Category Archives: Communication

4 Methods for Dealing with Resistance to Change

I have written a lot about change in the last few weeks.  Here are four methods that leaders introducing change into their organization can utilize when dealing with resistance to change:

  1. Education and Communication: educate people about a change before it is implemented and most importantly help them understand the logic behind the change.
  2. Participation & Involvement: allow people to help design and implement the changes (e.g., ideas, task forces, committees). Tell them the challenge and ask them for their input to implement a solution.
  3. Facilitation & Support: provide help (emotional & material resources) for people having trouble adjusting to the change. It’s great to have change advocates who are willing to express their ideas and support the changes.
  4. Explicit and Implicit Coercion: as a last resort it may be necessary to use authority and influence to encourage people to accept changes.

We all know change is never easy.  In my opinion, approaching it from the logical perspective helps a lot!

Face Time STILL Your Biggest Asset

The millennials moving into the workforce come with a big imaginary technology bubble wrapped around them.  Corporate leaders see Generations Y and Z coming and mistakenly make room for the bubble to fit through the door – offering social media, instant messaging, texting, skype, e-mail and other remote communication methods.

facetme

A recent study by Randstad identifies that 51% of Gen Z and 52% of Gen Y chose the face-to-face meeting as their preferred form of communication.  Less than 20% of each generation said they prefer e-mail.

These amazing statistics bode well for your organization.  The traditional, culture-building team meetings are still top on the list, even for your newest team members!  The need for human interaction remains strong.

For generations, it has been proven that communication is critical to the success of an organization.  As corporate leaders in an evolving workplace, maintaining the grass roots communication should be a priority.  It is face-to-face where we can see expressions, emotion and gestures – all things that are very difficult to gauge when utilizing newer forms of technology.

Plan a meeting, invite everyone.  The technology is simple and the results exponential!

Conquer the Biggest Threat to Business Success with Exceptional Leadership

leadership purple

I recently encountered a statistic stating:

“84% of senior leaders globally say disengaged employees are one of the three biggest threats facing their business – yet only 12% of them report regularly working to address employee engagement.” (The Economist, Reengaging with Engagement Report)

A recent study by Mercer revealed the top five factors that influence employee motivation and engagement globally are:

  • Being treated with respect
  • Work/Life balance
  • Type of work
  • Quality of coworkers
  • Quality of leadership

Quality of leadership is critical for motivating and engaging employees,

What is necessary to boost the quality of your leadership in order to increase productivity and profitability?

The single most important factor in employee engagement is creating an emotional commitment between the employee and the organization.  To do this, leaders need to focus on the following building blocks to become a magnetic leader who conquers the threats disengaged employees present to their business.

  1. Be Authentic:  Being comfortable in your own skin, finding your passion and pursuing that passion will empower people to step up and create their own value within the organization.
  1. Ask & Listen:

Asking questions of your employees and actually listening and responding to their concerns builds trust.  60% of employees with a low degree of trust in management intend to leave their organization, compared to 20% with a high degree of trust. (Center for Creative Leadership, World Leadership Survey, 2010)

  1. Communicate:

Almost 2/3 of all employees are 33% as productive as they could be because they don’t understand what they are being asked to do. (The Conference Board 2010)  Leaders who communicate regularly, clearly and effectively with their employees will significantly increase productivity.

  1. Be Confident:

When you make a business decision considering all factors, potential outcomes and risks and then present those to members of the organization when initiating a change, individuals will be more inclined to embrace the changes presented.  Confidence in your decision is critical to getting others to believe in the change.

As a leader, when you begin to harness the irresistible forces of exceptional leadership, you will create a culture where the emotional connection between individuals and the organization is palpable and inevitably measurable in the increased profitability and productivity of the organization as a whole.

At this year’s ICMI Conference in Long Beach, CA, Dianne Durkin of Loyalty Factor will be presenting a workshop and Encore presentation of  The Power of Magnetic Leadership.  These sessions will delve into the process of becoming a magnetic leader, and provide valuable tools for leaders to improve their organizations through communication, trust and engagement and gather tips on how to create the essential emotional connection between individuals and the organization!  Don’t miss it!!!

