Core Values https://corevalues.com A TIGERS Success Series Company Thu, 27 Apr 2017 17:40:27 +0000 en-US hourly 1 https://wordpress.org/?v=4.7.4 Leading Millennials: Attraction and Retention Strategies https://corevalues.com/leadership/leading-millennials-attraction-and-retention-strategies/ https://corevalues.com/leadership/leading-millennials-attraction-and-retention-strategies/#respond Thu, 27 Apr 2017 17:40:27 +0000 https://corevalues.com/?p=8449 Millennials, the generation of individuals born between 1980 and 1996, is composed of about 73 million people. The problem is that the generation carries a heavy and somewhat negative reputation. Some beliefs include thinking they are entitled. disengaged and disloyal.

According to Gallup’s report, How Millennials Want to Work and Live, this reputation may not be completely unfounded. The report finds that only 29 percent of millennials are engaged in their work, and the generation has the highest rate of unemployment and underemployment in the United States. Although the employment gap is closing since the recession, the bad wrap could be because of what they want and desire in the workplace.

Research found that millennials not only want steady and engaging jobs, but they also want to have high levels of well-being, meaning they want healthy, purposeful lives, as well as financial stability and strong community and social ties. Because of their high expectations, millennials typically hold little loyalty to  companies that fall short in providing job engagement and well-being.  They are willing to switch jobs in search of satisfying their needs and wants. With this in mind, there are several strategies that leaders can implement to build strong relationships and encourage company loyalty with their millennial employees for long term attraction and retention.

Team building strategies for leading millennials

Encourage mentoring.

Younger employees can greatly benefit from mentoring by more experienced employees and leaders. Not only do mentors have more experience, they also have unique insights into several different areas of development, including connections for internships or jobs, advice on following a career path or even just lending an ear for struggling employees. The best mentorship relationships develop organically, However, if your organization doesn’t encourage or promote mentorship, new employees may not know where to look to find a resource. Encourage your team members to create a list of the qualities they are looking for from a mentor, and ensure that your seasoned employees and leaders are open to creating mentorship relationships with others within your organization. This type of program will help to engage your employees and encourage lasting relationships. Do keep in mind, however, that if your culture supports and rewards internal competition between employees, mentorship is difficult to build within your work culture.  The fear of being replaced by talented younger employees overshadows the best mentorship intentions.

Encourage gratefulness.

Not everyone is grateful all of the time, but promoting a business culture that encourages gratefulness can go a long way in creating engaged and satisfied employees. Starting your day off with a moment of gratefulness can help to set the tone for the day. In the workplace, you can help your employees feel grateful in a number of ways. Company-wide volunteer events, for example, can help your employees gain some perspective in their own lives, which can help to promote both recognition and gratitude.  On a smaller scale, you can create an anonymous board in which employees can post the things that they are grateful for, or you can encourage employees to share their successes during company meetings. When your employees notice the good things in their lives, they will be more satisfied and engaged.

Offer flexibility across departments.

Typically, when you hire someone, you hire them for a specific position in a specific department. But this may not be the best approach with millennials. Many millennials switch jobs because they view their 20s as a time for self-discovery, and many don’t have a specific career path nailed down. They are waiting longer to lay down roots, including marrying, purchasing homes or having children, and their 20s are really viewed as a time to find where they want to be career-wise long term. Because of this, many millennials are seen as job hoppers. One way that you can potentially avoid a talented employee leaving is by offering her the opportunity to job hop within your company. Once employees are trained and on-boarded to their positions, give them the opportunity to work cross-functionally, giving them the opportunity to experience other sections of your company. This type of approach requires flexibility, but it may be one way that you can encourage employees to stay with your company long term while building your talent pool for strategic company growth initiatives.

Millennials may have a bad reputation, but at the core, they are passionate and want to perform fulfilling duties that make an impact on the world around them. As an leader,  understanding what drives this generation will advance your organization, as well as their careers. With team building strategies for leading millennials, you can build a millennial-friendly culture that engages your employees. Some strategies include: encouraging mentorship between new and seasoned employees; encouraging a culture of gratefulness; and offering flexibility across departments to allow employees to pursue their passions. With these tips, you may find that your employees stick around longer and are more satisfied and engaged with their positions.

For more ideas, here are some articles that expand this conversation:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

About TIGERS Success Series, Inc.

TIGERS® Success Series provides a comprehensive and robust system for improving both your work environment and profitability.  We specialize in workplace enrichment and employee re-invigoration management facilitation methods that builds workforce cooperation and high performance team dynamics. Scaled to grow as your organization and leadership performance grows, our proprietary Team Behavior Profile and  leadership training workshops are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, and subsequent four years of independent evaluation, we instill and sustain behaviors that improve work group performance and talent retention for measurable ROI.

Since 1987, TIGERS has served committed leaders who desire enhanced cooperation among departments, teams, managers and individual employees. This heightened level of cooperation leads to improved revenue, purpose, commitment and impact. Employees quit companies because they don’t get along with leaders and co-workers. Work culture refinement and behaviors that build strong relationships erase this trend remarkably fast.  For more information call 1+541-385-7465 or visit http://www.corevalues.com .

 

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Boost Team Morale To Improve Performance https://corevalues.com/team-cultures/boost-team-morale-to-improve-performance/ https://corevalues.com/team-cultures/boost-team-morale-to-improve-performance/#respond Thu, 20 Apr 2017 16:45:04 +0000 https://corevalues.com/?p=8662 You’ve taken most of the steps to build a high-performing team. You’ve honed your leadership skills, attracted top talent and built trust. But even with all of these strategies in place, your team may not be as productive as it could be if team member morale is low. There are many reasons that morale can be low, including toxic employees, poor management techniques that lack empathy, employees’ personal struggles or even poor hiring choices.  When team morale is low, leaders will find that performance stalls, turnover rates increase and company profitability suffers. By carefully tracking and understanding where employee morale currently sits, leaders can help to boost team morale for improved employee performances and company profitability.

Team Building strategies for boosting team member morale

With the following three team building strategies in place, team member morale will improve, benefiting both the individual and the company as a whole.

Promote kindness and well-being.

