
Lead – From small companies with a handful of employees to the Fortune 50, the relationship people have with their direct report and the people closest to them in their day-to-day work experience, will be the single biggest reason they stay or leave. Model the behavior you want from others.
Together – Teamwork and collaboration are a core elements to great culture. We want to belong and contribute so afford everyone the chance to do both.
Like trust, respect is earned not mandated by an org chart. So if you want great company culture, create an atmosphere of respect and trust and watch what happens.
Or work on your foosball skills
__________________________________________________________________
Here are seven areas to consider in making your company a great place to work.
Give – No matter the survey, compensation always makes it into one of the top reasons people stay or leave a company. But if money is the number one concern of employees, you have a serious issue. Pay people properly.
Define – What makes people want to bring their best every day and feel appreciated? If you can’t explain it in a sentence or two, dig deeper.
Value – What does your company stand for and what won’t it do? Two significant questions that seem easy enough to answer yet most struggle with them. We want to be a part of something that aligns with our values.
Open – Not all decisions can be made by committee. In fact most people want leadership to guide the way, but keep communication open enough for people to feel you genuinely want their input and ideas.
Stretch – Departments are created for a reason. Sales focuses on revenue while product design improves the offering. But don’t box people in so they can’t offer input to areas where they might not be subject matter experts. Some of the best ideas may come from the most unexpected places.
Lead – From small companies with a handful of employees to the Fortune 50, the relationship people have with their direct report and the people closest to them in their day-to-day work experience, will be the single biggest reason they stay or leave. Model the behavior you want from others.
Together – Teamwork and collaboration are a core elements to great culture. We want to belong and contribute so afford everyone the chance to do both.
Like trust, respect is earned not mandated by an org chart. So if you want great company culture, create an atmosphere of respect and trust and watch what happens.
Or work on your foosball skills
__________________________________________________________________
September 25, 2017
Youer than You
Dr. Theodor Seuss Geisel was a clever yet shy raconteur who created timeless work. For example; "Be who you are and say what you feel because those who mind don't matter and those who matter don't mind."
It's one of my all-time favorite sayings and it's brilliant. It's not suggesting we disrespect those around us and for us to become unbearably arrogant. It points to the simple genius that says we need not worry so much about what others think about us. There will always be naysayers and complainers. You rarely need travel far to find someone with an opinion or criticism.
Don't Matter. Don't Mind.
Simon Sinek says leaders find others who believe in what they believe. Tom Peters says leadership is not about creating followers, it's about creating more leaders.
Seldom does someone who fails to stand for something, find others who are interested in what they have to say or offer. So be bold, be yourself and take charge. Respect those around you - especially yourself.
Be who you are, and say what you mean, or someone may be happy to do it for you.
__________________________________________________________________
It's one of my all-time favorite sayings and it's brilliant. It's not suggesting we disrespect those around us and for us to become unbearably arrogant. It points to the simple genius that says we need not worry so much about what others think about us. There will always be naysayers and complainers. You rarely need travel far to find someone with an opinion or criticism.
Don't Matter. Don't Mind.
Simon Sinek says leaders find others who believe in what they believe. Tom Peters says leadership is not about creating followers, it's about creating more leaders.
Seldom does someone who fails to stand for something, find others who are interested in what they have to say or offer. So be bold, be yourself and take charge. Respect those around you - especially yourself.
Be who you are, and say what you mean, or someone may be happy to do it for you.
__________________________________________________________________
December 13, 2016
Great Culture in Seven Steps
As much as it’s funky to have exposed brick, a foosball table in the lunch room, and lattes at 3pm, those won’t ensure your company has engaged employees who will do passionate work. Culture is much deeper. It’s a feeling and an instinct that can’t be forced or faked. And it takes work to upkeep. Every day. From everyone.
Here are seven areas to consider to make your company a great place to work.
Give – No matter the survey, compensation always makes it into one of the top reasons people stay or leave a company. But if money is the number one concern of employees, you have a serious issue. Pay people properly.
