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  • feedwordpress 09:00:20 on 2020/11/24 Permalink
    Tags: , , , Culture, , , , , , ,   

    How to Make Your Employees Feel They Belong 


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    A basic need of people everywhere is to feel they belong. A sense of belonging is essential to emotional well-being, and it’s also an intrinsic motivator, activating people to become more involved and inspired. In short, it’s an essential component of any successful team and organization.

    In today’s climate, where people are dispersed geographically and often divided over political and cultural issues, it’s harder than ever to create that sense of belonging. But challenging as it is, it remains one of the most essential things a leader can do to ensure their team’s well-being and effectiveness. Here are some steps you can take:

    Create a culture of inclusion. Exclusion often happens unconsciously and unintentionally. To combat it, you need to be purposeful about cultivating and maintaining a culture that equitably supports people from all backgrounds and walks of life in achieving their potential and ensures they are accepted and valued. An inclusive culture views differences as strengths.

    Create a culture of respectful connection. In a connected culture, people are bound by strong ties; they support and trust one another. People inspire one another to give their best effort. Without sacrificing individuality, they build strong group norms that align them with the organization’s mission and goals, and they keep one another engaged and involved.

    Create a culture of contribution. When people feel that they are making a contribution, that their work matters, that their talents and strengths are valued and their efforts make a meaningful difference, they develop an awareness that they’re working for something bigger than a paycheck—and their work will reflect that awareness.

    Create a culture of safety. The best way to make people feel they belong is by creating an environment where they know they are safe to be who they are and express themselves without negative consequences. People can relax and  let their true selves shine through. They know they can speak up and be heard—and even get it wrong sometimes. People can’t possibly feel they belong somewhere they don’t feel safe.

    Create a culture of recognition. When you express recognition and appreciation, you foster a sense of belonging. You communicate to people that they matter—and when people know they matter, they feel empowered and able to excel.

    Creating and maintaining a culture where people feel they belong is never going to be easy. It requires that every level of the organization view their actions through a diversity lens to make sure they’re creating opportunities for everyone to contribute equitably, and making sure that leadership knows how to motivate and inspire. But the results are powerful. When people know they matter and their contributions are making an impact, there’s no limit to what they can accomplish.

    Lead from within: The best leaders take the time to understand the importance of creating an environment where people feel they belong.

     


    #1 N A T I O N A L  B E S T S E L L E R

    The Leadership Gap
    What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: iStockPhotos

    The post How to Make Your Employees Feel They Belong appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:02 on 2019/12/24 Permalink
    Tags: , Culture, , , , , , ,   

    The Best Way to Change a Toxic Culture 


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    The best way to change a toxic culture is to remove the toxic leader.

    This may sound harsh, but in my experience as a leadership coach working with countless boards, HR departments, and executives, I’ve learned that culture starts from the top—so the top is the best place to start turning things around.

    Reversing a toxic culture requires a leader who brings a certain set of attributes:

    A leader must have a foundational plan. Great leaders know that before you try to determine what needs to change, it’s usually best to understand what’s being done well. Then you’re ready to begin making the high-impact changes, both large and small, that can drive change for the better. Great cultures have a leader with foundational vision.

    A leader must have well-defined values. A great culture is based on a strong set of core values—values that are understandable and relatable, so people can show up every day knowing what to do and how to do it. The organization’s values need to translate into action for employees at every level—from support staff to middle management to top executives.

    A leader must embody soft skills. Many people still think of culture as a mushy, fuzzy concept, but research shows that people really do care about the culture where they spend their work lives. Similarly, soft skills are too often sold short. Any organization or team that wants a great culture needs a leader with strong soft skills—one who knows how to listen and understand, who empathizes and connects with others.

    A leader must always be accountable. Working in a toxic culture is demanding, and it’s easy, especially in difficult times, for people to be caught up in self-preservation and lose track of the guiding principles of the organization in the needs of the moment. But when leadership holds every level accountable for living out the mission and core values, you have a strong foundation on which to begin building better outcomes.

    A leader must have patience. The best leaders know how to go slowly, because things that are worth doing take time. Changing a culture isn’t something that can be rushed but a long game, one that can take months or even years. It means identifying and closing the gap between the culture you have and the culture you need, starting at the top and working through every level. It’s a huge task, one that requires a leader with both purpose and patience.

