Core Values https://corevalues.com A TIGERS Success Series Company Thu, 12 Jan 2017 11:36:11 +0000 en-US hourly 1 https://wordpress.org/?v=4.7.1 Do Organizations Have a Teamwork Problem? https://corevalues.com/team-building/do-organizations-have-a-teamwork-problem/ https://corevalues.com/team-building/do-organizations-have-a-teamwork-problem/#respond Thu, 12 Jan 2017 11:36:11 +0000 https://corevalues.com/?p=8378 Goals can be planned and communicated so everyone understands what they are supposed to do. Progress can be measured. Roles can be developed, trained, assigned and measured.  So, what derails teams and causes work culture to go off track?

The answer is simple. Relationships. Specifically, relationships that are frustrated by behavior that is confusing and escalates conflict resulting in poor team behavior. This is the type of behavior and team dynamic that diminishes cooperation among people and collaboration between departments resulting in reduced revenue and success.

Perhaps you have experienced this yourself. So, what lies at the source of team dynamics that result in employee frustration and potentially turns your employment base into a revolving door?

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The results of a new survey finds that 1/3 of employees have considered leaving a job because of team behavior.

Our colleagues at 5Dynamics conducted a survey to determine how people collaborate in the workplace.  The results show that team dynamics are a source of serious frustration with negative relationships driving employees to leave their jobs.

What we found interesting in this study was that 38.6% of the 500 employees surveyed for this study were of the ages between 25 and 34.  These are today’s Millennials who are known to be fickle when it comes to poor workforce behavior.  This largest group was followed by people ranging in age between 35 and 44 who are known as “tweeners” and Gen-X who frequently complain about Millennial expectations.  They are also not commonly known as good team players unless they have been well-trained to adopt interdependence as opposed to independence as a predominant group norm. This means that supporting behaviors that enhance interdependence are measured as part of performance.

In the book, TIGERS Among Us – Winning Business Team Cultures and Why They Thrive (Three Creeks, 2010), there is a good explanation between independent behavior and interdependence.  The first supports cooperation while the other sparks internal competition.  Given this, it makes sense that less than 10% of the study respondents reported that they liked working in teams.

So what does this say about business today?

A gap still exists between the old industrial model of how work is done and the information and relationship age where team performance drives business results.  There are 3 reasons for this.

1. Training matters.

Leaders are not trained to facilitate team dynamics and group development. There are quite a few books about how to build good teams to Google. People grab what they can and try to implement what they find.  But unless there is a way to track the progress of these methods and fine-tune what is required to improve cost savings or productivity improvements, teams with so-so outcomes fail.  They fall into conflict and poor group dynamics that result in that all-too-painful revolving door.Relationships matter.

2. Relationships matter.

Sloppy as it may seem, relationship-quality can be measured and improved through training and with a valid and reliable group monitoring system. You want a system with a tracking method that prescribes your next steps and then measures your success.  So look for a system that offers tracking as well as facilitation methods so your leaders build sustainability into all team-based operations. These methods should be repeatable and accomplished in-house.

3. ROI matters.

Organizations acquire training products or hire consultants to put good team dynamic systems into place. But then the ball is dropped because no one is tracking cost savings or productivity improvements for the return on investment. This also means no one knows how they are doing. For example, we installed a team-based leadership program in a company and asked Finance, HR and Operations to track changes in their portion of the corporate balance sheet.  Everyone expected to see changes in HR, but ultimately the largest savings were realized in risk management.  It seems that improvements in leadership diminish accidents. Who would have known this if it hadn’t been tracked?

The bottom line is that in our complex business world today, workforce collaboration and cooperation among employees drives innovation and products into the marketplace. So team dynamics are critical for sustainable business results.  If organizations experience team dynamic problems, this means that something more than training is required.  Ultimately, team dynamics is a system that is anchored by work culture. The approach to improvement is a system’s approach.  It involves tracking and measuring mechanisms as well as leadership competencies designed to build teams and facilitate exceptional team success.

Other resources you might be interested in knowing about:

  1. Report: Is Team Building A Waste of Time? (Scroll down to publications)
  2. Book: TIGERS Among Us – Winning Business Team Cultures and Why They Thrive
  3. Self-study Relationship Improvement Program: 6 Principles That Build High Performance Teams

Copyright TIGERS Success Series, Inc. by Dianne Crampton

About TIGERS® Success Series

TIGERS® Success Series is a proven, comprehensive approach to building team cooperation and  collaboration between departments by understanding 6 principles that reduce conflict, improve workgroup efficiency and  measurably produce high performance teams.  The 6 TIGERS® principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. The 6 principles ignite people’s natural desire to make a positive difference at work and separate adequate work groups from truly exceptional ones.  With psychology and human performance at its core, the TIGERS® 6 Principles are used in post mergers where cooperation and collaboration are desired outcomes; in startup companies defining their work culture; and, in transforming low performing work cultures into stellar ones that attract and retain top talent. When managers what to reduce team conflict and problems so they can do their jobs to grow the company, the robust TIGERS® system works well with lean course work, quality and multiple workforce development trainings to track your group development over time and to improve workgroup behavior. Click here to learn about the TIGERS 6 Principles and how to train your team members to deploy TIGERS methods in your organization.  Follow us on Twitter, LinkedIn, Facebook and G+

Contact Dianne Crampton at tigers@uci.net to bring the 6 Principles That Build High Performance Teams break out session or presentation to your next conference or association meeting.

