Category Archives: Employee Loyalty

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!!

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

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.

Idea Agent

Anyone who has been surrounded by creative artists, writers or musicians knows creativity often comes along with strong – even conflicted – personalities.  Leading a creative team means harnessing this conflict and managing it to benefit, not detract from, the work.

In Idea Agent, Lina M. Echeverria explains that an understanding of each human being and the way he or she relates to others needs to be the guide.  It continues with being comfortable with conflict and with understanding that arguments and discussion are as essential to science as experimentation itself.

The secret to leading a creative team lies in establishing cultures where leaders exhibit flexibility through:

Responding to needs and identifying opportunities

  • Creating unorthodox career paths and letting people move outside their groups
  • Respecting ideas and needs of the whole self
  • Embracing new ideas
  • Accommodating life-needs
  • Changing directions willingly and abandoning tried-and-true ways

In summary, to excel in breakthrough innovation the leader of the organization must create a culture defined by beliefs, attitudes, energy and continual interaction.  It must be a culture of creative engagement and liberating values.  This will create a network that is vital for innovation.
Loyalty Factor has been helping businesses embrace creativity and innovation for over 19 years.  For more information on the value of a corporate culture that welcomes innovation, contact Loyalty Factor at www.loyaltyfactor.com.

 

The Power of One

smile Blue

 

One motivated individual can change the course of business.

How did Tony Hsieh turn Zappos into an e-commerce giant?  The answer: He created a culture that took care of the needs of his employees and inspired them to meet the needs of their customers.  Tony motivated Zappos associates to grow personally and professionally, and become full engaged in the corporate vision.  Now ask yourself:

  • Do you have a compelling vision, purpose and values that will inspire, motivate and engage your employees?
  • Is it simple and concise?
  • Do people quickly get it?

Now imagine you do and imagine each and every employee in your organization is totally engaged in the success of your organization.  Now imagine your profits soaring!  To make this happen, call Loyalty Factor at 603-334-3401 to make this happen!

The Enemy of Engagement

Multigen

‘Frustration isn’t an employee issue; it’s an organizational issue.’

Frustrated employees represent 20% or more of the total workforce, leading to a major loss in performance, talent and revenue.  Frustration wears down motivated, dedicated employees who really care about their jobs and can’t get the organizational support they need to get things done.

According to Mary Royal and Tom Agnew, the authors of The Enemy of Engagement, “Frustrated employees really want to succeed in their role and become aggravated by organizational barriers or a lack of resources.  Managers must ask the right questions and address the issue promptly, or risk losing top talent who care deeply about the organization.”

Frustration isn’t just an employee issue, it’s an organizational issue, adding that “Managers must listen for clues and serve as the voice for frustrated employees.”

To learn how to engage and empower by utilizing empathetic listening to identify the frustration in your workforce and to increase performance and profits, contact Loyalty Factor at 603-334-3401.

Questions for Implementing Change

 

 

Type of Leaders

Are you thinking about Change?

Managers implementing incremental change – changes that happen within the context of business as usual – are responsible for making sure the reasons, details, benefits and impact of the change are all mapped out prior to implementation.

I recently developed a list of questions for managers to consider:

REASONS:

  • What is the change?
  • Why is this change needed?
  • What will happen if we do not make the change?
  • What are the benefits of making the change?

BENEFITS:

  • How will the change benefit the organization?
  • Who will benefit from the changes?
  • When will the positive benefits be felt?

IMPACT:

  • Who will be impacted by the proposed changes?
  • What risks are involved in going forward with the changes?
  • Who will suffer from the changes?
  • Will any jobs be eliminated?
  • Who needs to be informed of the changes?
  • What will be different because of the change?
  • Who is losing? And what?

PROCESS:

  • What steps are needed in making the change?
  • How can I manage the changes so they are successful?
  • Who do I need to involve?
  • What is the best mode of communication to present changes?

A good change management process offers a clear message, emotional buy-in, targeting the appropriate people, timely delivery, and an open line of two way communication between all involved.  Before you begin making changes, be sure to ask yourself all the questions.  It’ll make everything smoother!

Dianne Durkin, President of Loyalty Factor, offers training and personal coaching with particular emphasis on building relational capital.  Contact Loyalty Factor (www.loyaltyfactor.com) today at dmdurkin@loyaltyfactor.com to schedule your session and get moving forward towards building a strong personal brand!