When company culture and team member morale are suffering, they can’t be fixed overnight.  Leaders can help to improve employee morale by focusing on a culture of kindness and well-being. Engagement levels typically suffer when the office environment is socially and emotionally cold. Research concludes that companionship and recognition are more effective at promoting loyalty than salaries increases are. This means that when team members come into the office, they are looking for meaningful relationships, as well as warmth, interdpendence and respect from their leaders and from other team members. Team members will also be more productive and happier in the office when they are met with a culture that values and promotes employee self-care and well-being. To achieve this, leaders must do more than offer perks like free gym memberships. Employees need to have flexible-enough work schedules to utilize their memberships, as well as enforced group norms that promote kindness and well-being. For example, Humm Kombucha in Bend, Oregon has a go gossip policy.   Employees caught gossiping are fired because it is an emotional safety issue for the company and damages team relationships.  It is believed that both the gossiper and listener are harmed by gossip.  The gossiper suffers from integrity issues and the listener is harmed by a slanted opinion of a co-worker.  Therefore, group norms must apply to everyone with strict boundaries applied to both work time and personal time.

Treat employees fairly.

Employees are your greatest asset, so it makes sense that you need to invest time and resources to promote fairness in the workplace. Being fair promotes happiness. The bottom line is that happy employees are more satisfied with their positions, loyal to their companies and better engaged in their work. How you treat your employees “right” can vary based on your company, its culture and its values It means showing your employees respect; offering them competitive salaries; recognizing them (publicly and privately) for their successes; and giving them flexibility when they need time for personal matters. Not only do these strategies improve morale, they also encourage your employees to perform higher quantity and quality work, as well as boost employee loyalty to the company. When employees are treated fairly and feel valued, they perform better and are more satisfied with their companies, creating a win-win situation for all.

Reduce negativity.

Mistakes happen, and it’s natural to hold some negative feelings when things don’t go how you expected them to, but problems arise when your company’s culture becomes saturated with negativity. To keep morale high, leaders need to proactively minimize negativity in the workplace to prevent its spread across the team. Leaders can achieve this in a number of ways, including:

  • Build group norms that support forgiveness and learning from mistakes
  • Mining for the positives in every negative situation.
  • Requiring solutions when team members point out negatives.
  • Not accepting excuses and pointing blame at others.
  • Removing toxic employees, or removing yourself and others from situations involving toxic employees when possible.

Negative situations occur, but leaders can reduce the overall negativity in their workplaces by focusing on the positives and not giving negativity the opportunity to flourish. When negativity is stifled, your whole team will benefit and your workplace will be more positive.

Your team’s morale affects many different areas of your business.  It affects leadership roles, goals and interpersonal relationships. When morale is low, you’ll likely notice higher turnover, reduced performance and lower profitability. When these situations occur, it’s important to implement effective team building strategies for improved productivity. Effective strategies include: promoting kindness and employee well-being; treating employees fairly, including offering recognition and competitive salaries; and reducing the overall negativity in the workplace. With these team building strategies, you can improve your company’s employee morale.

Here are some additional resources to expand this conversation:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

About TIGERS Success Series, Inc.

TIGERS® Success Series provides a comprehensive and robust system for improving both your work environment and profitability.  We specialize in workplace enrichment and employee re-invigoration management facilitation methods that builds workforce cooperation and high performance team dynamics. Scaled to grow as your organization and leadership performance grows, our proprietary Team Behavior Profile and  leadership training workshops are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, and subsequent four years of independent evaluation, we instill and sustain behaviors that improve work group performance and talent retention for measurable ROI.

Since 1987, TIGERS has served committed leaders who desire enhanced cooperation among departments, teams, managers and individual employees. This heightened level of cooperation leads to improved revenue, purpose, commitment and impact. Employees quit companies because they don’t get along with leaders and co-workers. Work culture refinement and behaviors that build strong relationships erase this trend remarkably fast.  For more information call 1+541-385-7465 or visit http://www.corevalues.com .

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Strengthening Your Effective Leadership Communication Skills https://corevalues.com/leadership/strengthening-your-effective-leadership-communication-skills/ https://corevalues.com/leadership/strengthening-your-effective-leadership-communication-skills/#respond Thu, 13 Apr 2017 17:43:53 +0000 https://corevalues.com/?p=8613 Business would suffer if it weren’t for effective communication. Effective communications come in many forms. Whether it’s verbal communication, body language, digital communication, written communication or any of the other myriad of ways that humans communicate, we need to be able to communicate with one another to get anything done. But without effective communication strategies for strengthening your leadership communication skills, communication can quickly fall short. Projects, teams and close relationships can crumble. As a leader, it’s vital to take the time to learn and implement team building strategies that improve communication in your teams to  ensure long-term workplace success.

Team building strategies for strengthening effective leadership communication

Create a communication strategy.

While effective communication seems obvious, many businesses suffer because of poor communication strategies. Some fail. This means that unless you have a communication strategy in place, your business will falter. Communication strategies apply to  different business functions from team member communications to customer relations.  The best communication strategies are dialogues, so it’s important to remember that effective communication involves both sharing and listening. In the current “me” culture, the listening aspect is often overlooked, as individuals are more worried about their own response rather than what the other person is actually saying. To be effective as a business, build a communication strategy that focuses on sharing content, receiving feedback and making changes based on what others have to say.

Create a culture of empathy.

As one of the six TIGERS principles that build a collaborative work environment, empathy is one of the most necessary requirements for healthy communication, notes How To Promote Healthy Workplace Communication. Empathy is the ability to put yourself into others’ shoes and to respectfully relate to and understand differing points of view. This includes thoughts, experiences and emotions. Empathy is an important concept for the workplace because when team members are empathetic with one another, they are better able to work together to create solutions that work for everyone. The ability to understand diverse perspectives allows team members to respectfully resolve misunderstandings. Focusing on creating a culture of empathy also results in a culture of respect, safety and understanding, which are pillars for effective communication.

Implement digital communication strategies.