 

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Stepping into the Role: Leadership and Teamwork Development Strategies for the New Year https://corevalues.com/leadership/stepping-into-the-role-leadership-and-teamwork-development-strategies-for-the-new-year/ https://corevalues.com/leadership/stepping-into-the-role-leadership-and-teamwork-development-strategies-for-the-new-year/#respond Thu, 05 Jan 2017 13:32:16 +0000 https://corevalues.com/?p=8423 New Year, new you, or so they say. After the holiday commotions have settled and you’ve fallen back into a familiar routine, now what?  The first few months of the New Year are a great time to reflect on what’s gone right and what can be improved in the coming year. This type of reflection is especially helpful for both new and seasoned leaders, especially when your strategies  improve teamwork development and employee motivation.

Teamwork Development Strategies for New and Seasoned Leaders

The following four strategies and motivation video are helpful for stepping into both seasoned and new leadership roles.

Spend more time in team huddles and less time in meetings.

Hour-long meetings definitely have their place in business. New and seasoned leaders, however,  may find that several quick team huddles are more effective than lengthy weekly meetings. Management huddles are short meetings that allow managers and team members to brainstorm, call for action or track key project elements. These huddles can be regularly scheduled, or leaders can schedule short meetings whenever the need arises. To be effective meetings should have:

  • A short time limit, around 10 to 20 minutes
  • They should follow a strict script
  • They should that end with team members leaving with a clear sense of expectations and responsibilities.

To ensure these huddles stay short, consider encouraging team members to stand, rather than sit during  the meeting. Standing will keep team members on track and in the right mindset.

Practice courage by embracing failure.

Courage is required for excellent leadership. It is one of the most important characteristics that leaders must have to make it in the business world. While some people may seem naturally more courageous than others, more likely than not, those people just have more practice being courageous. So as a leader, you can improve your level of courage through leadership teamwork development strategies that motivate employees, says TIGERS Success Series Founder, Dianne Crampton.

One major hurtle to move past is the fear of failure. Instead, harness failure as an employee motivation tool.  As a leader it is important to move past fear of failure and learn to celebrate their failures for what they are: learning and work refinement opportunities. Another strategy leaders can implement is visualizing success to move past fear during goal attainment. The mind is a powerful tool and can be trained to be courageous through positive reinforcements.

Empower your employees.

A leader who has a hard time delegating won’t be able to get much done. Instead, new and seasoned leaders must focus on empowering their employees to do their jobs well so they can focus on business growth. Three ways to empower employees are:

  • Creating boundaries around work expectations
  • Listening and giving helpful feedback
  • Believing that your employees want to succeed

Give your employees latitude to do their jobs well without having to ask you permission.  More will get done and with higher levels of accountability. Listening to employee suggestions and asking the right questions so they own their work and are accountable for it is likewise important. When an employee comes to you with a question about how to do the job correctly, tell them you want to think about it.  And then follow with the question, “So what are your thoughts about it?” Keep asking questions until you are satisfied that the employee has identified the right course of action himself. This way you are confident that the employee understands what needs to be done and the employee has framed the process with their own ideas and words. They get it and you get it done. After all, the employee wouldn’t have asked the question in the first place without the motivation to desire success. When you trust that employees can do their jobs and leave the door open for questions, you not only empower them but will be pleasantly surprised by how competent they are in their positions.

Get on the same page.

To truly be an effective leader, you need to be on the same page as your employees. As with listening to employees and asking the right questions, a recent study from VitalSmarts found that leaders tend to have a much more positive outlook on their companies than their employees do. This can lead to disaster when employees question organizational success. It drives them to search for greener work pastures while leaders are clueless to the problems employees must work through every day.

Instead, focus on the work culture to promote a satisfied workforce. And, this requires first understanding how the employees feel about current workforce behavior. At TIGERS Success Series, we know that there are six principles required for high performance teamwork and organizational success.  These six principles are trust, interdependence, genuineness, empathy, risk resolution and success.  When any of the TIGERS six principles are performing at a low level there are predictable problems to address through workforce development initiatives or training.  When all six are in good order, there are also predictable outcomes that support engagement, accountability for outcomes and organizational success.  It is all measurable within teamwork development performance and in the bottom line. Leaders who promote a culture of teamwork and interdependence, rather than competition, encourage team members to work together to solve problems and work together effectively.

After identifying problem areas and implementing some teamwork development strategies, many leaders may still find a need for additional training that is specifically designed to improve employee engagement, accountability and business successes. An example is an on-demand leadership training program that gives employees continued access for a year so that high levels of training transference occur while senior leaders are keeping track of productivity improvements and cost savings.  Other effective teamwork development strategies include spending more time in quick huddles rather than long and comprehensive meetings; practicing courage in all areas of leadership; empowering and motivating your employees to work their best; and getting on the same page when it comes to company culture. With these, and other strategies, both new and seasoned leaders can improve their relationships with employees and effectiveness as a leader this coming year.