Define – What makes people want to bring their best every day and feel appreciated? If you can’t explain it in a sentence or two, dig deeper.
Value – What does your company stand for and what won’t it do? Two significant questions that seem easy enough to answer yet most struggle with them. We want to be a part of something that aligns with our values.
Open – Not all decisions can be made by committee. In fact most people want leadership to guide the way, but keep communication open enough for people to feel you genuinely want their input and ideas.
Stretch – Departments are created for a reason. Sales focuses on revenue while product design improves the offering. But don’t box people in so they can’t offer input to areas where they might not be subject matter experts. Some of the best ideas may come from the most unexpected places.
Lead – From small companies with a handful of employees to the Fortune 50, the relationship people have with their direct report and the people closest to them in their day-to-day work experience, will be the single biggest reason they stay or leave. Model the behavior you want from others.
Together – Teamwork and collaboration are a core elements to great culture. We want to belong and contribute so afford everyone the chance to do both.
Like trust, respect is earned not mandated by an org chart. So if you want great company culture, create an atmosphere of respect and trust and watch what happens.
Or you could order the latte machine and hope for the best.
__________________________________________________________________
Here are seven areas to consider to make your company a great place to work.
Give – No matter the survey, compensation always makes it into one of the top reasons people stay or leave a company. But if money is the number one concern of employees, you have a serious issue. Pay people properly.
Define – What makes people want to bring their best every day and feel appreciated? If you can’t explain it in a sentence or two, dig deeper.
Value – What does your company stand for and what won’t it do? Two significant questions that seem easy enough to answer yet most struggle with them. We want to be a part of something that aligns with our values.
Open – Not all decisions can be made by committee. In fact most people want leadership to guide the way, but keep communication open enough for people to feel you genuinely want their input and ideas.
Stretch – Departments are created for a reason. Sales focuses on revenue while product design improves the offering. But don’t box people in so they can’t offer input to areas where they might not be subject matter experts. Some of the best ideas may come from the most unexpected places.
Lead – From small companies with a handful of employees to the Fortune 50, the relationship people have with their direct report and the people closest to them in their day-to-day work experience, will be the single biggest reason they stay or leave. Model the behavior you want from others.
Together – Teamwork and collaboration are a core elements to great culture. We want to belong and contribute so afford everyone the chance to do both.
Like trust, respect is earned not mandated by an org chart. So if you want great company culture, create an atmosphere of respect and trust and watch what happens.
Or you could order the latte machine and hope for the best.
__________________________________________________________________
September 22, 2016
Wisdom and Inspiration
Tell me and I'll forget.
Show me and I may remember.
Involve me and I'll understand.
Chinese Proverb
The task of leadership is not to put greatness into people,
but to elicit it, for the greatness is there already.
John Buchan
Innovation distinguishes between a leader and a follower.
Steve Jobs
Don't waste a single second.
Just move forward as fast as you can and go for it.
Rebecca Woodcock
The price of greatness is responsibility.
Winston Churchill
Never doubt that a small group of thoughtful,
concerned citizens can change world.
Margaret Mead
Great leaders are almost always great simplifiers,
who can cut through argument, debate, and doubt to offer
a solution everybody can understand.
Colin Powell
If you want anything said, ask a man.
If you want anything done, ask a woman.
Margaret Thatcher
Our chief want is someone who will inspire us to be what we know we could be.
Ralph Waldo Emerson
Leadership and learning are indispensable to each other.
John F Kennedy
Never hold too closely to your idea but be open to change and innovation.
Jean Chong
The led must not be compelled; they must be able to choose their own leader.
Albert Einstein
When you accept a leadership role, you take on extra responsibility
for your actions toward others.
Kelley Armstrong
If you're not confused, you're not paying attention.
Tom Peters
Take successes and failures as they come,
since things often change at a moments notice.
Juliette Brindak
If your actions inspire others to dream more, learn more,
do more and become more, you are a leader.
John Quincy Adams
The road to success is always under construction.