Face-to-face communication is vital for workplace success.  That’s a given.  But, leaders who do not also see the need for digital communication strategies are sure to fail in the long run. Younger generations have already embraced digital communication, sometimes as their primary sources for communication. As they enter the workforce in droves, younger generations expect to use these strategies in their professional lives, too. Digital communications allow employees to work with team members across time zones meaning that language barriers are no longer an issue. Digital communication platforms can pose challenges as well.  Different workforce generations approach digital communication platforms differently, so leaders must be intentional with the platforms they choose The expectations they place on their team members must also be clear and give instruction for how to use these tools for optimum success. With intentional digital strategies in place, digital communication can be an extremely successful form of communication that build relationships and further business goals.

Assume nothing.

One of the biggest pitfalls for effective communication is making assumptions. As a communicator, you may be extremely knowledgeable about a certain subject, so you may fall into one of two categories while sharing: oversharing or under-sharing. When you are very knowledgeable, you may go into unnecessary details that leave your listeners with glazed eyes, rather than answering the question that was actually posed. Or because you are an expert, you may skip over important details, assuming that others know what you are talking about. Both of these forms can be detrimental to effective communication, so it’s important that you make no assumptions when talking to others, and share and answer the questions that are actually asked. You should also give your listeners a chance to ask questions without making them feel embarrassed or uncomfortable. By not assuming, you help to build an environment conducive to effective communication.

Communication strategies are vitally important for the success of a team, so it’s imperative that leaders take the time to develop their own communication techniques through team building strategies, such as the TIGERS on-demand leadership training. Leaders can also implement other team building strategies, including creating a communication strategy; creating a culture of empathy; implementing digital communication strategies; and making no assumptions when communicating with others.

Here are additional resources to enhance your learning:

Copyright TIGERS Success Series, Inc. by Claudia Craven

About TIGERS Success Series, Inc.

TIGERS® Success Series provides a comprehensive and robust system for improving both your work environment and profitability.  We specialize in workplace enrichment and employee re-invigoration management facilitation methods that builds workforce cooperation and high performance team dynamics. Scaled to grow as your organization and leadership performance grows, our proprietary Team Behavior Profile and  leadership training workshops are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, and subsequent four years of independent evaluation, we instill and sustain behaviors that improve work group performance and talent retention for measurable ROI.

Since 1987, TIGERS has served committed leaders who desire enhanced cooperation among departments, teams, managers and individual employees. This heightened level of cooperation leads to improved revenue, purpose, commitment and impact. Employees quit companies because they don’t get along with leaders and co-workers. Work culture refinement and behaviors that build strong relationships erase this trend remarkably fast.  For more information call 1+541-385-7465 or visit http://www.corevalues.com .

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How To Strengthen Your Leadership Communication Skills https://corevalues.com/leadership/how-to-strengthen-your-leadership-communication-skills/ https://corevalues.com/leadership/how-to-strengthen-your-leadership-communication-skills/#respond Thu, 30 Mar 2017 15:38:13 +0000 https://corevalues.com/?p=8616 Business would come to a complete halt if it weren’t for communication. It comes in many forms including verbal communication, body language, digital communication, written communication and video.  All are ways humans communicate and how we communicate with one another is how we get things done. But without effective communication strategies that strengthen your leadership communication skills, communication can quickly fall short.  This means that projects, teams and relationships can suffer. As a leader, it’s vital that you take the time to learn and implement team building communication strategies that  improve communication among your team members that also build relationships to ensure long-term workplace success.

Team building communication strategies

Create a communication strategy.

While effective communication seems obvious, many businesses actually fail because of poor communication. This means that building an effective communication strategy takes into account team member communications that come with well-known ground rules and group norms that keep communication constructive and helpful.  This extends to how department leaders communicate, how customers are communicated to that enhance customer relations and internal and external marketing strategies.  The best communication strategies are dialogues, so it’s important to remember that effective communication involves both sharing and listening. In self-focused work cultures,  the listening side of communications is often overlooked.  This means that people are more worried about their own response and being “right” than seeking to understand what the other person is actually saying. Therefore, to strengthen your leadership communication skills, build and deliver a communication strategy that focuses on sharing content, receiving feedback and making changes based on what others have to say and your comprehensive understanding of that.

Create a culture of empathy.

As one of the six TIGERS(R) principles that build a collaborative work environment, empathy is  necessary for healthy communication, notes How To Promote Healthy Workplace Communication. Empathy is the ability to imagine what it would be like to be in another person or group’s position. It is also the ability to relate to and understand differing points of view including thoughts, experiences and emotions. This is an important for the workplace.  When team members are empathetic with one another, they are more able to work together to create solutions that work for everyone. The desire and ability to understand diverse perspectives also allows team members to respectfully resolve misunderstandings. Focusing on creating a culture of empathy also results in a culture of respect, personal and physical safety and mutual understanding, which are the three pillars of effective communication.

Implement digital communication strategies.

Face-to-face communication is important for workplace success, but leaders who fail to effectively use digital communications are risking failure in the long run. Younger generations embrace digital communication strategies, sometimes as their primary sources for communication. As they enter the workforce in droves, they expect to use these strategies in their professional careers, too. Digital communication facilitates employee communications for employees located in different locations, across time zones and with language barriers.  Therefore, time, space and language are no longer an issue when digital communication prevail.  There are some challenges, too. Different workforce generations approach digital communication platforms differently. Therefore, to strengthen your leadership Communication skills, be intentional with the digital platforms you  choose. Likewise, be clear on your expectations on how your team members are to use the tools. With intentional strategies in place, digital communication can be an extremely successful form of communication in the workplace and with your customer base.

Make no assumptions.

One of the biggest pitfalls for effective communication is assumptions. As a communicator, you may be extremely knowledgeable about a certain subject. This can cause you to overshare or under-share. When you are very knowledgeable, you may go into unnecessary details that leave your listeners with glazed eyes, rather than answering the question that was actually posed. Or because you are an expert, you may skip over important details, assuming that others know what you are talking about. Both of these forms can be detrimental to effective communication, so it’s important to be aware of your audience. You should also give your listeners a chance to ask questions without making them feel embarrassed or uncomfortable. By not assuming, you help to build an environment conducive to effective communication.

Communication strategies are important for the success of a team and a company. To strengthen your leadership communication skills, It’s imperative to devote time to develop team building communication techniques, create a communication strategy, develop a culture of empathy; implement digital communication strategies; and avoid making assumptions.