If you are interested in diving deeper into this conversation, here are some additional resources we found to be helpful.

Copyright TIGERS Success Series, Inc. by Claudia Craven

About TIGERS Success Series, Inc.

TIGERS® Success Series is a proven, comprehensive approach to building team cooperation and collaboration between departments by understanding 6 principles that reduce conflict, improve work group efficiency and measurably produce high performance teams. The 6 TIGERS® principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success.

The 6 principles ignite people’s natural desire to make a positive difference at work and separate adequate work groups from truly exceptional ones. With psychology and human performance at its core, the TIGERS® 6 Principles are used in post mergers where cooperation and collaboration are desired outcomes; in startup companies defining their work culture and team dynamics; and, in transforming low performing work cultures into stellar ones that attract and retain top talent.

When managers and business owners what to reduce team conflict and problems so they can do their jobs to grow the company, the robust TIGERS® system works well with lean course work, quality and multiple workforce development training to track your group development over time and to improve work group behavior. Click here to learn about the TIGERS 6 Principles and how to train your team members to deploy TIGERS methods in your organization. Follow us on Twitter, LinkedIn, Facebook and G+

Contact Dianne Crampton at 1+ 541-385-7465 to bring the 6 Principles That Build High Performance Teams break out session or presentation to your next conference or association meeting.

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TIGERS® Success Series 2016 Team Building Blog Recap Part Four: Progressive Leaders and Workplace Culture https://corevalues.com/leadership/tigers-success-series-2016-team-building-blog-recap-part-four-progressive-leaders-and-workplace-culture/ https://corevalues.com/leadership/tigers-success-series-2016-team-building-blog-recap-part-four-progressive-leaders-and-workplace-culture/#respond Thu, 29 Dec 2016 14:03:00 +0000 https://corevalues.com/?p=8365 rp_iStock_000006301407Medium1powerful-300x229.jpgWe have made it to the fourth and final installment of our 2016 blog recap series. The first installment focused on all of the articles in the Polls, Research, and Surveys category; the second installment went over all of the articles in the Management, Leadership, and HR issues category; and the third installment was dedicated to all of the articles in the Employee Engagement category. This fourth and final installment covers all of the articles in the Progressive Leaders and Workplace Culture categories, which vary in topic from the importance of mindfulness to improving your leadership skills to attracting top talent with TIGERS®.

We’ve made it easy to review all of the articles in this category, and once you’re done, make sure to go back and review any of the articles you missed in parts one, two and three.

Progressive Leaders and Companies

Workplace Culture

This is the fourth and final installment of our four-part 2016 recap series. If you missed any of the first three, get caught up with all of our 2016 recaps:

2016 Blog Recap Part 1Polls, Research, and Surveys (How does the latest research affect your business?)

2016 Blog Recap Part 2 – Management, Leadership, and HR issues (Do business leaders have what it takes today?)

2016 Blog Recap Part 3 Employee Engagement (Where is productivity and morale hiding?)

Copyright TIGERS Success Series, Inc.

About TIGERS® Success Series, Inc.customized-team-development

TIGERS® Success Series is a Bend, Oregon Team and Work Culture Development Consultant offering a robust, comprehensive, behavior-based group development system that can help you track your ROI for change and workforce development initiatives. We train your team to expertly build and grow your business through teams for improved revenue, purpose and impact. Call US 1-877-538-2822 or International 1+ 541-385-7465 for more information.

 

 

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TIGERS® Success Series 2016 Team Building Blog Recap Part Three: Employee Engagement https://corevalues.com/employee-motivation/tigers-success-series-2016-team-building-blog-recap-part-three-employee-engagement/ https://corevalues.com/employee-motivation/tigers-success-series-2016-team-building-blog-recap-part-three-employee-engagement/#respond Thu, 22 Dec 2016 14:26:24 +0000 https://corevalues.com/?p=8316 rp_iStock_000006465873diverse-group-woman-forward1-300x191-1.jpg This is the third week of our four-part 2016 blog recap series. Over the past two weeks, we’ve reviewed all of our articles in the Polls, Research, and Surveys and Management, Leadership, and HR Issues categories. The first week concentrated on the latest information from 2016 that applies to team building strategies, employee productivity and successful workplace culture practices, while week two offered helpful articles on a variety of topics, including leader delegation tactics, employee benefits, helpful leadership skills and employee satisfaction. This week we move to our Employee Engagement category, which varies in topics from emotional commitment to job satisfaction to employee involvement in the workplace.

Employee engagement is an important indicator of an organization’s success, and the articles in this category offer employers tactics and suggestions for motivating employees to increase productivity and motivate employees to perform their best work. On top of these articles, the TIGERS® Success Series offers seminars and workshops that give employers the tools they need to form and manage successful teams.

So take the time to peruse the following articles at your leisure, and check out the rest of the articles in our four-part series.