    Those who can lead an organization out of a toxic culture understand that people don’t come to their jobs just to work—they come because they believe they have value to add to a mission they believe in. The best leader to serve as their guide is able to bring out the purpose and greatness that allow a productive culture to flourish, the people to be happy, and the organization to thrive.

    Lead from within: Great leaders know that if they lead by example others will follow; great workplace cultures start at the top and ripple out to the entire organization.

     


    #1 N A T I O N A L   B E S T S E L L E R

    The Leadership Gap
    What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: istockphoto

    The post The Best Way to Change a Toxic Culture appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:19 on 2019/12/19 Permalink
    Tags: , Culture, Investment, , , , , , , , ,   

    How the Best Leaders Invest In Themselves 


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    The best leaders are not born into greatness—they work hard to become great. It’s true of leaders at every level: successful CEOs, executives, directors, managers and supervisors.

    And smart leaders understand that they are never done learning, because learning is a lifelong process. They treat learning as an investment in themselves. Here are some of the forms that investment takes:

    They’re open to feedback. The best way to invest in yourself as a leader is to be open to feedback. It’s a crucial skill for anyone in a collaborative work environment, and especially for leaders. Engaging with people directly and showing that you truly hear what they are saying is one of the best ways to build strong bonds and make yourself accessible as a leader.

    They’re always reading. In my experience, I have found that most great leaders are avid readers—for example, Bill Gates goes away on short retreats with 20 or so books. Whether you’re learning a technical skill, seeking personal development or learning more about someone you admire, reading is one of the easiest and most enjoyable ways to invest in yourself.

    They learn from their mistakes. Everybody makes mistakes, including leaders. But smart leaders make a point of learning from their mistakes and from the mistakes of others. They’re constantly examining their actions and responses to find ways they can improve.

    They grow their network. Leaders are not loners who stay away from other people. On the contrary, they’re always looking for ways to grow their professional network and maintain relations with their colleagues and peers. A strong network can help you stay ahead of industry trends and foster productive collaboration.

    They how to ask questions. Even if they’re very knowledgeable within their field, most leaders work as generalists. The best leaders understand that people who work with the details every day will have deeper knowledge, and they know that asking questions is a sign of respect and strength, not weakness.

    They make time for reflection. No one can function properly without taking some time to stop and think things through. The best leaders make time for reflection, taking pause throughout the day and refocus. It may sometimes feel like a waste of time, but those who practice it regularly find it’s the source of their deepest insights.

    They have a coach. Great leaders understand that self-development doesn’t happen in isolation and that investing in themselves requires the support and expertise of others. A compatible coach can help you maximize opportunities and minimize obstacles.

    The pace of life is fast, and when it’s already difficult to keep up with the demands of the day it may be hard to imagine carving out even more time for yourself.

    But like wise investors, great leaders realize that a good long-term return requires regular investments, even small ones, in the present. And they’re not afraid to spend their time and money on the best practices to help their investment develop and grow.

    Lead from within: The strongest investment you can make is an investment in yourself, that is how you get great leadership.

     


    #1 N A T I O N A L  B E S T S E L L E R

    The Leadership Gap
    What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: istockphoto

    The post How the Best Leaders Invest In Themselves appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:14 on 2019/12/05 Permalink
    Tags: , Culture, , , , Mistrust, , , ,   

    Never, Ever Trust A Leader Who Does These Things 


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    Being in a position to lead others comes with an enormous amount of responsibility. People look up to you as an example of how to speak and behave. If you don’t slow down long enough to think about your words and actions, it will cost you the respect and trust of those you are trying to lead. Here are some specific things as a leader, you should never ever do.

    Don’t power-trip. Even if you hold a great deal of power over those you lead, never throw it in their face. If you want to be a leader who is admired, lead with purpose instead of power. Those who base their leadership in power communicate their own insecurity and quickly lose the respect of their team.

    Don’t steal credit. Leaders and bosses who take personal credit for the work of their team are not just frustrating but actually toxic. People quickly learn to either stay clear or work to undermine their leader’s self-serving efforts.

    Don’t play favorites. If you’ve ever experienced favoritism, you know how damaging it can be. Few things are more demoralizing than a boss who picks favorites. As a leader, you need to treat everyone the same and encourage everyone equally. Otherwise, it becomes a game that no one wants to play.