Here are some additional resources that add value to this discussion:

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

TIGERS® Success Series provides a comprehensive and robust system for improving both your work environment and profitability.  We specialize in workplace enrichment and employee re-invigoration management facilitation methods that builds workforce cooperation and high performance team dynamics. Scaled to grow as your organization and leadership performance grows, our proprietary Team Behavior Profile and  leadership training workshops are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, and subsequent four years of independent evaluation, we instill and sustain behaviors that improve work group performance and talent retention for measurable ROI.

Since 1987, TIGERS has served committed leaders who desire enhanced cooperation among departments, teams, managers and individual employees. This heightened level of cooperation leads to improved revenue, purpose, commitment and impact. Employees quit companies because they don’t get along with leaders and co-workers. Work culture refinement and behaviors that build strong relationships erase this trend remarkably fast.  For more information call 1+541-385-7465 or visit http://www.corevalues.com .

 

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Tips for Hiring Into Existing Teams https://corevalues.com/collaborative-hiring/tips-for-hiring-into-existing-teams/ https://corevalues.com/collaborative-hiring/tips-for-hiring-into-existing-teams/#respond Thu, 23 Mar 2017 18:07:39 +0000 https://corevalues.com/?p=8403 The end of the first quarter brings opportunities for positive change and offers leaders a renewed perspective and fresh start that is beneficial for businesses. It is a good time to reassess the effectiveness of different areas within your company, including your current employees and their roles. During this time of reflection, you may determine that some new employees are exactly what your company needs to hit the ground running for the remainder of the year. So when hiring, how do you attract and hire the right candidates that will fit in with your company’s culture and add value to existing teams? Following are some tips for hiring new people onto existing teams.

Tips for making the right hiring choice for existing teams

Consider contract versus long-term hiring.

When bringing new members into your team, it’s important that you have a clear vision of your long-term goals and workforce development strategies. Will a permanent hire add  value to your team, or would you be better off contract hiring based on project needs? Contract hiring can be extremely appealing for businesses, especially start-ups who don’t always have the necessary resources to lock down long-term employees. Contractors are a good solution for short-term projects and irregular problems. This is because permanent employees are typically more devoted to their companies. They feel passionate about their positions. They work hard to find creative solutions that can benefit the company across the board. This doesn’t mean though that contract hires don’t share these values, too, and can prove their worth over time. A big project with a short deadline could require additional resources that wouldn’t be feasible long-term. So when making your next hire, consider the longevity of the work and hire based on your company’s long-term needs while assessing contractor performance for future long-term goals.

Find employees who work and play hard.

The work-hard, play-hard employee stereotype exists for a reason: they are work hard and are effective. A recent study by The Open Psychology Journal found that a significant relationship exists between employees who have a strong desire to achieve success and those who have a desire for leisure. These employees are attracted to both legacy and stress reduction, which is ideal for many companies. To find these employees, employers benefit from reviewing their social media profiles.  Job seekers  use social media most of the time, with 62 percent of job seekers visiting a company’s social media page to learn more about the company. Companies should emphasize the benefits of working at their company, as well as show pictures of employees having fun to encourage like-minded individuals to apply.

Look for the action takers.

Education is great, but the trait that many businesses actually want is the ability to plan and take action. Action takers are especially important for start-ups, as these businesses are often lean and fast-paced. Employees must be flexible and capable to keep up with ever-changing and ever-increasing demands. Individuals who have a difficult time making decisions or who require others’ input to help them proceed within their positions often don’t have what it takes to succeed. Instead, hire employees who are action oriented and have a history of getting things done in past positions.

Hire based on your company culture.

An employee’s ability to fit into your company’s culture is one of the most essential hiring criteria.  When leaders make hiring decisions, they oftentimes take into consideration the applicant’s level of education and years in the industry. While these things are important, skills can be learned, while the ability to fit into your company’s culture can prove to be elusive once the employee is hired. An employee’s creativity, ability to problem solve and communication skills are among the most important requirements for a successful relationship, as well as the employee’s punctuality, accountability and sense of business responsibility. To truly be successful, team members need to be devoted to their companies, committed to its success and have a strong belief that their personal values line up with company values and performance behaviors.

After the first quarter is a unique time for reflection. Many companies benefit from a fresh start. Frequently this means bringing new individuals into the team, which isn’t as easy as it seems. The right candidates make all of the difference, so it’s important that leaders take several factors into consideration when making a hire. Some team building tips that can help with the decision-making process include: deciding between contract and long-term hiring; seeking out employees who work hard and play hard; looking for the action takers; and hiring based on your company’s culture and not necessarily on paper-perfect qualifications. With these tips in mind, leaders can bring in the right hires for long-term success and course correct effectively for the remainder of the year.

Here are some additional resources we found to deepen this conversation:

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

TIGERS® Success Series provides a comprehensive and robust system for improving both your work environment and profitability.  We specialize in workplace enrichment and employee re-invigoration management facilitation methods that builds workforce cooperation and high performance team dynamics. Scaled to grow as your organization and leadership performance grows, our proprietary Team Behavior Profile and  leadership training workshops are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, and subsequent four years of independent evaluation, we instill and sustain behaviors that improve work group performance and talent retention for measurable ROI.

Since 1987, TIGERS has served committed leaders who desire enhanced cooperation among departments, teams, managers and individual employees. This heightened level of cooperation leads to improved revenue, purpose, commitment and impact. Employees quit companies because they don’t get along with leaders and co-workers. Work culture refinement and behaviors that build strong relationships erase this trend remarkably fast.  For more information call 1+541-385-7465 or visit http://www.corevalues.com .

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Growing Yourself to Grow Your Business https://corevalues.com/leadership-team-development/growing-yourself-to-grow-your-business/ https://corevalues.com/leadership-team-development/growing-yourself-to-grow-your-business/#respond Thu, 16 Mar 2017 17:12:21 +0000 https://corevalues.com/?p=8484 Can you imagine what it would be like to wake up in the morning with the thought, “I know everything. I have nothing new to learn.”? What if a new skill learned neutralizes the stress you feel in your leadership position?  What if you could measure the positive impact of growing yourself to grow your business?