Employee Engagement

This is the third installment of our four-part TIGERS® Success Series 2016 Team Building Blog Recap. You can catch up with parts one(url) and two(url), and stay-tuned for next week’s final article:

2016 Blog Recap Part 4 – Progressive Leaders and Workplace Culture (Strategies from leaders and organizations that are doing it right)y Dianne Crampton

Copyright TIGERS Success Series, Inc. by Dianne Crampton

About TIGERS® Success Series, Inc.customized-team-development

TIGERS® Success Series is a Bend, Oregon Team and Work Culture Development Consultant offering a robust, comprehensive, behavior-based group development system that can help you track your ROI for change and workforce development initiatives. We train your team to expertly build and grow your business through teams for improved revenue, purpose and impact. Call US 1-877-538-2822 or International 1+ 541-385-7465 for more information.

 

 

 

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TIGERS® Success Series 2016 Team Building Blog Recap Part Two: Management, Leadership, and HR Issues https://corevalues.com/leadership-team-development/tigers-success-series-2016-team-building-blog-recap-part-two-management-leadership-and-hr-issues/ https://corevalues.com/leadership-team-development/tigers-success-series-2016-team-building-blog-recap-part-two-management-leadership-and-hr-issues/#respond Thu, 15 Dec 2016 14:07:52 +0000 https://corevalues.com/?p=8307 rp_businessman-draws-success_GJ77jtrd-1024x867-300x254.jpgTIGERS® Success Series has experienced a successful 2016, with growing membership and successful team development assessment filling the past year. The beginning of 2017 promises to be a strong start for the year, and we are looking forward to the New Year and beyond.

This month started with part one of the 2016 four-part recap series, which covered all of the articles we posted in the Polls, Research and Surveys category. Last week’s article focused on the articles that tackle research pertaining to team building strategies, workplace culture practices and employee productivity within the current working environment.

This week we are moving onto the Management, Leadership, and HR Issues category, which is full of helpful articles on a variety of topics, including leader delegation tactics, employee benefits, helpful leadership skills and employee satisfaction, among many others. So no matter your interests or needs in this category, you are sure to find a helpful topic in this list of 2016 articles.

Management, Leadership, and HR Issues

If you missed last week’s TIGERS® Success Series 2016Team Building Blog Recap Part One on Polls, Research and Surveys, make sure to catch up by clicking here. And stay tuned for the rest of the four-part series:

2016 Blog Recap Part 3 – Employee Engagement (Where is productivity and morale hiding?)

2016 Blog Recap Part 4 – Progressive Leaders and Workplace Culture (Strategies from leaders and organizations that are doing it right)

Copyright TIGERS Success Series, Inc. by Dianne Crampton

About TIGERS® Success Series, Inc.customized-team-development

TIGERS® Success Series is a Bend, Oregon Team and Work Culture Development Consultant offering a robust, comprehensive, behavior-based group development system that can help you track your ROI for change and workforce development initiatives. We train your team to expertly build and grow your business through teams for improved revenue, purpose and impact. Call US 1-877-538-2822 or International 1+ 541-385-7465 for more information.

 

 

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TIGERS® Success Series 2016 Team Building Blog Recap Part One: Polls, Research and Surveys https://corevalues.com/polls/tigers-success-series-2016-team-building-blog-recap-part-one-polls-research-and-surveys/ https://corevalues.com/polls/tigers-success-series-2016-team-building-blog-recap-part-one-polls-research-and-surveys/#respond Thu, 08 Dec 2016 14:22:00 +0000 https://corevalues.com/?p=8298 rp_climbinglatter-300x263.jpgWelcome to the TIGERS Success Series, 2016 Blog Recap review.  This has been a foundation year for TIGERS® Success Series.

The TIGERS® Success Series blog has spent the past year providing tips and strategies in a variety of topics, including how to attract and retain top talent, become better leaders and improve your current workplace culture. The business environment is always changing, and it’s important for leaders to stay up-to-date on important leadership and technology issues and trends to remain competitive in today’s working environment.

We’ve made it easy for you to easily catch up on all of our blog articles over the past year with the four-part recap series. This first week focuses on articles in the Polls, Research and Surveys category, which concentrates on the latest information from 2016 that applies to team building strategies, employee productivity and successful workplace culture practices within the current economic environment.

Polls, research and surveys play an important role in the success of any organization, as leaders can learn a lot of valuable information from those who have come before them, as well as from the front runners in their industries. Get caught up on the latest, peruse the following articles and apply any relevant information to attain your business goals.

Here is what you will find in our Polls, Research and Surveys Recap

This is the first installment of our four-part recap series. Get caught up with all of our 2016 blog articles during the month of December with parts two, three and four. Stay tuned for these upcoming articles:

2016 Blog Recap Part 2 – Management, Leadership, and HR issues (Do business leaders have what it takes today?)

2016 Blog Recap Part 3 – Employee Engagement (Where is productivity and morale hiding?)

2016 Blog Recap Part 4 – Progressive Leaders and Workplace Culture (Strategies from leaders and organizations that are doing it right)

Thanks for being a loyal reader.

Copyright TIGERS Success Series, Inc. by Dianne Crampton

 rp_bullseye1-300x269.gifAbout TIGERS Success Series, Inc.

TIGERS Success Series is a Bend, Oregon Leadership and Team Improvement Consultant that helps committed leaders build more cooperation in the workplace for measurably improved growth and revenue.

