Core Values https://corevalues.com A TIGERS Success Series Company Thu, 23 Mar 2017 18:07:39 +0000 en-US hourly 1 https://wordpress.org/?v=4.7.3 Tips for Hiring Into Existing Teams https://corevalues.com/collaborative-hiring/tips-for-hiring-into-existing-teams/ https://corevalues.com/collaborative-hiring/tips-for-hiring-into-existing-teams/#respond Thu, 23 Mar 2017 18:07:39 +0000 https://corevalues.com/?p=8403 The end of the first quarter brings opportunities for positive change and offers leaders a renewed perspective and fresh start that is beneficial for businesses. It is a good time to reassess the effectiveness of different areas within your company, including your current employees and their roles. During this time of reflection, you may determine that some new employees are exactly what your company needs to hit the ground running for the remainder of the year. So when hiring, how do you attract and hire the right candidates that will fit in with your company’s culture and add value to existing teams? Following are some tips for hiring new people onto existing teams.

Tips for making the right hiring choice for existing teams

Consider contract versus long-term hiring.

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

Find employees who work and play hard.

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

Look for the action takers.

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

Hire based on your company culture.

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

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

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

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

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

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

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

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

Strategies for personal and professional growth

Choose a job that allows you to learn.

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

Focus on developing effective writing skills.

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

Find your passion.

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

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

 Here are some additional resources that deepen this conversation:

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

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

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

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

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

Leadership team development  tips to overcome bad management

Assess your team’s behavior.

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

Ask for training.

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

Establish clear goals and expectations.

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

Empower, rather than tell.

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

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

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

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

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

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

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

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

Leadership team development strategies for improved leadership skills 

Build empathy skills.

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

Know what your team members want.

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

Productively manage stress.

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

Seek feedback.

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

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

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

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

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

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

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

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

 Implement strengths-based development programs.

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

Switch your focus to top performers.

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

Offer team learning opportunities.

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

Create a culture of “us.”

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

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

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

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

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

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

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

TIGERS Team Building Strategies That Lead to Successful Leadership Habits

Promote an inviting working environment.

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

Keep showing up.

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

Get in the right state of mind.

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

Get up early – and exercise.

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

Ask for help.

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

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

Here are some additional resources that add to this conversation:

Copyright TIGERS Success Series, Inc.

About TIGERS Success Series, Inc.

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

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

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

 

 

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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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