by Kelly Ketelboeter on December 17, 2010
As I watched the snow falling yesterday I couldn’t help but notice the beauty of each individual snowflake. So intricate. So delicate. So inspiring. And each flake so different. As my mind wandered to leadership I discovered a connection to employees. Each employee possesses their own beauty. Their own intricacies. They are delicate in their own right. Working to inspire and make a difference for the people around them. And how each employee is in fact so different.
Often times leaders try a blanket, one size fits all approach when working with employees. Failing to see how different each employee is. Failing to recognize that each employee is motivated in different ways. Failing to understand how to communicate with each employee. Failing to recognizing the beauty of their diversity.
Employees need to be led, coached and approached differently. As leaders we need to meet them where they are at, not where we are at. We need to provide information, feedback and motivation to meet the individual needs of each employee. Employees bring unique experiences and perspectives to the work place. They bring different levels of knowledge. They learn differently, they listen differently and they care about different things. As a leader it is our job to discover what each individual employee needs to be successful. We must then use that information as we help lead them to success for and within themselves.
There are however, a few things that must be consistent across the board no matter what employee you are working with. Effective leaders consistently coach, train, recognize, reward and hold everyone accountable to the standards, goals and expectations for performance and within the organization. How you provide this information and the opportunities to do so will be different. Employees must first understand the standards, goals and expectations. It is then up to us as a leader to teach them, provide feedback, celebrate the success and ultimately hold them accountable. This is how you create an equitable work environment. Treating everyone with the same one size fits all approach doesn’t create equity, encourage engagement or recognize the individuals that make up our team.
Just as each falling snowflake is unique, I encourage you to remember the uniqueness that each employee brings to your organization. To achieve high levels of success we must capitalize on that uniqueness by treating each employee as an individual.
We would love to hear your thoughts. Should leaders treat all employees the same? How do you create equity in your organization or on your team?
Until then enjoy the snowflakes or the sunshine depending on where you are!
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by Jen Kuhn on October 4, 2010
If you are in a position of leadership, formal or informal, you have a tremendous responsibility. This is not a burden, it’s an honor; one to be taken seriously.
At the end of this day, everyday, what type of legacy will you leave? I was inspired by the blog of Tim Sanchez (aka @DeliverBliss) to compile some leadership quotes to inspire you to embrace your role as a leader. Please take a moment to reflect upon the impact you are having on those around you. Leave a legacy worthy of emulation.
- Management is doing things right; leadership is doing the right thing. ~P. Drucker
- Leadership is action, not position. ~D. McGannon
- You must do the thing you think you cannot do. ~E. Roosevelt
- The main ingredient of stardom is the rest of the team. ~J. Wooden
- Our lives begin to end the day we become silent about things that matter. ~MLK, Jr.
- Nothing is more despicable than respect based on fear. ~A. Camus
- The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands in times of challenge and controversy. ~MLK, Jr.
- You don’t get paid for the hour. You get paid for the value you bring to the hour. ~J. Rohn
- How far you go in life depends on your being tender with the young, compassionate with the aged, sympathetic with the striving, and tolerant of the weak and strong. Because some day in life you will have been all of these. ~G.W. Carver
- You will face many defeats in life but never let yourself be defeated. ~M. Angelou
- If you want to build a ship, don’t herd people together to collect wood and don’t assign them tasks and work, but rather teach them to long for the endless immensity of the sea. ~A. de Sainte Exupery
- Standing for right when it is unpopular is a true test of moral character. ~M. Smith
- “Do-so” is more important than “say-so”. ~P. Seeger
- Humans are ambitious and rational and proud. And we don’t fall in line with people who don’t respect us and who we don’t feel have our best interests at heart. We are willing to follow leaders, but only to the extent that we believe they call on our best, not our worst. ~R. Maddow
- You are responsible for the talent that has been entrusted to you. ~H-F. Amiel
These are just a small sampling of quotes. What quotes inspire you? We’d love for you to add to the list…
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by Kelly Ketelboeter on April 8, 2010
There are perfect games in baseball. Just check out Chicago White Sox player Mark Buehrle. There are perfect 10s in diving. Greg Louganis comes to mind. There are perfect routines in gymnastics. Remember Mary Lou Retton? Or Nadia Comaneci?