We do this by deploying the TIGERS team process that improves workforce behaviors that are anchored by trust, interdependence, genuineness, empathy, risk resolution and success. Providing diagnostics and customized team interventions,  you can improve both work culture and transform your adequate teams into exceptional ones. We also license and train HRD Executives, Project Managers, Managers, Trainers and Coaches in the use of our award winning resources.  For more information, call 1+ 541-385-7465.

 

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Empathy Training Offers a Positive Return on Investment https://corevalues.com/empathy/empathy-training-offers-a-positive-return-on-investment/ https://corevalues.com/empathy/empathy-training-offers-a-positive-return-on-investment/#respond Thu, 01 Dec 2016 13:48:37 +0000 https://corevalues.com/?p=8276 rp_quiz-300x241.jpgDisengaged employees are an avoidable workforce development mistake that has a huge impact on the bottom line. According to a Gallup poll, disengagement costs the US economy an estimated $450 to $500 billion annually. These lost earnings can be found in the cost of employee turnover, lost productivity, missed days of work and even stolen goods. Of the TIGERS 6 Principles™ that impact disengagement the most, empathy is the prize winner.  Empathy training offers a positive return on investment.

Disengagement problems boil down to a lack of empathy in the workplace. An empathetic working environment filters from the top down, so many empathy problems are rooted in a lack of empathy from leaders within the organization. Team members are more likely to be empathetic toward others and to clients when the behavior is modeled for them by others, especially their leaders. So leaders can attack apathetic attitudes by engaging in empathetic attitudes themselves, which can increase employee satisfaction and engagement levels, as well as company profitability.

Reduce risk and improve employee happiness and performance with empathy

By mindfully employing empathy as a leader, you can increase employee happiness and productivity in the workplace.

Acknowledge your own mistakes.

Part of being an empathetic leader is identifying your own weaknesses so that you can relate to your team members. No one is perfect, and everyone makes mistakes, but it’s what we do with those mistakes that matter. When mistakes happen, many people will pass the blame onto others, minimize the importance of their mistake or even deny that a mistake occurred, but none of these approaches solve the problem or ease concerns. The best way people can handle mistakes is through an empathetic approach that reasons through the impact on others. It’s by putting themselves in someone else’s shoes that empathetic understanding surfaces. When you understand how you would feel if the situation was flipped, you’re more likely to address the problem head-on and apologize face-to-face. This is the most effective approach to take when mistakes happen,  but unfortunately only 21 percent of people employ this tactic. Those who do employ this method, however, are 42 percent more likely to love their positions, suggesting that an empathetic approach is the most beneficial for all parties involved.

Leave your judgments at the door.

One of the biggest roadblocks for empathetic leadership is preconceived judgments and not fully listening when others speak. Building a genuine and empathetic work environment  encourages respectful, open speech without fear of repercussion. Leaders also need to build their own reputation of unbiased and authentic listening so that team members know that when they come to you, they will be heard and understood. By creating an environment in which team members feel comfortable enough to share important information with you without fear of being judged, you are better able to create positive relationships with your team members. These types of relationships are important because trust and respect are soon to follow, creating an environment with three of the six TIGERS(R) principles that build high performance teams present. The three principles we just mentioned are trust, genuineness and empathy.

Participate in empathy training.

According to a survey conducted by the TIGERS® Success Series, 52.5 percent of HR personnel recognize that empathy is very important in their workplace, but 43.5 percent do not include empathy as part of their talent development directives. So even though many respondents understand the importance of empathy, most do not understand how best to train for it. Many respondents reported offering emotional intelligence training for executives, which is a subset of empathy training, but it does not teach leaders how to gain the necessary curiosity to drive to understand another person’s perspective. For the most part, leaders are the most important factor for employee disengagement levels, so if leaders aren’t practicing empathetic leadership, they are creating the culture they most want to avoid. Through empathy training, leaders can instead create a thriving work environment that focuses on blossoming talent and cultivating growth, which is good for both employees and the organization as a whole.

Other TIGERS® suggestions for developing leadership empathy involves reading short stories because reading is an engaging activity that places the readers in situations that ignite imagination. For example, researchers at the New School for Social Research discovered that fiction literature improves mental health. Specifically they discovered that short stories provide a link to to imagining what the story characters were thinking or feeling. In the debrief of the story, further empathy development occurs as people listen to one another and learn from the exchange.

Other activities include showing pictures of faces in various states of emotion and asking participants to identify the feeling and emotion that might be experienced. Another is empathetic listening training found in many good coaching programs.

Empathy, as a leadership tool, is one of the most important and most overlooked aspects of effective leadership. A lack of empathy in the workplace can lead to disengaged employees, which can cost the US economy an estimated $450 to $500 billion annually. That’s a significant amount, but through proper training and strategic planning, leaders can greatly reduce the amount of lost revenue and increase employee satisfaction. A lack of empathy in the workplace typically starts at the top and trickles its way throughout the entire organization, so leaders should first address their own lack of empathy before confronting their employees. Some strategies include acknowledging your own mistakes, leaving your judgments at the door and participating in empathy training. With these strategies, leaders can improve their own empathy levels, as well as improve empathy throughout the workplace.

