Core Values https://corevalues.com A TIGERS Success Series Company Sat, 25 Feb 2017 00:19:46 +0000 en-US hourly 1 https://wordpress.org/?v=4.7.2 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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Stay Positive to Keep Teamwork Dynamics Constructive During the Winter Months https://corevalues.com/research/stay-positive-to-keep-teamwork-dynamics-constructive-during-the-winter-months/ https://corevalues.com/research/stay-positive-to-keep-teamwork-dynamics-constructive-during-the-winter-months/#respond Thu, 16 Feb 2017 14:55:28 +0000 https://corevalues.com/?p=8393 Seasonal affective light disorder, commonly known as SAD, is a regularly cited condition during the winter months that affects an individual’s mood and their teamwork dynamics productivity. The condition is commonly believed to cause depression in individuals during the colder months of the year. So does SAD actually influence how you respond to trust, interdependence, genuineness, empathy, risk and success issues in the workplace and in your teamwork dynamics?  According new research, SAD may be more of a self-fulfilling prophecy, rather than a condition caused by shorter days and less exposure to the sun’s rays.

A large-scale study of 34,294 Americans found no correlation between season and mood, and individuals’ depression symptoms were not any higher during the winter than they were during any other time of the year.  This means that their depression was likely caused by other factors and not the weather. So while the idea of the winter blues has certainly been popularized, there isn’t any scientific evidence that suggests these claims to be true. These findings suggest that if you do feel gloomy or sad on drizzly days, it could have more to do with your stress level due to lack of exercise, amount of sleep, post holiday stress and attitude, rather than an imbalance. Fighting off the winter blues then could be as easy as making a shift in your attitude and lifestyle.

Teamwork strategies for improving productivity in the winter

Focus on the positives, and stop complaining.

The solution for the winter blues may be as easy as shifting your attitude to a more positive approach to the season.  For example, rather than cursing the negative aspects of their long winter months, most Norwegians are truly excited about everything winter has to offer, from skiing to cozy nights on the couch to the northern lights. So the first step to a more enjoyable season is focusing on the positives that are to come. After you do that, outwardly shift your attitude by stopping all forms of complaining and get out to exercise. In the American culture, it’s easy to bond with others by complaining about the weather or other negative aspects of life, but this type of communication only does more harm than good. Instead, stop complaining about the bad and outwardly express the good in your life to improve your attitude and remove the blues. We provided a good exercise for this in the e-book and audio training program, Melting Your Stress within 30 Days.  A shift in attitude can occur within 60 seconds.

Make a change.

With the change in daylight hours, you may find yourself to be more sluggish during the morning hours. When you wake up while it’s still dark out, your body is still producing melatonin, which can keep you sluggish in the morning. As the sun starts to rise, your levels on melatonin reduce steadily, so it may be helpful to change your sleeping schedule by sleeping in later in the morning. If this isn’t possible, an early morning workout can also combat the excess melatonin and boost your energy. Another helpful change that can improve your productivity is working shorter days marked with more breaks. Working long days and skipping breaks may sound like a productive way to get more done, but in reality the opposite is true. When you work long hours, you start to get bored and lose your focus, which kills your productivity. Instead, take regular breaks and work no more than eight hours per day to get the most out of your day.

Finish what you start.

This might sound like an obvious strategy, but many people waste time by starting tasks and then never completing them.  For example, many people waste time by checking their email and closing out of it before taking any action. When you do go back to it again to reply or to make an action plan, you have to start over again and reread the email to decide how to proceed. This can waste your time by up to four minutes per email, which can add up to a significant amount of your time, depending on how many emails you receive per day. While a disregarded email may seem small or insignificant, it actually can make a large impact on your productivity, so no matter how small the task may seem, finish everything that you start to remain the most productive throughout your day.

The winter months can be a difficult time for many people, and productivity across the board tends to suffer, but it doesn’t have to. According to new research, SAD may have more to do with negative attitudes about winter weather than the season itself. So if people aren’t actually battling an imbalance, they can implement some easy changes to improve their moods and increase their productivity. Some helpful teambuilding strategies include: focusing on the positives in life rather than the negatives and quitting complaining; making schedule changes to work with, rather than against, the limited daylight hours; and finishing every task you start, no matter how small or seemingly insignificant. With these teambuilding strategies, team members can improve their productivity, even during the tough winter months.