Happy Holidays!!

holiday2015

Happy holidays to you and yours from our President, Dianne Durkin, and all of us here at Loyalty Factor.  May your final days of 2015 be merry and bright, and may you have the happiest and most successful New Year!!

Refuel, Recharge, Re-energize the Heart of Your Organization

Competition is fierce in today’s business climate and an organization is only as successful as the people within the operation.  Increasing your employee engagement is the cornerstone of your business transformation.  By creating “WOW” experiences for your employees, you will refuel, recharge and reenergize your organization from the inside out.

The key steps to catapult your organization to new levels of achievement with increased performance and profits.

  • Be transformational versus transactional
  • Identify strategies to “WOW” your employees
  • Engaging and Empowering Employees
  • Motivate, coach and develop employees

What Keeps Leaders Up at Night

No matter how successful you are, if you’re like most leaders, you’re occasionally plagued by the doubt that accompanies typical management questions.

In her book, What Keeps Leaders Up at Night, Nicole Lipkin provides the following 2 pieces of advice: Don’t be:

  1. Too afraid to lose: A leader afraid to lose will paralyze himself by
  • Worrying excessively about failing to get the right results
  • Questioning and second-guess every step of the way
  • Avoiding decisions and commitments that might cause mistakes
  1. Too busy to win: Excessive busyness can impair performance and productivity, making you increasingly forgetful, fatigued, and prone to poor decision making and problem solving.
  2. Too proud to see: We all get wrapped up in our own ideas by
  • Letting yourself get so tied to an idea that you won’t let it go
  • Refusing to heed the advice of others
  • Relying on your past successes at the expense of weighing different patterns, options or solutions.

To avoid these pitfalls, a leader must be self-aware!  Taking a moment to reflect and eliminate any unproductive behaviors will make you a better leader and help you to sleep better!

For an honest assessment of your leadership style and to learn how to energize your inner powers despite the outer pressures, call Dianne Durkin, author of The Power of Magnetic Leadership, at 603-334-3401!

Face Time Still Your Most Valuable Asset

The millennials moving into the workforce come with a big imaginary technology bubble wrapped around them.  Corporate leaders see Generations Y and Z coming and mistakenly make room for the bubble to fit through the door – offering social media, instant messaging, texting, skype, e-mail and other remote communication methods.

A recent study by Randstad identifies that 51% of Gen Z and 52% of Gen Y chose the face-to-face meeting as their preferred form of communication.  Less than 20% of each generation said they prefer e-mail.

These amazing statistics bode well for your organization.  The traditional, culture-building team meetings are still top on the list, even for your newest team members!  The need for human interaction remains strong.

For generations, it has been proven that communication is critical to the success of an organization.  As corporate leaders in an evolving workplace, maintaining the grass roots communication should be a priority.  It is face-to-face where we can see expressions, emotion and gestures – all things that are very difficult to gauge when utilizing newer forms of technology.

Plan a meeting, invite everyone.  The technology is simple and the results exponential!a500-virtual-team

The Environmental Crisis, Part II

How can leaders ensure their business “weathers the storms” of the environmental crisis?  Sustainable operations, coping with a shortage of natural resources and their rising costs will drive the need for innovation, creativity, and change.

The main challenges for business leaders include:

  • Transformational thinking – Strategies, structures, decision making, operations, cultures, processes and procedures must all evolve to minimize environmental impact. Innovation will be necessary on a massive scale.  Creative, strategic and conceptual thinking will be critical leadership skills.
  • Execution – Change initiatives rarely fail at the conception stage; successful execution is what so often eludes organizations. Leaders with a track record in delivering business change will be prized.
  • Visionary Communication – As agents of transformation, leaders will need to inspire employees to strive to achieve the new, sustainable organization. And they will need to spell out with total clarity what it means in practical, everyday terms for individuals’ roles and performance.
  • New forms of collaboration – The intellectual power to deal with climate change will be beyond any one leader or even organization. Collaborations across functions and with external partners will become essential.  Competitors will be forced to come together to find shared solutions.

treemindDianne Durkin, founder of Loyalty Factor, has a plethora of leadership programs to help guide your leaders through this transition.  Contact Loyalty Factor at dmdurkin@loyaltyfactor.com to schedule a personal consultation with Dianne Durkin to receive a free proposal for a leadership program specifically created for your organization.