We often talk of personal growth and business growth as mutually exclusive concepts, but in reality the two are cut from the same cloth. Training for a marathon, taking an art class or learning a new language might all fall under the personal development spectrum. These skills, however, translate into valuable life lessons that also help you grow professionally. Training for a marathon teaches you planning, dedication and follow through; art teaches you how to be creative and to discover innovative solutions; and a new language opens you up to experiences with other cultures, all of which can be useful in your professional life. So as you wonder how to grow your business, start by looking into ways to grow yourself personally.

Strategies for personal and professional growth

Choose a job that allows you to learn.

College graduates frequently have little career experience and are desperate to find their first job in their chosen profession. It is, therefore, time to carefully choose that first job while understanding that no job will be  pefect. Many graduates mistakenly believe that one position in one company will be the perfect fit for them. The reality is that building a career will likely take many years to perfect. One way to look at it is that the first job is just the first chapter in a long book. Rather than looking for the perfect fit, look for companies that employ people that you look up to. As you grow in your position, you will take on some of the characteristics of the people you work with, so it would be ideal to work in a company that holds your same values, or has values that you can get behind and good management skills designed to coach you as you grow. Aside from those you’ll be working with, look for companies that provide ample opportunities for you to learn. Whether on the job, through other learning opportunities or opportunities you discover yourself, if you’re learning and growing your time is well spent.

Focus on developing effective writing skills.

Effective writing is one of the most important skills that you can develop for long-term success. How you communicate succinctly in email and through correspondence turns eyes on you. One of the most important aspects of effective writing is focusing on providing quality content over a large quantity of content. In today’s world, consumers are constantly inundated with content from every angle and platform in their lives, and the content that truly stands out are the messages that provide in-depth and valuable content that teaches the reader something. To hone your skills, you should be constantly reading and practicing. Start by reading content that interests you and that you find valuable, and mirror your approach to that of top leaders in your industry. Continually practice writing and hone your approach until you find your unique voice that provides value to the reader and your industry.

Find your passion.

The easiest way to grow personally and professionally is by focusing on your passion and what gives you joy. Mindlessly clocking in and out of your day to go home to knock back a beer while watching TV does nothing for your personal development.  It also hurts companies.  This is because being not engaged drops the engagement levels of people around you and leads to higher than normal  turnover.  It lowers productivity and makes your company less profitable, which ultimately puts your job at risk. If you want to grow as an individual, it’s important that you find companies, people or projects that inspire you. For example, the co-founders of Digital Trends, a website devoted to comparing and reviewing new technology, is an excellent example of turning passion into career success. Starting their business as a side project, the two leaders have since grown their site into one of the authoritative voices in the consumer tech industry. To grow yourself personally and professionally, don’t forget to follow your passion.

Whether you’re an hourly employee or the CEO of a rapidly growing company, it’s vitally important that you take the time to grow yourself personally and invest in personal development strategies that will grow you as an individual. Whether it’s intended or not, if you spend the time growing yourself personally, your efforts can translate to valuable skills that will help grow you professionally, and they may also help to grow your business as a whole. Many skills that we learn on a personal level will benefit your business, and some strategies to focus on include choosing a job that allows you to learn; focusing on developing effective writing skills; and finding and pursuing your passion on a daily basis. What you learn also results in effective team building strategies that move you along your desired career path.

 Here are some additional resources that deepen this conversation:

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

TIGERS® Success Series provides a comprehensive and robust system for improving both your work environment and profitability.  We specialize in workplace enrichment and employee re-invigoration management facilitation methods that builds workforce cooperation and high performance team dynamics. Scaled to grow as your organization and leadership performance grows, our proprietary Team Behavior Profile and  leadership training workshops are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, and subsequent four years of independent evaluation, we instill and sustain behaviors that improve work group performance and talent retention for measurable ROI.

Since 1987, TIGERS has served committed leaders who desire enhanced cooperation among departments, teams, managers and individual employees. This heightened level of cooperation leads to improved revenue, purpose, commitment and impact. Employees quit companies because they don’t get along with leaders and co-workers. Work culture refinement and behaviors that build strong relationships erase this trend remarkably fast.  For more information call 1+541-385-7465 or visit http://www.corevalues.com .

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Overcoming Bad Management https://corevalues.com/leadership/overcoming-bad-management/ https://corevalues.com/leadership/overcoming-bad-management/#respond Fri, 10 Mar 2017 18:26:55 +0000 https://corevalues.com/?p=8593 Sam said, “I can’t take this place anymore,” and he sent out his resume and nailed a great job.  Sam, like many workers in the US are changing companies now.  With the economic turnaround and leaders raising salaries, why are people changing jobs? The reason Sam provided was that he had no way of overcoming bad management. He added, “Some things you can control like the quality of work you perform. Other things, like ignored bad management, is like running into a brick wall every day and that is no way to build a good life.”

Worldwide, 24 percent of employees are actively disengaged, and the root of the problem sits with poor management techniques, according to the Gallup article, The Damage Inflicted by Poor Managers. Actively disengaged employees negatively affect companies in a number of areas, including in terms of company loyalty, productivity and profitability, among others. With only 13 percent of employees worldwide engaged in their positions, actively disengaged employees outnumber engaged employees 2-to-1, showing that the majority of managers are struggling to meet their employees’ engagement needs. When engagement levels slip, top leaders benefit by analyzing   leadership management techniques from the top down, assess their skills, analyze department relationship dynamics and provide coaching, training and support to their leaders to improve the company as a whole.

Leadership team development  tips to overcome bad management

Assess your team’s behavior.

The best way to understand where your team members currently sit is by assessing the quality of team relationship and group norms that support high performance teamwork that builds cooperation and serves corporate alignment. With the TIGERS Workforce Behavior Profile, leaders are able to identify their department’ relationship strengths and weaknesses by evaluating  levels of trust, interdependence, genuineness, empathy, risk and success. The first survey that team members complete is used as a benchmark and starting point for improvement. Along with survey results, leaders receive personalized support strategies that they can implement to improve their department culture and group norms. Over the course of several months to a few years, leaders are then given the opportunity to perform two more comparison surveys to best track both leadership and team improvement. Available for single department or small company evaluation and for larger companies that afford both a company-wide assessment that is also broken down into departments, leaders receive strategic insight for both leadership and team development that closes the revolving employment door.

Ask for training.