For more ideas, we found the following articles to be helpful:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

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 ownersw 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 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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Leaders are Sinking — Send in the TIGERS® 6 Principles™ https://corevalues.com/employee-engagement/leaders-are-sinking-send-in-the-tigers-6-principles/ https://corevalues.com/employee-engagement/leaders-are-sinking-send-in-the-tigers-6-principles/#respond Thu, 09 Feb 2017 14:02:43 +0000 https://corevalues.com/?p=8458 Employee engagement is a real problem for companies worldwide. Recent research shows that only about 13 percent of employees worldwide are engaged in their positions and it points to the issue that leaders are sinking and it is time to send in the TIGERS 6 Principles.

It’s all about engagement

A lack of engagement isn’t just a minor leadership concern.  It causes several different problems throughout the workplace, including high turnover, high employee absent rates, theft and a loss of profitability due to lost productivity. We also know that engagement trickles from the top down and is a symptom of work culture problems, which are forged and maintained through leadership behavior. If leaders are not engaged, their subordinates won’t be either.

A lack of employee engagement can also contribute to workplace toxicity and toxic employee behavior. This behavior includes passive-aggressiveness, bullying, and workplace hostility that spreads to team members. For the most part, engagement problems are a direct result of leaders who have been advanced into position with little experience or skill in managing individuals and building cooperation and collaboration in the workplace. With so much riding on leaders’ shoulders, what can be done to improve engagement levels? The answer is to start with integrating six principles that build high performance teams through improved behavior and practice. The six principles are trust, interdependence, genuineness, empathy, risk and success. An easy way to remember them is TIGERS®..

Team building tips for lifting up struggling leaders with the TIGERS 6 Principles™

Empower your leaders.

One problem  for many leaders is simply a lack of knowledge on how to lead with six principled behaviors and then handle problems as they arise. This issue can easily be solved by empowering your leaders by giving them the support and skills they need to manage effectively. This can be achieved by providing additional training, real-time feedback and coaching and learning opportunities to improve their skills.

At the same time, avoid one-off training programs.  Leadership skill development includes practice that aligns with department initiatives.  So a good program will give leaders continued access to the training for a period of time and a way to record progress through decreases in costs and increases in productivity.  This is the way you know your leadership training is actually successful.  Beginning classes should focus on actual departmental behavior issues. This comes through surveying employees so their candid responses point to department behavior problems and then shore up those areas with effective training that gives leaders corrective solutions to existing problems.

The bottom line is that both team and leadership development do not respond well to cookie cutter training that fails to deal with the real world problems at hand.  Once leaders are supported through training, they are better equipped to handle their current positions and to hone in on skills that directly impact their personal professional development. As they improve their skills, learning opportunities can include more advanced information to keep leaders constantly improving and better equipped to handle problems as they arise.

Refocus.

After the hustle and bustle of all that the end of the year has to offer, the New Year provides the perfect opportunity for leaders to refocus their efforts and redefine their goals for the coming year.   Although every business and every person is different, business needs are constantly evolving, so it makes sense that leadership styles need to adapt and evolve as well to meet the needs of the current environment. Take some time to reflect on your successes and failures, and refocus your efforts on better managing your team members and improving performances over the coming year. And even when it’s not the New Year, leaders can take the time to refocus their efforts anytime they feel it necessary.

Some tips offered in our LinkedIn Pulse article, Stepping into the Role: Leadership and Teamwork Development Strategies for the New Year:

  • Spend more time in team huddles and less time in meetings.
  • Practice courage by embracing failure.
  • Empower your employees.
  • Get on the same page as your employees.
Overcome your fear of taking appropriate risk.

Fear is a realistic emotion and part of life, but if you let your fears control you, then failure often follows. This is especially true when they let unrealistic fears dictate their decisions in business. One way to overcome this is by looking at the entire picture, rather than just focusing on a small detail. When you look at the benefits of taking a calculated risk or the positive possibilities of making a change, then you will feel empowered and will be more likely to take the plunge and look past your fears. Another way to overcome fear is by recognizing that you are afraid, but rather than run, lean in. This may be easier said than done for some, but empowerment comes not from not being afraid, but by being afraid and doing it anyway, whatever it is. In business, this could be as simple as sharing an idea that you have. If this seems difficult for you, consider doing something small each day that scares you or that takes you out of your comfort zone. The more you do it, the easier it will be.

The bottom line.

Employee engagement is important for a number of reasons, including fewer absences, lower turnover rates, reduced theft and shrink and increased productivity and profitability. When employee engagement is lacking, which it is worldwide with only 13 percent of employees engaged worldwide, then the whole company suffers. For the most part, a lack of employee engagement falls onto their direct managers, as poor leadership skills directly correlate to disengaged employees. So to increase employee engagement, leaders need to focus on and implement the TIGERS Six Principles™ so that struggling leaders who want to build more cooperation in their departments have supporting behaviors to lean into. Additional strategies include empowering your leaders to make decisions for themselves; taking the time to refocus your goals, efforts and priorities to meet your current needs; and taking steps to overcome your fears so that you can put your best self forward to make the most of your talents and desires within your position.