Some additional resources to flush out this conversation

Copyright TIGERS Success Series, Inc. by Dianne Crampton

About TIGERS® Success Series, Inc.licensing

TIGERS® Success Series is a Bend, Oregon Team and Work Culture Development Consulting firm offering a robust, comprehensive, behavior-based group development system that can help you track your ROI for change and workforce development initiatives. We train your team to expertly build and grow your business through teams for improved revenue, purpose and impact. Call US 1-877-538-2822 or International 1+ 541-385-7465 for more information.

 

 

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Focus on EQ to Improve Workplace Communication https://corevalues.com/empathy/focus-on-eq-to-improve-workplace-communication/ https://corevalues.com/empathy/focus-on-eq-to-improve-workplace-communication/#respond Thu, 24 Nov 2016 14:03:44 +0000 http://corevalues.com/?p=8120 rp_blue-handshake-puzzle-150x150.jpgDuring hiring, training and team development, you are likely  measuring your team members’ hard skills. If you overlook one important soft skill, however, your team might fail to communicate effectively causing conflict or confusion. Hard skills, such as efficiently using the company’s software programs, are easy to track through tests and are important for an employee’s overall success. Soft skills, on the other hand,  aren’t as easy to track, but they are just as important for employee and organization success. Emotional intelligence (EQ) is one of the most important soft skills and impacts every level of the organization. It is a determining factor for effective communication and building strong, interdependent relationships. EQ is so important that up to 75 percent of Fortune 500 companies are investing in  training programs to improve their employees’ soft skills.

With team building strategies in place, leaders can improve their own EQ, as well as that of their employees, which will improve overall communication and diminish conflict in the workplace.

Team building strategies for improving your emotional intelligence

Recognize the signs of low EQ.

The first step in resolving an issue is recognizing that a problem exists. An employee’s EQ can account for up to 80 percent of their success, which contributes to the success of the company as a whole. The problem, however, is that many leaders and team members have an inflated view of their own EQ. Without an accurate view of their current skill set, leaders and team members won’t invest the proper amount of time and energy toward improving their skills. Some signs that your EQ could improve include:

  • High turnover rates of employees directly below you;
  • few internal candidates for open positions; and,
  • a lack of small talk between you and your employees.

When employees quit, they are more than likely to quit because of their boss, and not necessarily the organization. So if your department has higher-than-normal rates of employee loss, and few employees that want to transfer into your department, it’s a good sign that you need to look within to your EQ and leadership style.

Watch out for aggressive communicators.

In order for effective communication to exist in your organization, everyone needs to understand the best strategies for communicating with the team. One major kink in the system is found in aggressive communicators.  Aggressive communicators often  believe that their solutions are the best, are close-minded to other ideas and are poor listeners who consistently ask others to repeat themselves. This type of communicator can cause costly repercussions for organizations, especially when they are in leadership roles. After feeling degraded, ignored and inadequate, team members will respond with absenteeism, disengagement and even work sabotage. This type of communicator likely requires training to understand how their words and actions affect others and how to change the way they communicate to create a collaborative and peaceful working environment.

Pay attention to your body language.

When you communicate, your nonverbal cues and body language play a large part in how you are received and understood. Body language, the gestures you make and the look on your face, accounts for more than 93 percent of the meaning in your message. This means that the actual words you use only account for 7 percent of the message. Leaders and team members alike must understand how their nonverbal cues are affecting their messages, and they need to actively strive to improve their nonverbal communication strategies. Some ways that leaders and team members can do this is by leaning forward and looking at the speaker to show that they are actively listening; making eye contact, though not constant eye contact; and paying attention to the tone of their voice to match their message. By paying attention to your nonverbal cues, you can improve your effectiveness while communicating.

Effective communication in the workplace is one of the most essential aspects for success, and employees on all levels need to understand how to effectively communicate with one another. Emotional intelligence plays a large role in an individual’s effectiveness, but because this is a soft skill, it’s harder to measure and track improvement, which is why proven training programs are so valuable to companies. Other team building strategies that leaders and team members can employ to improve their emotional intelligence include: recognizing the signs of low emotional intelligence; identifying and training aggressive communicators; and placing value on and remaining acutely aware of your body language while communicating. By implementing these strategies, leaders and team members can improve their EQ and communication skills that improve business revenue.

Here are some additional articles worth reviewing:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

 rp_bullseye1-300x269.gifAbout TIGERS Success Series, Inc.

TIGERS Success Series is a Bend, Oregon Leadership and Team Improvement Consultant that helps committed leaders build more cooperation in the workplace for measurably improved growth and revenue.

We do this by deploying the TIGERS team process that improves workforce behaviors that are anchored by trust, interdependence, genuineness, empathy, risk resolution and success. Providing diagnostics and customized team interventions you can improve both work culture and transform your adequate teams into exceptional ones. We also license and train HRD Executives, Project Managers, Managers, Trainers and Coaches in the use of our award winning resources.  For more information, call 1+ 541-385-7465.