Managers can use all of the data tracking software available to them, but if they don’t ask for training before they find themselves in over their heads, then they will struggle and their departments do, too. In reality, most managers believe that they are doing well in their positions, so many don’t believe that anything needs to change. But this can prove to be a costly mistake for employers, as disengaged employees lead to higher turnover rates, which costs companies 1.5 times the employee’s yearly salary. When a manager is able to realistically identify both strengths and weaknesses, strengths can be used to improve weaker areas. In work culture where weakness is viewed as a defect rather than an opportunity, managers find themselves between a rock and a hard spot and this makes change difficult. However, once managers are clearly able to assess their weaknesses, they can begin to make changes to improve their skills, and a great way to do that is by asking for training that improves their team leadership dynamic.Senior leaders must encourage managers to seek training, which is a much better alternative to low employee engagement rates and management burnout.

Establish clear goals and expectations.

The best way to fail is by establishing unclear expectations of your employees. When team members don’t have a clear understanding of what’s expected of them, they are unable to meet expectations. Managers can change the conversation by clearly defining a set of goals and utilizing measurable performance indicators to track progress that affords the opportunity to recognize employee achievement. When employees are unsure of how to measure their milestones, they are frequently left feeling unmotivated. Managers who are tracking improvement know how to recognize their employees and their talents, which gives rise to appreciation. Otherwise, poor employee morale, low company loyalty and lower engagement levels follow.

Empower, rather than tell.

Many managers fall short when they falsely believe that they need to micromanage all areas of their departments. When managers micromanage their team members, they essentially tell their employees that they do not trust them to perform their core job functions. Low trust leads to lower engagement levels, as team members no longer feel passionate about their positions. Unless a manager has previously held the employee’s position and has a thorough understanding of how that work is performed, micromanagement is self-defeating producing fear-based outcomes talented employees loath. So rather than tell their employees how to complete tasks, proficient managers understand how to empower their employees with training and coaching to create their own superior solutions. Give them the opportunity to make their own decisions, and you may be surprised by how capable they truly are.

Poor human performance management skills are directly linked to employee engagement levels, and with 24 percent of employees worldwide actively disengaged, managers  need to assess their own team leadership techniques and subsequent effectiveness for overcoming bad management. High turnover is a direct outcome of poor effectiveness. Department assessments that track department relationship quality give senior leaders a good look at how to support both managers and their department teams. Other team leadership strategies  include: requesting training to improve team leadership performances; setting clear goals and expectations with their employees; and empowering employees with the coaching and training to make sound decisions over their own scope of work. With relationship-based team culture assessments and these other leadership team development tips, leaders can improve their management techniques and reap employee engagement rewards.

We found these additional resources to be helpful in carrying this conversation further:

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

TIGERS® Success Series provides a comprehensive and robust system for improving both your work environment and profitability.  We specialize in workplace enrichment and employee re-invigoration management facilitation methods that builds workforce cooperation and high performance team dynamics. Scaled to grow as your organization and leadership performance grows, our proprietary Team Behavior Profile and  leadership training workshops are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, and subsequent four years of independent evaluation, we instill and sustain behaviors that improve work group performance and talent retention for measurable ROI.

Since 1987, TIGERS has served committed leaders who desire enhanced cooperation among departments, teams, managers and individual employees. This heightened level of cooperation leads to improved revenue, purpose, commitment and impact. Employees quit companies because they don’t get along with leaders and co-workers. Work culture refinement and behaviors that build strong relationships erase this trend remarkably fast.  For more information call 1+541-385-7465 or visit http://www.corevalues.com .

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The Best Ways To Polish Your Leadership Skills https://corevalues.com/leadership/the-best-ways-to-polish-your-leadership-skills/ https://corevalues.com/leadership/the-best-ways-to-polish-your-leadership-skills/#respond Thu, 09 Mar 2017 13:16:53 +0000 https://corevalues.com/?p=8533

New leaders, seasoned leaders and everyone in-between have one thing in common: they can improve their leadership skills through team building and team development strategies and additional training. Proper onboarding and training strategies probably seem obvious for new leaders, but Gallup research finds that only one in 10 managers possess the natural talent needed to lead a team. This means that 90 percent of managers aren’t necessarily meeting all pertinent requirements for their leadership positions and could greatly benefit by identifying the best ways to polish their leadership skills with good leadership team development strategies.

Leadership team development strategies for improved leadership skills 

Build empathy skills.

Empathy, one of the six common-sense and research-based principles required for high-functioning group behavior, is an essential element for leading with emotional intelligence and for resolving conflict so leaders can grow the company rather than dealing with drama and grudges. According to the book, TIGERS Among Us – Winning Business Team Cultures and Why They Thrive (Three Creeks Publishing, 2010), empathetic leadership is so important that when leaders don’t place enough value on it, companies suffer in terms of customer satisfaction, profitability and employee engagement. When senior leaders lack empathy in their positions, companies also experience higher turnover rates, increased absences and lower productivity. To improve empathy in the workplace, leaders can implement a number of strategies, including focusing on areas of customer, employee and vendor relationships. Both internal and external relationships function better with empathy. Leaders are wise to invest time in both empathy and emotional intelligence skill improvement.

Know what your team members want.

Great leaders inspire their team members because they know what their team members want to achieve.  With good facilitation and critical thinking methods, leaders can hold meetings where employees feel safe to raise issues with hope that their work is more streamlined and easier to perform.  In order to best motivate your team members to achieve goals, it’s important to understand what their goals are and what frustrates the accomplishment of them. Ideally, your team members’ goals and your company’s goals align, which is another sign of good facilitated meeting management and evidence that employees understand how what they do strategically aligns with company initiatives.  When goals don’t align, it’s the leader’s job to identify team members’ strengths and weaknesses and work with employees to streamline goals that work with company strategies.  This is what strategic alignment is. As a leader, these skills are repeatable when you listen to and work with customers and vendors to address their needs as well. These long game actions help your company achieve strategic income and customer satisfaction goals.

Productively manage stress.

