"Kristi came to us on a recommendation from a board member as someone who had unique skills that could help the Granicus executive team improve leadership communications. As a result of Kristi's facilitation, not only did the initial engagement result in success with the executive team, it also expanded into a company-wide initiative."
Ed Roshitsh, COO
Teams that hold each other accountable are more productive & successful.
Commitment from team members is one of the building blocks of effective teams.
Plan for your best year - tips and strategies to make the most of your year.
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(posted: May 13th, 2009)
Do you ever just need some free tips to remind you of what you probably already know? Does your team ever need them? Well here are a few to help get you through this season of uncertainty...
Depending on what you read and how optimistic you are, you might feel that the economy might be improving or heading in the right direction. But until that becomes a hard reality in the minds of all the people you lead, you have a more difficult time ahead of you. Regardless of when things turn around and when all our trepidation dissipates, managers must REALLY do more with less these days. Budgets are tighter and staff sizes have been reduced. On top of it all, we've got to do it with anxious employees who are probably disengaged or worried.
How do they generate enthusiasm, unite disparate personalities to focus on a common mission, and drive teams to achieve ever-higher goals? It's tough.
You may have heard the term "engaged employees" used frequently by Jim Harter, who studies workers' commitment to their jobs. Another common term he uses is "employee engagement."
At Gallup, the research and consulting firm has great tips to share in a book Harter co-authored, "12 The Elements of Great Managing."
This is a great book I highly recommend and I use many of their best practices in my consulting work with my clients.
In my consulting practice, I have seen these tips play out well. Here are a few tips that I have adapted:
I want to expand a bit on this last point about frequent recognition. Sometimes we can forget about giving recognition, or not giving it enough. When we are under pressure and times are difficult, it's easier to think about catching people doing things wrong than to think about recognizing people when they're doing great.
Recognition is even more important in times like this.
They're going to hear more negatives just naturally through the course of the day, and if you can't get recognition from your manager and your colleagues, from where are you going to get it?
I would love to hear!
This blog post was originally posted at www.linked2leadership.com.