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Don’t Let Change Derail Your Employees’ Productivity https://corevalues.com/change/dont-let-change-derail-your-employees-productivity/ https://corevalues.com/change/dont-let-change-derail-your-employees-productivity/#respond Thu, 17 Nov 2016 14:14:00 +0000 https://corevalues.com/?p=8242 rp_iStock_000005932499success-puzzel-piecel1-300x199-1-300x199.jpgChange is inevitable. Frequently,workplace change initiatives are met with resistance, backlash and a refusal to adapt. During times of change, employee engagement and employee confidence in their organization can fall drastically, leading to lower retention and less quality work. In fact, according to research from more than 40 studies, only 33 percent of change initiatives are successful, and the determining factor for success falls on the leadership team and how they mobilize employees to champion change. So, don’t let change derail your employees’ productivity. Mobilize them.

When leaders resist change and do not cooperate voluntarily, employees fail to see the importance in making changes themselves. This frequently leads to unsuccessful and failed initiatives. With so much relying on leaders, there are some team building strategies that you can implement in your workplace to keep your team members engaged and excited for any upcoming changes.

Team building strategies that keep your employees engaged during change initiatives

Participate in training programs before change is rolled out.

One of the most effective strategies that you can implement for a successful change initiative is encouraging key leaders to participate in a proven training program that helps them mobilize employees, plan for change and then execute change with an accountable and strategic change team.. The Engaging Employees to Champion Change  audio training program with e-book training retention support offered by the TIGERS® Success Series introduces leaders to the process of engaging employees to commit to and champion change. Studies find that leadership commitment and employee engagement are required for initiatives to succeed. With two-thirds of all change initiatives failing, the biggest obstacle for these initiatives is leaders resisting the change. The third training in the TIGERS Master Licensing Series directly addresses this process and shows leaders how to engage their team members in advance of change and how to develop a cross-functional team approach to the change planning and implementation process. The planning process is tied to accountability outcomes and focuses on the behavior, communication, strategic planning, and plan execution process. When accomplished correctly, employees champion the change process, are engaged and your company experiences the benefits of those organizations whose change efforts succeed.

Set the team up for success.

According to the Korn Ferry Hay Group Research Proves Employee Engagement Drops During Organizational Change, clearly communicating with your team before a change takes place and getting leaders involved in the planning process goes a long way in creating a successful transition. Setting the team up for success includes involving all team members and providing support and the necessary tools that leaders need to help their team members during the transitional time. When a change is about to occur, it can be easy to view certain team members as nonessential personnel that don’t need to know details about the upcoming change. And while this can be true to a certain extent, it’s important for leaders to recognize that change affects all team members throughout the organization, and the easiest way to soften the blow is by getting team members involved before the change takes place. This is why cross-functional team implementation is so critical.

Focus on the positives.

There probably will be resistance to focus on when change takes place, especially if things were going well within the organization before the change. Overall, change should be viewed as a positive scenario. This is where employee championing comes in. What’s working now is based on a number of factors, including the economy and current technology, but as these can quickly change. We are not advocating change for change sake. However, it’s important to recognize that you should be willing to change too to keep up with the times. So when a new CEO is onboarded or leaders introduce a new software system, focus on why these changes with improve ROI, perhaps include performance bonuses during and after execution based on measurable ROI and encourage other leaders to do the same.

Give it time.

Change takes time. Culture change can take three years. Post merger change can also take three years to finally hit productivity strides. In my experience, one health care merger took 18 months, but that was after other change agents had already failed.  Accepting that change is going to take some time means that how change affects your team’s morale, productivity and engagement isn’t accomplished by bringing outsiders in to orchestrate change. It must come from the inside out and with skilled and trained managers who understand group development methods, behavior, planning and who work with employees to mobilize them to champion the change . One way that is taught in the TIGERS Master Licensing to use time to your advantage is time boxing. Time boxing is the strategy of putting time limits on achieving tasks or achieving goals that also have action planning time lines attached to them. So during change initiatives, set certain time parameters on when certain changes must be fully integrated. Break it up into small, manageable chunks that can be implemented one at a time so that your team members don’t feel overwhelmed by too much change all at once. You are then able to track productivity improvements and cost savings after each roll out, which is motivating for everyone.

Summary

Sometimes change is a choice, and sometimes it’s because of an unforeseen circumstance. No matter why it happens, it happens. What matters is how you prepare your team for the change, especially your leaders. Leaders are one major determining factor for change to be successful. The other piece of the change dynamic are employees who champion the process so your outcomes occur under budget and ahead of schedule.  Some strategies that can improve your success include: encouraging leaders to participate in training programs; setting all team members up for success through effective communication; focusing on the positives; and giving it time. Change is a fact of life and it is a fact for sustainable business.  However, with effective team building strategies, leaders can keep their team members engaged and productive during times of change. Don’t let change derail your employees’ productivity.

For more information on TIGERS® Success Series change solutions:

To add to the conversation, consider the following:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

About TIGERS® Success Series, Inc.customized-team-development

TIGERS® Success Series is a Bend, Oregon Team and Work Culture Development Consultant offering a robust, comprehensive, behavior-based group development system that can help you track your ROI for change and workforce development initiatives. We train your team to expertly build and grow your business through teams for improved revenue, purpose and impact. Call US 1-877-538-2822 or International 1+ 541-385-7465 for more information.