Lilly Tomlin
Leadership is the raising of a person's performance to a higher standard;
the building of a personality beyond its normal limitations.
Peter Drucker
Be faithful in small things because it is in them that your strength lies.
Mother Teresa
__________________________________________________________________
Show me and I may remember.
Involve me and I'll understand.
Chinese Proverb
The task of leadership is not to put greatness into people,
but to elicit it, for the greatness is there already.
John Buchan
Innovation distinguishes between a leader and a follower.
Steve Jobs
Don't waste a single second.
Just move forward as fast as you can and go for it.
Rebecca Woodcock
The price of greatness is responsibility.
Winston Churchill
Never doubt that a small group of thoughtful,
concerned citizens can change world.
Margaret Mead
Great leaders are almost always great simplifiers,
who can cut through argument, debate, and doubt to offer
a solution everybody can understand.
Colin Powell
If you want anything said, ask a man.
If you want anything done, ask a woman.
Margaret Thatcher
Our chief want is someone who will inspire us to be what we know we could be.
Ralph Waldo Emerson
Leadership and learning are indispensable to each other.
John F Kennedy
Never hold too closely to your idea but be open to change and innovation.
Jean Chong
The led must not be compelled; they must be able to choose their own leader.
Albert Einstein
When you accept a leadership role, you take on extra responsibility
for your actions toward others.
Kelley Armstrong
If you're not confused, you're not paying attention.
Tom Peters
Take successes and failures as they come,
since things often change at a moments notice.
Juliette Brindak
If your actions inspire others to dream more, learn more,
do more and become more, you are a leader.
John Quincy Adams
The road to success is always under construction.
Lilly Tomlin
Leadership is the raising of a person's performance to a higher standard;
the building of a personality beyond its normal limitations.
Peter Drucker
Be faithful in small things because it is in them that your strength lies.
Mother Teresa
__________________________________________________________________
September 10, 2016
Facing Danger
Manage risk, financial risk, reputation risk, market share risk, relationship risk, shareholder risk, the risks of risks, the risk of focusing on risks, the discussion of risks, the endless what if's that stall our journey risk.
Perhaps we perceive it will be difficult or worse, not successful. We often fear our own abilities and guts to take that ride. One of the worst emotions I think we can possess is regret. The idea we didn't act on can often be the one that stops the flow. The safety of inaction becomes our comfort zone.
Risk often focuses on what will, would, or could go wrong. It's a preemptive strike, a proactive measure, to protect the outcome. The biggest risk is when we use it to endorse inaction. I know of what I write only too well. Maybe you can relate.
The biggest risk is the bet we fail to make on ourselves.
__________________________________________________________________
Perhaps we perceive it will be difficult or worse, not successful. We often fear our own abilities and guts to take that ride. One of the worst emotions I think we can possess is regret. The idea we didn't act on can often be the one that stops the flow. The safety of inaction becomes our comfort zone.
Risk often focuses on what will, would, or could go wrong. It's a preemptive strike, a proactive measure, to protect the outcome. The biggest risk is when we use it to endorse inaction. I know of what I write only too well. Maybe you can relate.
The biggest risk is the bet we fail to make on ourselves.
__________________________________________________________________
September 6, 2016
Learning for Life
Summer vacation is over. It's time for a new semester, new topics, and new learning. I had some great teachers when I was a kid and helped shape my curiosity to this day.
I had Mr. Balcaras four times for science in high school. He taught us how to dissect a frog and explained how much energy was inside a peanut by setting it on fire. I can still see the periodic table on the wall by his desk. Ms. Young was my grade one teacher. A woman in her 60’s who was like a second grandmother. It was grade one, we weren't doing much, but she was cool.
Lasting impressions
I had Mr. Peters for grade six. I ran in to him years after high school and he still remembered me. I never did ask him if that was a good or a bad thing. The delightful (and hot) Ms. Rolo was my grade ten English teacher who had patience with a fidgety geek who was bored with English. I'm glad she persevered.