Stress is part of life, but for many leaders, stress can turn into unhelpful and detrimental anxiety that inhibits progress and reduces productivity, notes Dianne Crampton, Founder of TIGERS Success Series, and author of the Melting Your Stress Within 30 Days management training program. One of the best ways leaders manage their stress productively is by opening up to others about their struggles. This could come in the form of confiding in a mentor or other trusted friend or loved one who is outside of the problem. When you are in the middle of a stressful situation, it’s easy to blow things out of proportion and to see problems as bigger than they actually are. But when you consult with someone who is outside of the situation, you are able to see the problem with a fresh pair of eyes and potentially find new solutions that you didn’t consider before. Whoever you choose to confide in, ensure that you completely trust them so that you completely open up to them regarding your concerns.

Seek feedback.

To improve as a leader, know how you are performing as a leader. A good benchmark group dynamic profile that reports on the collective behavior of your department or division need not be scary or intimidating when it is understood that you can’t improve on something you do not know about.  Employees’ feelings and impressions matter. They lie at the foundation of engagement and retention issues and whether your department regularly meets and exceeds goals.  It also forms the relationship dynamics of your department and company culture.  While it can be difficult to keep up with all of your employees all of the time, it’s essential that you put an action plan in place to do just that. Starting with a good diagnostic that points to the first step in group dynamic improvement, you can build up from there with employee conversations and micro training that improves the group dynamic profile.  You also have needed information for your own leadership performance goals.  Employees flourish when they feel valued. They also require a system that provides safe avenues for feedback.  When the feedback is structured for positive and strategic group dynamic alignment, many leaders are surprised how quickly workforce behavior dynamics improve and balance sheet cost line items are reduced. Examples are costs associated with turnover, risk management, waste and rework. More importantly, leaders who actively listen to their employees when they provide feedback and respond with empathetic understanding get to the root cause of problems that result in positive change that employees champion.

Leaders who are new, seasoned or somewhere in between all have one thing in common: they could be performing better. This doesn’t mean that you are failing as a leader. It does mean that no one is perfect and it is important to know what you do not know.  It starts with good diagnostics that surface group behavior dynamics so you know where to start. When leaders become complacent, they flounder and many times unsupported.  Therefore, seek out ways to improve your team leadership skills and for ways to improve your department or division behavior dynamics.  These are long game leadership team building strategies that help you achieve your goals. Some strategies to implement include: focusing on empathetic skills to improve your emotional intelligence and conflict resolution skills; know what your team members want in their positions; manage stress productively; and seek, and implement feedback from your employees. 

We also found the following articles to add value to this conversation:

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

TIGERS® Success Series provides a comprehensive and robust system for propelling both your work environment and profitability forward at warp speed.  We specialize in workplace enrichment and employee re-invigoration. Our proprietary licensing and education workshops are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, and subsequent four years of independent evaluation, we instill and sustain behaviors that improve work group performance for measurable ROI.

Since 1987, TIGERS has served committed leaders who desire more cooperation among departments, teams, managers and individual employees. This heightened level of cooperation leads to improved revenue, purpose, commitment and impact. Employees quit companies because they don’t get along with leaders and co-workers. Work culture refinement and behaviors that build strong relationships erase this trend remarkably fast.  For more information call 1+541-385-7465 or visit http://www.corevalues.com .

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Team and Employee Development: Focus on a strong team for engagement https://corevalues.com/team-development/team-and-employee-development-focus-on-a-strong-team-for-engagement/ https://corevalues.com/team-development/team-and-employee-development-focus-on-a-strong-team-for-engagement/#respond Thu, 02 Mar 2017 14:58:45 +0000 https://corevalues.com/?p=8486

Managers and leaders play a significant role in employee engagement levels, and when leaders aren’t pulling their weight, the whole team is sure to suffer. According to recent Gallup research, “managers account for at least 70% of the variance in employee engagement across business units.” Manager involvement and leadership skills with their employees are greatly influencing the global engagement level of just 13 percent. Managers play such a crucial role in employee engagement, and yet only one in 10 possess the necessary skills and natural talent to properly lead a team. Because of this, one out of two employees has left a company specifically because of their direct supervisor, and the wrong candidate has been promoted to leadership about 80 percent of the time. To improve these numbers, leaders on all levels can implement some team and employee development strategies by focusing on a strong team for success that offers the organization the greatest return on its investment.

 Implement strengths-based development programs.

Strengths-based development programs are different than other training programs because rather than constantly reprimanding employees for their mistakes or trying to fix what’s wrong with them, leaders focus on employees’ strengths and concentrate on developing what’s right. The idea is that employees’ potential stems from their strengths, and they are more likely to be happier and more productive in their positions if they are actively using skills that they are innately good at. This goes for both team members and leadership, as leaders are promoted based specifically on their leadership skills, rather than their past performances in non-leadership roles. Benefits of this type of development include increased employee engagement, sales and profit, as well as decreased turnover rates and safety incidents. A good example of this is the TIGERS Leadership Training that teaches managers to develop and engage their teams  for optimum results using strengths in the organization’s group dynamics to improve weaker dynamics and team relationships.

Switch your focus to top performers.

A lot of team development and leadership time is spent on lower performing employees, but for the greatest return on investment, leaders should instead spend most of their time developing top performers while checking in with lower performers to discovered what worked best for them during the week. Many leaders believe that by spending more time with lower-performing team members, they will be able to motivate them to become top performers. And while this type of development is important, no employee should be overlooked. By spending so much time with these team members, top performers often feel overlooked and undervalued, and their potential may be going to waste. Leaders should take the time to coach and recognize their top performers for their efforts, as well as identify development opportunities with these employees to keep them engaged and encouraged to move up in the company.

Offer team learning opportunities.

Many employees view advancement opportunities within a company as more valuable than compensation when rating a company as a great place to work. While competitive compensation is important, employees believe that a workplace that places value on and offers learning opportunities for its employees is the most important consideration for choosing a job. All companies can capitalize on this fact, either through internal development programs or external opportunities, such as The 6 Principles That Build High Performance Teams On Demand Leadership Program offered through the TIGERS Success Series.

Create a culture of “us.”