Here are some additional resources to flush out more ideas:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

About TIGERS Success Series, Inc.

TIGERS® Success Series is a robust, 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 TIGERS model is sustainable; It is a model that grows with your team and organization.
  • TIGERS is a systematic approach toward team development. The TIGERS Model is not a one-hit wonder.
  • The TIGERS model is designed to continuously improve upon the way teams work.

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 trainings 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+

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Is Increased Employee Productivity Possible? https://corevalues.com/employee-engagement/is-increased-employee-productivity-possible/ https://corevalues.com/employee-engagement/is-increased-employee-productivity-possible/#respond Thu, 02 Feb 2017 14:19:38 +0000 https://corevalues.com/?p=8265 httProductivity is a hot topic for most employers, as unproductive employees cost companies lost revenue in terms of employee time and amount of work completed. Tracking productivity can prove to be difficult at times, especially when companies are new to the scene or contain a large number of employees across several departments. But one employee’s productivity can affect the productivity of every team member, so it’s essential that leaders take the time to assess productivity and implement strategies to improve productivity among employees.

At TIGERS(R) Success Series, we advocate for keeping track of productivity both through cost savings and productivity improvements. This is especially true when training and team development is involved because these two computations help you track your return on investment and determine if training transference has improved skills and attitudes.

Four team building tips for increasing productivity among your employees

The following four team building tips can increase productivity among your employees.

Hire the perfect fit.

Productivity in the workplace starts at the hiring stage. All people are driven by different motivating factors, and a position that’s a perfect fit for one person may be a nightmare for someone else. To get the most out of your employees, you need to put the right people in the right positions based on strengths and not just resume experience. Finding the right fit typically comes down to three areas that you can assess during the hiring stage: passion, skill and economic drives. What people are passionate about says a lot about who they are as a person, and the best way to get them excited about their position is to give them an opportunity to pursue their passions and strengths. By giving them a chance to work on projects that get them excited, you’ll experience lower turnover rates and less call outs. Employees’ skill sets are also important to consider upon hiring. Some things can be learned, but someone who struggles with basic math probably won’t make an excellent accountant. Compensation is the third important factor to consider, as everyone has their own limits on how hard they are willing to work for how much they make. Offer a fair salary for the position, and you’ll have better satisfied employees who are more productive in their positions.

Encourage boredom.

We live in a fast-paced world, and most people are constantly engaged and doing something, such as checking emails, playing on apps or browsing Facebook. But this constant engagement stifles creativity and can seriously harm productivity. While you likely don’t want your employees to sit and do nothing while they’re at work, some down time away from distractions like phones and computers can prove to be extremely beneficial. According to one study by researchers from the University of Central Lancashire, participants who engaged in the mundane task of copying phone numbers from the phone book prior to being asked to come up with creative uses for a set of cups were more creative than those who didn’t engage in the mundane task. To manufacture boredom in the workplace, leaders can institute no-phone policies and assign routine but short tasks to employees, such as making copies or entering data, for about 15 minutes before they are asked to perform other tasks. By giving them time for their minds to wander, employees will return to their work better prepared with a creative mindset.

Offer recognition.

Employees who feel recognized and appreciated for their contributions are better satisfied and more productive in their positions. While pay raises and bonuses are one way to offer recognition, they may not always be practical. There are other ways that you can offer recognition. Offering public praise, saying “thank you” and offering flexible scheduling are all ways that you can show appreciation without spending any money. Public praise, such as recognition during a weekly meeting or an employee of the month program, give top employees a boost in their self-confidence, and even a simple “thank you” in private can go a long way for an employee’s sense of accomplishment. Practical rewards, like the ability to come in later or work from home also show employees that you appreciate their hard work and trust them to continue that work, even with a little flexibility. When employees feel appreciated, they will be more productive.

Adjust your strategy for meetings.

Meetings are important, but they can prove to be real time and productivity killers when they aren’t implemented properly. Unorganized meetings without an agenda, reserved meeting space or specific time frame can eat up big chunks of time and destroy the productivity for multiple employees for the rest of the day. So to keep your meetings professional and relevant, ensure that you have a reserved meeting space, send out an agenda to all participants prior to the meeting and keep meetings on point and on time.