    Don’t suck up people’s time. There are bosses who email, call and text at all hours of the day and night, who have a habit of interrupting evenings and weekends with things that have to be done right now. If that sounds like you, know that the primary message you’re sending is that you don’t respect other people’s time.

    Don’t be a control freak. you can recognize a control freak leader by their need to attend to every detail of everything and everyone. Nothing is ever good enough, because in the leader’s mind they would have done it better themselves. In short: that’s rubbish. Control freak leaders are too weak to even entrust others to do the job they were hired to do.

    Don’t lie. Leaders need to tell the truth, even when the truth is the last thing people want to hear. Lies have a way of catching up with the person who tells them, so always speak the truth. Once you’ve been caught in a lie you have lost all trust.

    Don’t intimidate people. Arguably the worst kind of leader is one who tries to reinforce their position by making others feel less capable. The essence of leadership is making people feel they can do the impossible. The best leaders establish their leadership by building others up, not by intimidating others in order to feel good about themselves.

    If people cannot trust their leader to do their job—to inspire them to a common purpose and support them in achieving it—achievement and excellence become difficult, if not impossible.

    Lead from within: It is the trusted leader who sets the bar high and then works hard to reach it every day.

     


    #1  N A T I O N A L   B E S T S E L L E R

    The Leadership Gap
    What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    The post Never, Ever Trust A Leader Who Does These Things appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:19 on 2019/03/19 Permalink
    Tags: , , Culture, , , , , , , Workforce,   

    How to Attract and Keep the Workforce You Need 


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    Every organization wants a reputation as a great place to work. In many fields, the workplace has become a candidate’s market where the best people have their pick of jobs. And it’s not enough to attract and hire top people—you have to be able to retain them too.

    Being known as an organization where the best people want to work isn’t just an HR issue—it brings a serious competitive advantage when the best people want to be part of your team. But it doesn’t just happen by chance.

    As business consultant and leadership executive coach who has worked with thousands of companies around the world, I’m able to see firsthand which strategies are the most effective in attracting and keeping top talent. They fall into six critical areas:

    Great leadership. People are attracted to leaders who are inspirational, supportive and empowering. Supervisors and managers are sometimes unaware of the role their actions and decisions have on employee turnover, so manager training and leadership awareness are a must. Managers need the skills, the tools, the knowledge and the inspiration to keep employees engaged. When you get leadership right, you get the right people.

    Great jobs. Getting people to join your workforce won’t be a problem if the job is attractive and challenging. But to retain your best people, you have to provide room for advancement with a career path and meaningful professional development. If you fall short in this area, you’ll lose employees to organizations that do better—which in turn will harm your reputation with prospective employees.

    Great culture. People are more committed and engaged when they can contribute their talents and ideas. A sense of ownership and respect makes employees feel they can excel. Creating a culture that nourishes top talent, encouraging creativity and risk and avoiding petty rules, is among the best ways to keep and attract the best people.

    Great purpose. Millennial’s now entering the workforce need to understand the why, not just the what. They want to understand and connect with an organization’s mission; they want to know how their work benefits that mission. You need to make sure you have a clearly expressed mission that resonates with people, and an organization that lives out that mission with authenticity and consistency at every level.

    Great development. The best workplaces make training and development part of their culture. A solid professional development program is one of the best recruitment tools you can develop. The investment of time and money will yield massive dividends in workforce security and the resulting benefits.

    Great rewards. It goes without saying that your salary and benefits need to be competitive. Beyond that, you also need to make sure people feel appreciated and recognized for their efforts with external rewards like public recognition, bonuses and awards. Even more important is intrinsic motivation—feeling connected and valued, with autonomy and opportunity for development and growth.

    Even if you’re doing well right now in recruitment and retention, these issues are important enough to warrant a proactive approach. Make an assessment of your organization’s leadership, culture and practices that affect employees—and if you see an area that’s wanting, don’t wait to make it right.

    Lead from within: Being a good employer means staying aware of what it takes to attract and keep the talent that you have. Pay attention to what your people need so you can be responsive to what they want.

     


     

    N A T I O N A L   B E S T S E L L E R
    The Leadership Gap: What Gets Between You and Your Greatness

    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: iStock Photo

    The post How to Attract and Keep the Workforce You Need appeared first on Lolly Daskal.

     
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