Replace the word teacher with coach or mentor and have a look at your career. Give some thought to those who have helped you. Now give some thought to those you’ve helped along the way.
While we lament the near end of summer, increased traffic, and a full fall work schedule, let’s salute teachers, leaders, and mentors today.
Are you ready to teach?
__________________________________________________________________
I had Mr. Balcaras four times for science in high school. He taught us how to dissect a frog and explained how much energy was inside a peanut by setting it on fire. I can still see the periodic table on the wall by his desk. Ms. Young was my grade one teacher. A woman in her 60’s who was like a second grandmother. It was grade one, we weren't doing much, but she was cool.
Lasting impressions
I had Mr. Peters for grade six. I ran in to him years after high school and he still remembered me. I never did ask him if that was a good or a bad thing. The delightful (and hot) Ms. Rolo was my grade ten English teacher who had patience with a fidgety geek who was bored with English. I'm glad she persevered.
Replace the word teacher with coach or mentor and have a look at your career. Give some thought to those who have helped you. Now give some thought to those you’ve helped along the way.
While we lament the near end of summer, increased traffic, and a full fall work schedule, let’s salute teachers, leaders, and mentors today.
Are you ready to teach?
__________________________________________________________________
August 5, 2016
Who Are You?
Dr. Theodor Seuss Geisel was a clever yet shy raconteur who created timeless work. One of my all-time favorite sayings of his was; "Be who you are and say what you feel because those who mind don't matter and those who matter don't mind."
It's not suggesting we disrespect those around us and for us to become unbearably arrogant. It points to the simple genius that says we need not worry so much about what others think about us. There will always be naysayers and complainers. You rarely need travel far to find someone with an opinion or criticism.
Don't Matter. Don't Mind.
Simon Sinek says leaders find others who believe in what they believe. Tom Peters says leadership is not about creating followers, it's about creating more leaders.
Seldom does someone who fails to stand for something, find others who are interested in what they have to say or offer. I'll skip the temptation to comment about the US election. So be bold, be yourself, and take charge. Respect those around you - especially yourself.
Be who you are and say what you mean, or someone else may be quite happy to make that decision for you.
__________________________________________________________________
It's not suggesting we disrespect those around us and for us to become unbearably arrogant. It points to the simple genius that says we need not worry so much about what others think about us. There will always be naysayers and complainers. You rarely need travel far to find someone with an opinion or criticism.
Don't Matter. Don't Mind.
Simon Sinek says leaders find others who believe in what they believe. Tom Peters says leadership is not about creating followers, it's about creating more leaders.
Seldom does someone who fails to stand for something, find others who are interested in what they have to say or offer. I'll skip the temptation to comment about the US election. So be bold, be yourself, and take charge. Respect those around you - especially yourself.
Be who you are and say what you mean, or someone else may be quite happy to make that decision for you.
__________________________________________________________________
June 17, 2016
Seventeen Thoughts
Yes, you can, if you want it bad enough. Don’t let anyone tell you it can’t be done. Take the high road, there’s less traffic. You were born to lead in your own way.
Embrace ideas that are different than yours. Ignore naysayers. The best time to start is that place between tomorrow and yesterday. Once you decide, you’ll make it happen. If it doesn't help you grow, get rid of it. Listen to your gut.
You have all you need to succeed if you look hard enough. The choice really is yours. There are people in your life right now ready to help you if you ask. Change is enviable. You will never get it perfect. Excuses are the easiest way to avoid trying.
That idea you keep putting off is ready to ship.
__________________________________________________________________
Embrace ideas that are different than yours. Ignore naysayers. The best time to start is that place between tomorrow and yesterday. Once you decide, you’ll make it happen. If it doesn't help you grow, get rid of it. Listen to your gut.
You have all you need to succeed if you look hard enough. The choice really is yours. There are people in your life right now ready to help you if you ask. Change is enviable. You will never get it perfect. Excuses are the easiest way to avoid trying.
That idea you keep putting off is ready to ship.