Employee productivity is an extremely important and potentially costly aspect of business that leaders need to assess and improve, if warranted. Many helpful team building tips exist, but some easy strategies that leaders can implement include: hiring the perfect fit, encouraging boredom, offering recognition and adjusting strategies for meetings. With these strategies, leaders can increase employee productivity in the workplace.

Here are some additional articles that offer more insight into improving company productivity:

Copyright TIGERS(R) 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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Introduce Habits of Highly Effective Leaders Into Your Leadership Toolbox https://corevalues.com/leadership/introduce-habits-of-highly-effective-leaders-into-your-leadership-toolbox/ https://corevalues.com/leadership/introduce-habits-of-highly-effective-leaders-into-your-leadership-toolbox/#respond Thu, 26 Jan 2017 14:24:36 +0000 http://corevalues.com/?p=7300 Leaders are present in every organization, but that doesn’t mean that they are all highly effective. Highly effective leaders are important because they know how to make the right hire, keep turnover rates low and improve employee productivity and engagement. Effective leaders might be hard to come by, but there are many teamwork tips available that leaders can utilize to become effective themselves.

Teamwork tips to improve your skills

Leaders can implement the following teamwork tips to improve their leadership skills.

Be empathetic.

As the “E” in TIGERS(R), empathy is one of the six principles for teamwork dynamics success, and it is an importantskill that effective leaders possess. According to 30 minute webcast, Empathy, A Critical Element of an Engaged Workplace, empathy is an important tool that allows leaders to understand the importance of caring about their employees so they will build them up, rather than tear them down. This includes offering praises in a public settings while facing challenges and problems in private. These leaders are sensitive to their employees and know how to address problems and create solutions without attacking employees personally. Not all leaders will possess this skill innately, and many can benefit from micro teambuilding training, such as the TIGERS self-study program for leaders. The program teachers leaders how to apply the six common-sense principles of trust, interdependence, genuineness, empathy, risk and success to improve collaboration, cooperation, accountability and employee engagement in the workplace.

Learn to Listen.

According to a study by Wright State University, almost all of the 8,000 participants rated themselves with above-average listening skills, which shows that many people believe that they possess better listening skills than they actually do. So even if you believe you are an excellent listener, you may not be as skilled as you think, and there is always room for improvement. Great listeners focus on the conversation, set aside distractions and ask questions. Rather than thinking about how you are going to respond, effective leaders actually focus on what the speaker is saying, and they put aside distractions, such as phones or emails, and give their full attention to the speaker. To test your focus, see if you can repeat back what the speaker just said. If you can’t, you likely weren’t focusing. To dig deeper and gain a better understanding of the others’ point of view, great listeners also know how to ask probing questions or even simple clarification questions just to ensure that they are listening.

Take a step back.

We all know that micromanaging isn’t an effective strategy, so why does it still happen in the workplace? You might consider yourself to be a control freak, or it might come down to a lack of trust in your employees, but no matter the reason, it’s best to take a step back with your management style. If this seems daunting to you, it’s best to start small. Rather than trying to keep your hand in every aspect of a project, delegate one portion of the project to another person or team, and then stay away. You can check in for progress, but trust that the team members know what they are doing, and give them the freedom to do so. Once that works out successfully, delegate more portions of projects until you are free from your micromanaging ways.

Mentor.

Effective leaders are effective for a reason, and they have a lot that they can give back. But mentorship is not one-sided. Mentors receive several benefits, including networking opportunities and fresh perspectives that allow them to grow as leaders themselves. Mentors also have the opportunity to view how far they have come as a leader, as well as to learn the challenges in other industries.

Put your thoughts into action.

Meetings and talking about new ideas is an important aspect of leadership, but many times, leaders get stuck in the planning stage and cannot move into the action stage. To take the step into action, effective leaders reward, recognize, rebuke, respect, re-energize, redirect, remember, resist, restore and redeem. Interact with employees, make decisions and carry out plans to transition from a planner to a doer.

Highly effective leaders possess many different skills within their leadership toolboxes, and they are constantly implementing new teambuilding tips to improve their skills. Some ways that leaders can improve their effectiveness is by being empathetic, learning to listen, taking a step back from micromanaging, mentoring others and putting their thoughts into actions.