 

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Low Cost, High Reward Team Building Strategies for Motivating Employees https://corevalues.com/employee-motivation/low-cost-high-reward-team-building-strategies-for-motivating-employees/ https://corevalues.com/employee-motivation/low-cost-high-reward-team-building-strategies-for-motivating-employees/#respond Thu, 10 Nov 2016 14:33:57 +0000 http://corevalues.com/?p=8152 rp_Fotolia_27814038_XS-300x276.jpg “Motivation Monday” is such a popular slogan because many people experience a slump after the weekend and don’t feel motivated to perform well at their jobs. Employers should take notice when employees describe a lack of motivation because their performance, quality of work and profitability for the company will dwindle, affecting others around them, as well as the organization as a whole. Leaders can identify unmotivated employees through a number of signs, including increased time away from their desks, slower response times or even missed deadlines. Once leaders identify these unmotivated employees, they can implement some team building strategies to improve performances and get employees excited about their work.

Motivating Employees: Low cost, high reward team building strategies for motivating your team members

Some low cost, high reward team building strategies include:

Look past the dollar.

Money can be an effective motivator, but only up to a certain extent. An article from CNN Money reported that employees are willing to deal with more stress for more money, but only up to an annual income of $75,000. So if an employee feels stressed in their positions, they are more willing to change positions for a 10 percent to 20 percent pay increase, and with pay up to $75,000, these employees will experience increased daily emotions. But once employees reach the $75,000 threshold, pay increases and bonuses no longer have the same effect on their emotional well-being. Monetary perks are a big draw for employees, but employers can achieve the same effect by focusing on engaging their workforce and creating overall well-being programs for associates. Employees who are fully engaged in their positions are less likely to leave, and employees who feel support in at least four of the well-being elements (purpose, social, financial, community and physical) are 59 percent less likely to look for a new position in a different organization.

Recognize the individual.

Employee recognition in the workplace is one of the most effective strategies for motivation, as it makes employees feel valued in their positions, boosts their engagement levels and increases both their productivity and loyalty to the company, Leaders can use money as a form of recognition, but it’s not the only effective strategy, and it’s often not the most important according to employees. Each employee will respond differently to recognition strategies, so it’s important for leaders to learn how to best recognize each employee on an individual level. Authentic and honest recognition will prove to be most effective and memorable for employees, and can take the form of public praise, private recognition, high evaluations or a promotion, among others. Once leaders learn what their employees value, they can recognize their employees on an individual basis.

Set goals.

When employees are working toward reaching their goals, rather than meeting your quotas, they are more likely to be motivated and successful in their positions. As a leader, you should be investing your time in teaching your employees valuable strategies and improving their skills. Assessment tools, like the TIGERS 360 Team Survey, are extremely valuable in this area, because they help leaders to assess a team’s behavior quotient, as well as provide actionable strategies for measurable improvement. By understanding where their employees currently stand behind workforce behaviors such as trust, interdependence, genuineness, empathy, risk resolution and success, leaders can work with their employees on an individual basis to improve their skills and reach their goals. Having an individual goal to attain is an extremely effective motivator for many employees.

Embrace failure.

Sometimes, past failures or even just the fear of failure is enough to stop motivation in its tracks. The best way to overcome this is by acknowledging failure as a necessary part of success and embracing it. This is both a criteria for risk and for success.  If you’ve never failed, then you really haven’t pushed yourself, and you haven’t grown. By trying something new and putting yourself in a vulnerable position, you are poised to learn valuable lessons and grow your skills. Over time as you improve, you are better poised to succeed in other areas of your life. And that’s extremely valuable, both inside and outside of the workplace. To help your employees drop their fear of failure, create an environment that thrives on new ideas and celebrates innovation. Once employees aren’t afraid of failing, they will feel better motivated to try new strategies and improve their skills.

Motivation can be a tricky skill to master, so when your employees are lacking in this area, it’s important for you to step up and implement some team building strategies to fill the gap for your employees. Money can be an effective motivating factor, but it shouldn’t be viewed as the only solution for motivation, as many low cost and high effective strategies exist. Some ways that leaders can help motivate their employees include: looking past the dollar, recognizing the individual, setting goals and creating a culture that embraces failure. When your employees feel supported and appreciated, they will be better motivated to increase their productivity and performance.

To further the conversation, consider the following additional resources:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

rp_bullseye-300x269.gifAbout TIGERS Success Series, Inc.

TIGERS® Success Series is a Bend, Oregon Leadership and Team Improvement Consultant that helps committed leaders build more cooperation among employees and collaboration between departments for improved growth, revenue, purpose and impact. We also license and train HRD Executives, Project Managers, Managers, Trainers and Team Consultants in the use of the TIGERS model for team development and our award winning resources.

We do this by deploying the comprehensive TIGERS team process that improves workforce behaviors that are anchored by trust, interdependence, genuineness, empathy, risk resolution and success. Providing diagnostics and customized team interventions,  you can improve both work culture and transform your adequate teams into exceptional ones.

For more information, call 1+ 541-385-7465.

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