How many of us grew up hearing the old saying, “Practice makes perfect?”
All too often managers are looking for the perfect performance from their employees. There are few perfect 10s if any, in the business world. There is no such thing as a perfect game, dive or routine in the corporate world. And I disagree that practice makes perfect. In fact, I believe that practice makes progress. Progress towards the goals.
Progress is what managers today need to focus on, not perfection.
Think about where your employees are at today and where they could be tomorrow. Work with them to develop a plan that will get them there. Engage your employees in a conversation and focus on behaviors that will lead to success. As an employee begins to take steps towards their potential, celebrate their progress. Don’t wait for the employee to arrive at the set destination. Help them see how small efforts every day will get them closer to their goals. As you celebrate their progress also find out how and what the employee is doing that is allowing them to make that progress. This will continue their momentum and keep them focused.
In my experience, if you wait for perfection, you will be waiting a long time. Without celebrating the small wins, employees tend to give up and shift their focus. Changing or enhancing behavior is uncomfortable, kind of like exercising. Don’t wait to celebrate the win of going from working out for 10 minutes to 20 minutes to an hour. You can’t get to an hour without first making it to 20 minutes.
Realize that perfection in the workplace is a moving target. Making it that much more critical to build on small successes and focus on progress!
How will you focus on the progress your employees are making today?
Do you agree, disagree or just don’t give a rip? We would love to hear from you!
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by Kelly Ketelboeter on April 1, 2010
I couldn’t help but laugh out loud when I saw this clip on You Tube. It captures the very essence of what organizations are doing to their customers. Too many organizations have lost their focus, the people that make their business successful. Customers and employees.
As I watched the clip I saw how this “break up” applies to the employee experience just as much as it does the customer experience. It has been said that employees don’t leave a company, they leave because of their manager. And they “break up” with their manager for many of the same reasons a customer breaks up with a company.
Do you really know your employees?
What motivates your employees? What’s important to them? Where do they want to be in three years? What allows them to exceed expectations? What keeps them from meeting expectations? How do they view their role in your organization? How do they contribute to your mission? Managers have got to talk to their employees more than once a year and about more than their performance. It’s about finding a balance. Show your employees you care and value them.
How are you focusing on the needs of your employees?
In the clip, the advertiser is only focused on his needs. He isn’t listening to his customer. And he does all the talking. Many managers think that talking to their employees will increase performance and change behaviors. For the vast majority this approach doesn’t work. You have got to engage in two-way conversations with your employees. It’s the only way you will find out where they are at, what they are doing and how they can get to the next level.
What do your employees need from you in order to be successful?
One size does not fit all when it comes to coaching and leading your employees. Coupons were not the answer to get the customer in the clip to stay. More training, increased emails, one-on-one monthly meetings aren’t necessarily going to cut it for your employees. You have to know where they are today with their performance and where they need to be in the future. And as the manager it’s your responsibility to help get them there.
Are you listening to what they are telling you and acting on it?
Having information is only part of the equation. Knowing is not enough. Willing isn’t enough. You have got to act. Are you acting in a consistent and deliberate manner to help your employees? How does that support their goals, the departmental goals or the organizational goals?
Make sure your employees don’t break up with you by showing you are invested in them!
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by Jen Kuhn on March 15, 2010
Today is Monday. As I checked my Facebook account, Twitter account and emails this morning, I noticed a trend. Many people were complaining about the end of the weekend and beginning of a new work week. For a moment, I was tempted to commiserate with my friends, tweeps and others. To complain about Mondays and work seems to have become ingrained in our culture. Even if you’re happy to be at work, you may have formed the habit of complaining about the beginning of your work week.
I challenge you to break this habit. What would your company culture feel like if no one ever complained about being at work? What impact would that have on morale, productivity, teamwork and motivation?
I’m a firm believer in personal responsibility in a group setting. We are all responsible for the overall culture of our work environment, no matter our position.
Take the Motivate Your Monday challenge:
- What can I start doing to create a more productive, team-oriented and positive work environment?
- What can I stop doing that is adding to the drama, tension and negative work environment?
By asking yourself those two questions, and putting your answers into actions, you will be a “value-adding” employee. If you are in a position of leadership, consider asking your team those questions (including yourself, of course!), then hold people accountable to make their contribution.
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