Here are some additional leadership articles, to expand this conversation:

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 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 ownersw 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 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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Employee Retention VS Employee Burnout Marks Big Workplace Challenge in 2017 https://corevalues.com/employee-wellness/employee-retention-vs-employee-burnout-marks-big-workplace-challenge-in-2017/ https://corevalues.com/employee-wellness/employee-retention-vs-employee-burnout-marks-big-workplace-challenge-in-2017/#respond Thu, 19 Jan 2017 13:55:39 +0000 https://corevalues.com/?p=8442 A new human resource study reports that one of the biggest threats to building an engaged workforce in 2017 is employee burnout. The study conducted by Kronos found that 95 percent of the 614 human resource leaders who participated in the survey admit employee burnout is sabotaging workforce retention. Yet, there is no obvious solution on the horizon due to work culture complications and poor leadership.

This United States national survey included responses from Chief Human Resource Officers (CHRO), vice presidents of HR, HR directors, and HR managers from organizations with 100 to 2,500+ employees. The candid results from this survey provided a  look at how burnout drives turnover and some of the root causes. The report also concluded that there is no easy solution despite 87 percent of respondents calling improved retention a high and critical priority for earnings.

Survey findings

The following four findings all point to work culture problems and leadership as primary causes of employee burnout.

Employee well-being is given low priority.

Building an engaged workforce is complicated by work culture that “burns and churns” talent. According to the survey, nearly half of the HR leadership test pool (46 percent) say employee burnout is responsible for 20 to 50 percent of their annual workforce turnover and is a huge drain on company earnings.

Burnout is an advanced form of chronic, stress that requires recovery on the part of employees that does not occur with two days off a week.  The physiological impact is serious leading to complicated physical and mental health problems.

This means that when companies are understaffed, do not resolve problems employees face every day to do their jobs well, underpay them and fail to support conditions that give rise to peak performance, there are consequences to pay.  Talented people quit.

Many issues fueling burnout are in HR’s control.

The study reported that unfair compensation (41 percent), unreasonable workload (32 percent), and too much overtime / after-hours work (32 percent) are the top three contributors to burnout. These factors are within HR’s control.

What is within leadership control is good talent management, employee development, eliminating poor managers, helping employees see a clear connection between their work and corporate strategy and correcting a negative workplace culture.  Leaders, however, appear to have vacated this responsibility.

Significant barriers prevent HR from improving retention in 2017.

Despite 87 percent of HR leaders calling improved retention a critical or high priority over the next five years, one-fifth (20 percent) said there are too many competing priorities to focus on fixing the issue in 2017.

These competing priorities include outdated HR technology that fails to automate routine HR tasks, poor performance on the part of the C-suite to step up to their responsibilities for workforce development and alignment, lack of executive support, poor organizational vision and no pay for performance connection between C-suite earnings and company productivity.

The C-suite is more apt to invest in recruiting new employees as opposed to retaining existing talent.

The survey found that 97 percent of HR leaders are planning to increase their investment in recruiting technology by the year 2020, including nearly a quarter (22 percent) who anticipate a 30 to 50 percent increase in such spending.

This will have an impact on stock evaluations as well as the corporate bottom line. However, the budget and bottom line were continually cited by HR leaders as a deterrent to programs that would benefit retention of existing talent. This includes 16 percent who say a lack of budget is the primary obstacle to improving employee retention in the next 12 months; 15 percent who say a lack of funding is the biggest challenge to improving employee engagement; and 27 percent who say funding is the biggest hurdle to implementing new HR-related technology, such as tools that would reduce manual or administrative work so HR can act more strategically.

According to Charlie DeWitt, vice president of business development for Kronos, “Employee burnout has reached epidemic proportions. While many organizations take steps to manage employee fatigue, there are far fewer efforts to proactively manage burnout. Not only can employee burnout sap productivity and fuel absenteeism, but as this survey shows, it will undermine engagement and cause an organization’s top performers to leave the business altogether. This creates a never-ending cycle of disruption that makes it difficult to build the high-performing workforce needed to compete in today’s business environment.”

DeWitt adds that Organizations should seek to provide sabbaticals for high performers for periods as long as a year to help employees recover from burnout. He emphasizes workforce analytics can also identify and alert managers to trends in scheduling and absenteeism that may indicate an employee is on the path to burnout so changes can be proactively made.

Why does this matter to you?

As the economy continues to improve and employees have more job options, companies will have to provide more compensation, expand benefits and improve their employee experience.

Companies that promote flexibility, and ensure that employees aren’t overworked, in order to prevent employee burnout that leads to turnover are already ahead of the game.  It is a superior recruitment enticement.

Here are some additional resources for delving deeper into this conversation:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

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 trainings to track your group development over time and to improve work group behavior. Call us today at 1-877-538-2822 to learn more about how the TIGERS 6 Principles can support your workforce development goals.  .

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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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