__________________________________________________________________
May 18, 2016
Demographics and Assumptions
We live in a time when there can be 3-4 generations inside your company; sometimes within each department or team. That can provide dynamic collaboration. Yes, age is just a number, but it's a deeper issue than birthdays. There are socioeconomic and psychographic complexities if you have teams with members in many demographics.
I'm a walking contradiction because I'm a big fan of assessments, analytical data, and research, but I'm also not a fan of sweeping generalizations. Men are this; women like that; baby boomers prefer that; millennials are like this, etc. Nothing replaces one-on-one conversations to assess each and every person your team.
There's a right way to get on the bus.
I was recently involved in an on-boarding exercise that was far less than optimal. There were a lot of assumptions; the new employee was left to "figure it out" with no formal training; while biases and assumptions made it an excellent study in how to not bring in a new employee.
Do your research and get to know the different styles and preferences of each age group within your company; then drop the data and have human conversations while adopting one key element.
Keep an open mind policy.
__________________________________________________________________
I'm a walking contradiction because I'm a big fan of assessments, analytical data, and research, but I'm also not a fan of sweeping generalizations. Men are this; women like that; baby boomers prefer that; millennials are like this, etc. Nothing replaces one-on-one conversations to assess each and every person your team.
There's a right way to get on the bus.
I was recently involved in an on-boarding exercise that was far less than optimal. There were a lot of assumptions; the new employee was left to "figure it out" with no formal training; while biases and assumptions made it an excellent study in how to not bring in a new employee.
Do your research and get to know the different styles and preferences of each age group within your company; then drop the data and have human conversations while adopting one key element.
Keep an open mind policy.
__________________________________________________________________
March 30, 2016
Open Mind Policy
Think about your mentors, those people who have helped you and your career along the way. They found somewhere deep inside to motivate your strengths and help you realize your goals. They didn't make it about them, they didn't impart their goals on you. They pushed you to be a better you.
Malcolm Gladwell opines in his book Outliers there is no such thing as a self-made person. Those who have come before us have afforded us opportunities to succeed. None of us does this alone no matter how it may appear. Marcus Buckingham reminds us that we need to stop working on our weaknesses and focus solely on our strengths.
Imagine an organization where your good work is encouraged and your shortcomings are turned into prospects for others on the team who thrive where you may not.
Asking the Right Questions
How are you preparing your team for success and leadership? Is it a collaborative atmosphere or one of fear? Are strengths celebrated more than weaknesses highlighted? Does everyone have a clear vision on culture and objectives? Is your mind open to their opinions and ideas?
Balance and fairness look good on a well crafted business plan but in the heat of the battle, they can be tough to maintain. But they must remain top priorities because without them, you will be left with managers and bosses while leadership will be accidental at best. Success will left up to guesswork.
If you are in a lead position, make time for your people or watch the very thing you are working to build begin to crumble. Leadership is not on an organizational chart or an email signature.
It resides within every member of your team
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Malcolm Gladwell opines in his book Outliers there is no such thing as a self-made person. Those who have come before us have afforded us opportunities to succeed. None of us does this alone no matter how it may appear. Marcus Buckingham reminds us that we need to stop working on our weaknesses and focus solely on our strengths.
Imagine an organization where your good work is encouraged and your shortcomings are turned into prospects for others on the team who thrive where you may not.
Asking the Right Questions
How are you preparing your team for success and leadership? Is it a collaborative atmosphere or one of fear? Are strengths celebrated more than weaknesses highlighted? Does everyone have a clear vision on culture and objectives? Is your mind open to their opinions and ideas?
Balance and fairness look good on a well crafted business plan but in the heat of the battle, they can be tough to maintain. But they must remain top priorities because without them, you will be left with managers and bosses while leadership will be accidental at best. Success will left up to guesswork.
If you are in a lead position, make time for your people or watch the very thing you are working to build begin to crumble. Leadership is not on an organizational chart or an email signature.
