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:
- Education and Communication: educate people about a change before it is implemented and most importantly help them understand the logic behind the change.
- 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.
- 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.
- 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!
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!
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.
- 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.
- 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)
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.
- 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 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!!
Change – it’s coming! Despite the fact that most of us don’t love it, most of us know it is inevitable in all aspects of our lives. To set yourself up for success when facing changes in the workplace, you can take these steps:
- Accept that change happens in both your personal and professional life.
- Pay attention for signs that change is imminent and acknowledge them.
- Anticipate the change process and do your best to accept the changes as quickly as possible.
- Communicate with management to gain a comprehensive understanding of the changes. Share any concerns and fears and establish a clear picture of what is to come.
- Assess your strengths and areas for improvement. Identify areas where your strengths can come into play and begin improving in the areas when you fall short.
- Be flexible enough to look at the different angles of the change and see where you could apply your “existing” skills and knowledge, and what news skills you need to acquire.
- Stay optimistic: Keep a positive attitude and don’t let yourself drown in uncertainty.
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
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:
- 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
- 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.
- 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!
I recently had a conversation with one of my employees about work-life balance and she questioned me on how I achieve my balance. My response was, “Do I?” This prompted me to contemplate my life and the balance of work and play. I have always enjoyed working and maintain I have no plans to retire. I think about work first thing in the morning, I live work all day, and I go to bed contemplating new ideas. Yet, I take time each day to treat my body right. I drink lots of water. I prepare three amazingly healthy meals. I am a student of naturopathic health solutions. I work out. I meet up with friends. I watch my favorite television programs. I read and read and read.
So what exactly is balance?
I read once that it is the pull of opposing forces that keeps you balanced.
My life would be incomplete and disappointing if I did not have my business and the satisfaction I gleam from bringing customer service and employee loyalty to new heights. And I would be equally disappointed if I failed to enjoy the beautiful city in which I live, cherish and nurture the relationships with my family and friends, and care for and respect my body.
I am resolved to believe that perfectly balancing these opposing forces to a point of static is unattainable and unrealistic. For me, a balance is achieved by satisfying the tensions created, harnessing energy from both and living my life each day.
Balance for everyone is not the same. Others looking at my life could say I work far too much. Yet the joy I derive at work brings great value to the balance I seek in life. In the end, you must find what you love, love what you do, embrace your values and strive to worship their role in your life.
All leaders want to go down in the leader books as having done great things. A fabulous legacy is also indicative of your general success as a leader. Below are some hints to leave a lasting legacy:
- Being Authentic, Trustworthy, Compelling, Competent, and Communicative. If you concentrate on these things, with one eye cocked toward the ongoing state of your reputation, you can be pretty sure that your legacy will be a good one – even if you ultimately fail to reach your goals.
- Paying Attention to Change. Change requires, at a minimum, a little empathy and a lot of patience. Don’t attempt to deny or resist change – just help people get through it better than they could if left to their own devices.
- Getting More Curious and Smarter About Human Nature. Keep in mind most basic states of emotion are simply a function of one’s relationship with “what you want?”. The first great question you need to ask your subordinates as a leader is: What do you want?
- Giving Feedback. It is the best way to connect, add value and create relationships different from the usual arm’s-length management relationship.
- Celebrating Success. Take the time – officially endorsed and led by you – to celebrate your team’s accomplishments and victories.
- Respecting Life Outside of Work. What is important for you to remember as a leader is that your people do have private lives outside of work, that those lives are important to them and that, as a matter of principle, you must respect those lives.
A leader who leads without concern for their legacy does not inspire, motivate, and ultimate fails at leading.