The Environmental Crisis, Part I

climatechange

 

In Leadership 2030 Georg Vielmetter and Yvonne Sell highlight six megatrends facing businesses as we move into the future.  They believe the megatrend with the most profound impact is the environmental crisis.    The five essential points of the crisis are:

  1. Climate change is real and almost irreversible.
  2. Critical resources are being depleted. Peak oil supply from conventional sources was reached in 2006.  Water shortages are becoming increasingly drastic.  Rare earth minerals – essential to modern technology – are becoming scarcer, more expensive, and more difficult to reach.
  3. The implications for business and leaders are potentially catastrophic. At best, this means drastically reduced margins and at worst, deep global recession and social turmoil.
  4. Carbon footprint moves from social responsibility to the bottom line. Organizations will need to embed environmental awareness into their processes and decision making in order to create a culture and operations that minimize environmental impact.
  5. Leaders will need to think transformationally to achieve this, communicate a clear rationale for such radical change, and ensure that they execute the vision.

How should businesses respond to this environmental crisis?  Leaders will need to create sustainable operations and cope with rising costs of resources that are drying up.

To learn more about the six megatrends facing business leaders today, contact Dianne Durkin today at 603.334.3401 to book her to deliver her newest topic “Transforming your Leadership to Conquer Future Trends”

Change-Friendly Leadership: How to Transform Good Intentions into Great Performance

Most attempts to change fall flat.  Around the world, countless change efforts are underway in all kinds of organizations, spearheaded by leaders with good intentions.  Despite the good intentions, the majority of these programs will fail.  Why?

In Change-Friendly Leadership, Practitioner Dr. Rodger Dean Duncan shows that humanness, approachability and friendliness are necessary, but often overlooked, elements of making change successful.  Effective organizational change requires the active, mindful participation of the people affected by the change.  A Change-Friendly foundation for effectively engaging people’s heads, hearts and hopes is necessary to create lasting change in your organization.

The big deal about change is usually not the strategy, structure, or systems.  The core is feelings.  In the world of human commerce, nothing changes unless and until people’s behaviors change.  And the kind of behavior that results in lasting (sustainable) change must accommodate people’s feelings – feelings that involve trust, confidence, passion and all those things that make us human.

You can rent a man’s back and hands, but you must earn his head and heart.

  • Effective change requires genuinely engaging the brains of the people expected to embrace and even champion the new state of affairs.
  • Effective change requires engaging people’s feelings – not merely making a business case for action, but making a compelling psychological case for action.
  • Effective change requires engaging people’s earnest hopes: their heartfelt aspirations, even their sense of self.

Leading effectively is a challenge under the best of circumstances.  It’s especially so in an environment of change and transition.  In such an atmosphere, people need comfort and confident direction, not a drill sergeant.

 

Guiding principles that can help:

  1. Be a gardener. Go for growth. Successful leaders invest energy in growing rather than   They create a nurturing environment and they cultivate with care.
  2. Lead the whole person. Some managers seem to regard people as They try to motivate only with salary and benefits.  Successful organizations lead the whole person :
  • Heads: They want to grow, develop intellectually, learn, and stretch their comfort zones.
  • Hearts: They want to be treated with kindness, respect and dignity. They want good relationships and to feel appreciated.
  • Spirits: They want meaning in life, to be inspired, and to feel they fit.

Three characteristics of an effective leader are:

  • Character: the person’s integrity, motives, principles and values. Character is what a leader is.
  • Competence: the person’s skills, gifts, talents and ability to deliver on promises. Competence is what a leader does.
  • Cause: the person’s reason for leading, vision, goals and “end game.” Cause is what most often motivates and inspires.

Behaviors and relationships in place of titles and stature are the foundation of the Change-Friendly framework.   It is based on the power of the Four Ts: Think-Friendly, Talk-Friendly, Trust-Friendly and Team-Friendly.

To learn more about creating and/or transforming your environment to a Change-Friendly one that will create outstanding performance.  Contact Dianne Durkin at Loyalty Factor @ 603-334-3401.  Loyalty Factor specializes in building employee loyalty, customer loyalty, and brand loyalty for some of the most successful companies worldwide.