It resides within every member of your team
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May 21, 2015
One Day
One day we’ll figure it out. One day I’ll follow my passion. One day you’ll push past the fear. One day we’ll collaborate better. One day I’ll finish my book.
One day you’ll go for that gig. One day we’ll create a more collaborative culture. One day you’ll lead the charge. One day I’ll stop doubting myself.
One day we’ll enjoy the ride. One day you’ll listen to your gut.
One day we’ll dump the excuses. One day I’ll stop worrying about what others think.
One day you’ll take the chance. One day we’ll make those changes.
One day you’ll stand up for yourself. One day we’ll appreciate what we have now. One day I’ll get laser focused. One day you’ll believe. One day may never come.
One day is today.
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Kneale Mann | People + Priority = Profit
One day you’ll go for that gig. One day we’ll create a more collaborative culture. One day you’ll lead the charge. One day I’ll stop doubting myself.
One day we’ll enjoy the ride. One day you’ll listen to your gut.
One day we’ll dump the excuses. One day I’ll stop worrying about what others think.
One day you’ll take the chance. One day we’ll make those changes.
One day you’ll stand up for yourself. One day we’ll appreciate what we have now. One day I’ll get laser focused. One day you’ll believe. One day may never come.
One day is today.
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Kneale Mann | People + Priority = Profit
November 29, 2014
Seven Ideas for Great Company Culture
Here are seven areas to consider to make your company a great place to work.
Give
No matter the survey, compensation always makes it into one of the top reasons people stay or leave a company. But if money is the number one concern of employees, you have a serious issue. Pay people properly.
Define
What makes people want to bring their best every day and feel appreciated? If you can’t explain it in a sentence or two, dig deeper.
Value
What does your company stand for and what won’t it do? Two significant questions that seem easy enough to answer yet most struggle with them. We want to be a part of something that aligns with our values.
Open
Not all decisions can be made by committee, in fact most people want leadership to guide the way, but keep communication open enough for people to feel you genuinely want their input and ideas.
Stretch
Departments are created for a reason. Sales focuses on revenue while product design improves the offering. But don’t box people in so they can’t offer input to areas where they might not be subject matter experts. Some of the best ideas may come from the most unexpected places.
Lead
From small companies with a handful of employees to the Fortune 50, the relationship people have with their direct report and the people closest to them in their day-to-day work experience, will be the single biggest reason they stay or leave. Model the behavior you want from others.
Together
Teamwork and collaboration are a core elements to great culture. We want to belong and contribute so afford everyone the chance to do both.
Like trust, respect is earned not mandated by an org chart. So if you want great company culture, create an atmosphere of respect and trust and watch what happens.
Or you could order the latte machine and hope for the best.
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Kneale Mann | People + Priority = Profit
deviantart
October 8, 2014
The Memes of Risk
Manage risk, financial risk, reputation risk, market share risk, relationship risk, shareholder risk, the risks of risks, the risk of focusing on risks, the discussion of risks, the endless what if's that stall our journey. Perhaps we perceive it will be difficult or worse, not successful. We often fear our own abilities and guts to take that ride. One of the worst emotions I think we can possess is regret. The idea we didn't act on can often be the one that stops the flow. The safety of inaction becomes our comfort zone.
Risk often focuses on what will, would, or could go wrong. It's a preemptive strike, a proactive measure, to protect the outcome. The biggest risk is when we use it to endorse inaction. I know of what I write only too well. Maybe you can relate.
The biggest risk is the bet we fail to make on ourselves.
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Kneale Mann | People + Priority = Profit
walpaper
August 21, 2014
Ready Set Go!
I've gone through some significant changes in my life this year and I was talking about them with a colleague recently which got us going deep on what stops us from moving where we want to go. For some reason, we often become our biggest hurdle. It also appears most people I know find it difficult to ask for help.
It reminded me of Manuel de los Santos.
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Kneale Mann | People + Priority = Profit
Manuel de los Santos
It reminded me of Manuel de los Santos.
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Kneale Mann | People + Priority = Profit
Manuel de los Santos
