I’ve been asked to write about a subject that affects our daily work performance; Praise and Recognition. Employees do not believe they are appreciated by their employers, and feel they are taken for granted. They believe their managers really don’t care about them, or their contribution to the organization. Why? Because they are not affirmed for functioning at, and often above their bosses job expectation levels. Continue reading “Praise and Recognition, Part 1”
It won’t take long for employees to recognize something is missing in a leader’s relationship with them if one or more of these key attributes are not accepted, and practiced by their leader. People who manage others, but do not lead them, are those who do not consider any or all of these attributes important. Unfortunately, as stated before, there are more managers than leaders operating in today’s world; in government, profit and non-profit organizations, churches, and families.
I overheard two conversations just this week; one about their manager who is on an ego trip, and another about being, “at the end of the rope with their boss”. The choice is clear to me. Either accept responsibilities of being a leader or choose disgruntled, unproductive employees looking to escape their situation.
A pledge or a promise (Webster)
Only one who devotes himself to a cause with his whole strength and soul can be a true master. For this reason mastery demands all of a person.
– Albert Einstein
Requires ability to take risks
It’s easy to observe those who lack commitment to a project/issue. Their behavior can be characterized as “waffling”, “doing the CYA dance”, “pointing fingers”, “denying any involvement”. Unfortunately my career contained more of these types than those truly committed to the organization, and/or their employees. Most troubling is their inability to take risks. Continue reading “COMMITMENT”
Training that develops self-control, character, or orderliness, and efficiency (Webster)
“We are what we repeatedly do, excellence then is not an act, but a habit.”
Self-control, character, orderliness, and efficiency ideas to consider for a leader:
Establishes priorities daily, weekly, monthly (priorities change as situations change, just like goals can change. Goals and priorities need to be reviewed on a regular basis, and updated/changed as needed).
Be respectful of others time by starting and ending meetings on time (habitually late folks will get it, or miss out, but don’t penalize those the arrive on time ready to go to work).
Set meeting agendas.
Does not talk down to others (I had one boss who enjoyed doing this to the detriment of developing a dedicated workforce).
Stays focused on tasks, goals, and responsibilities.
Write effective job descriptions so employees know what their role is in the organization.
Coach, support, encourage, praise others whether they are direct reports or not. Most employees don’t receive enough praise and encouragement, and sadly some do not receive any.
Speak truth. In the long run it pays off, and increases respect for the leader.
Consciousness; awareness; insight; intuition (Webster’s definition)
What you see and hear depends a good deal on where you are standing; it also depends on what sort of person you are.
C.S. LEWIS, The Magician’s Nephew
Another great leadership skill. One where the leader removes themselves from selfish, self-centered motives such as, “what’s in it for me?”, “how can I cover my rear”, “how can I impress the boss”, to genuinely working to develop the best within themselves, and their employees.
Lewis quote is quite insightful because he realized that what you see, and what you hear influences your perception (was there a word whispered, or was there a grimace instead of a smile that only you saw?). The “sort of person you are” is affected by a myriad of considerations (social style, knowledge, experiences, age, culture, hometown, and on and on).