The concept of building a better” us” or a sense of “we” is changing the workplace environment for the better, and most companies benefit from jumping on board. The idea of US comes from Dianne Crampton’s book, TIGERS Among Us — Winning Business Team Cultures and Why They Thrive, and its basic premise is that all employees, from the top down, need to replace their competitiveness against business competitors and not internally between one another. This means that all employees put the needs of other employees above their own needs, which creates a culture of unity and selflessness that leads to stronger teams and better working environments for everyone involved. Through this practice, team members develop a strong sense of loyalty to their coworkers, leaders and companies, and everyone feels support from everyone around them. Through this practice, both leaders and employees are better off, including  customers, clients, vendors and everyone else involved with the company.

Your team members are your greatest asset for success, and with only 13 percent of employees engaged worldwide, it’s essential that leaders focus on team development strategies and training that offers them the greatest return on investment. Managers play a crucial role on employee engagement levels, and when the wrong leader is put in place, the whole company suffesr. To create a successful working environment, leaders must implement strengths-based development programs; switch their focus to top performers; offer learning opportunities to employees; and create a culture of “us” rather than “me.” With cooperative and collaborative team building strategies, leaders create successful work cultures that value employees while enjoying higher productivity and lower turnover.

Here are some additional resources that contribute more to this conversation.

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

TIGERS® Success Series provides a comprehensive and robust system for propelling both your work environment and profitability forward at warp speed.  We specialize in workplace enrichment and employee re-invigoration. Our proprietary leadership training workshops and the TIGERS Team Behavior Profile(c) are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, we instill and sustain behaviors that improve work group performance for measurable ROI.

Since 1987, TIGERS has served committed leaders who desire more cooperation among departments, teams, managers and individual employees. This heightened level of cooperation leads to improved revenue, purpose, commitment and impact. Employees quit companies because they don’t get along with leaders and co-workers. Work culture refinement and behaviors that build strong relationships reverse this trend remarkably fast.  For more information call 1+541-385-7465 or visit http://www.corevalues.com .

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Struggling as a Leader? Change Your Habits https://corevalues.com/uncategorized/struggling-as-a-leader-change-your-habits/ https://corevalues.com/uncategorized/struggling-as-a-leader-change-your-habits/#respond Thu, 23 Feb 2017 14:50:48 +0000 https://corevalues.com/?p=8499 Whenever you start a new leadership endeavor, your ultimate goal is to be successful. But sometimes, something as simple as your daily habits could sabotage your success causing you to struggle as a leader. We are creatures of habit, so we usually approach problems with solutions that worked for us in the past, but this strategy isn’t always foolproof. A simple tweak here or there to change your habits can have a big impact on your success rate.  It pays to become conscious of your daily habits and implement strategies that lead to success.

TIGERS Team Building Strategies That Lead to Successful Leadership Habits

Promote an inviting working environment.

An organized work space goes a long way toward achieving success. Team members will be more productive when their work spaces are well organized and free from clutter, so encourage your employees to clean their desks at the end of each day. As a leader, you can help with the organization process by promoting a comfortable and inviting working space. Things such as comfortable chairs, proper lighting that includes as much natural light as possible and the right-height desk all greatly impact how employees feel and work throughout the day.

Keep showing up.

Many times, failure comes from not showing up to be present in the here and now.  You can’t change a bad habit by stopping your actions every once in a while. Changing a bad habit requires commitment and consistency. Going to the gym one day won’t cause you to lose weight in the same way that organizing your desk one time won’t cause you to remain organized for the rest of your working days. Organization requires the daily discipline of always putting items back where they belong and committing to this practice every day. So if you want to effectively change your habits, keep showing up and consistently implement a change to be successful.

Get in the right state of mind.

Many successful people attribute their success to unconventional habits that may or may not have any significant basis in goal achievement, which includes checking in with at least five employees daily.  The real significance of these seemingly odd or unconventional habits is found in the person’s mind. For example, poet Maya Angelou regularly checked into a sparse hotel to finish her work because her home held too many distractions. The hotel room may seem unnecessary to some, but by physically leaving her home, Angelou was able to get into the right state of mind to achieve success. As a leader, find those habits that put you into the right state of mind and repeat as often as necessary to be successful.

Get up early – and exercise.

Countless articles express the importance of taking care of yourself first in order to be a successful leader, and one great way to do this is by waking up earlier and taking the time to exercise. It removes stress and focuses your mind. Getting up at the last possible minute and rushing out the door every morning only leads to a stressful start to your day, setting the tone for the rest of your day. Instead, set your alarm 30 to 60 minutes earlier than normal and engage in any physical activity that you find interesting or satisfying. This daily habit will lead to a better start to your day, and you will be more productive and successful throughout the day as a result.

Ask for help.

It comes naturally as a child, but as we grow, many of us forget how to ask for help because some people think it makes them look incompetent and, therefore, vulnerable.  . Anyone who spends much time with a toddler knows that they like to try everything for themselves at first, but when they are truly in over their heads, they ask for help. As adults, we often like to try things for ourselves at first as well. But not asking for help when you need it does not make you strong. It actually wastes time and can cause unnecessary frustration for you. So if you want to be successful in business or your personal life, implement the habit of asking for help when you need it. You will find that people who you thought were adversaries actually warm to you when you ask them for help.

Success doesn’t just happen overnight. It takes a lot of dedication and behind-the-scenes work that many people don’t notice. Success comes after sacrifices and intentional daily habits that are meant for your good. If you want to be successful as a leader, consider implementing some team building strategies for daily habits that lead to success, including: promoting an organized and inviting working space; consistently showing up; getting in the right state of mind to work; getting up early and exercising; and asking for help when you need it. With these daily habits, even struggling leaders can find success.

Here are some additional resources that add to this conversation:

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

TIGERS® Success Series provides a comprehensive and robust system for propelling both your work environment, employee cooperation and profitability forward at warp speed.  TIGERS is workforce development system that grows with your organization.  We specialize in workplace enrichment and employee re-invigoration. Our proprietary leadership and management development workshops are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, we instill and sustain behaviors that improve work group performance for measurable ROI.

Since 1987, TIGERS serves committed leaders who desire more cooperation among departments, teams, managers and individual employees. This heightened level of cooperation leads to improved revenue, purpose, commitment and impact.

Employees quit companies because they don’t get along with leaders and co-workers. Work culture refinement and behaviors that build strong relationships reverse this trend remarkably fast.  For more information call 1+541-385-7465, visit http://www.corevalues.com,  or view our management training webcast.

 

 

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