Core Values https://corevalues.com A TIGERS Success Series Company Thu, 01 Dec 2016 17:23:48 +0000 en-US hourly 1 https://wordpress.org/?v=4.6.1 Empathy Training Offers a Positive Return on Investment https://corevalues.com/empathy/empathy-training-offers-a-positive-return-on-investment/ https://corevalues.com/empathy/empathy-training-offers-a-positive-return-on-investment/#respond Thu, 01 Dec 2016 13:48:37 +0000 https://corevalues.com/?p=8276 rp_quiz-300x241.jpgDisengaged employees are an avoidable workforce development mistake that has a huge impact on the bottom line. According to a Gallup poll, disengagement costs the US economy an estimated $450 to $500 billion annually. These lost earnings can be found in the cost of employee turnover, lost productivity, missed days of work and even stolen goods. Of the TIGERS 6 Principles™ that impact disengagement the most, empathy is the prize winner.  Empathy training offers a positive return on investment.

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

Reduce risk and improve employee happiness and performance with empathy

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

Acknowledge your own mistakes.

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

Leave your judgments at the door.

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

Participate in empathy training.

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

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

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

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

Some additional resources to flush out this conversation

Copyright TIGERS Success Series, Inc. by Dianne Crampton

About TIGERS® Success Series, Inc.licensing

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

 

 

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

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

Team building strategies for improving your emotional intelligence

Recognize the signs of low EQ.

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

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

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

Watch out for aggressive communicators.

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

Pay attention to your body language.

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

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

Here are some additional articles worth reviewing:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

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

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

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

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

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

Team building strategies that keep your employees engaged during change initiatives

Participate in training programs before change is rolled out.

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

Set the team up for success.

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

Focus on the positives.

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

Give it time.

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

Summary

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

For more information on TIGERS® Success Series change solutions:

To add to the conversation, consider the following:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

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

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

 

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

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

Some low cost, high reward team building strategies include:

Look past the dollar.

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

Recognize the individual.

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

Set goals.

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

Embrace failure.

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

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

To further the conversation, consider the following additional resources:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

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

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

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

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

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Team Building Tips to Improve Your Leadership Effectiveness https://corevalues.com/leadership/team-building-tips-to-improve-your-leadership-effectiveness/ https://corevalues.com/leadership/team-building-tips-to-improve-your-leadership-effectiveness/#respond Thu, 03 Nov 2016 13:09:57 +0000 http://corevalues.com/?p=8184 rp_businessman-draws-success_GJ77jtrd-1024x867.jpgLeaders play an important role in organizations, as they help set the tone for the company’s culture and encourage team building, innovation and success from their team members. With such an important role, it’s important that leaders take the time to assess their current skill levels and identify areas that require attention. Whether you’re a seasoned pro or a freshly promoted newbie, there are likely some areas of your leadership skill that could use improvement. So, what are some team building tips to improve your leadership effectiveness?

Leadership Mistakes You Might Be Making

With team building tips and strategies, you can improve your effectiveness as a leader. Some common mistakes you might be making include:

Promoting for the wrong reason.

Promoting based on tenure might seem logical, as those who have worked with the company the longest theoretically have the most experience. However, 82 percent of those hired into a management role based solely on tenure are unfit for the role. Gallup research finds that only about one in 10 people are naturally qualified to manage, so if you promote based on tenure rather than talent, you are likely making the wrong hire. So instead, leaders should look for the five attributes that highly talented managers possess: the ability to motivate employee excellence; assertiveness; the ability to promote a culture of accountability; strong relationships based on trust; and the ability to make decisions based on productivity. By focusing on these skills, leaders will hire the most qualified people for management roles.

Focusing on short-term success over long-term success.

Leaders negatively affect the success of their entire organization when they start focusing solely on short-term successes while ignoring long-term goals. An example of this line of thinking can clearly be seen with investing (money and time). On the stock market, are you investing only in companies that will help you hit your quarterly goals, or are you looking at the long-term profitability? When you train your team members, do you focus on quickly getting them up to speed so they can perform core job functions, or are you taking the time to invest in thorough onboarding that will best benefit your employee? Switch your thinking from just the short-term to the long-term to improve your leadership skills.

Alienating yourself from others.

Would you consider yourself an alienating leader? Probably not, but there are some traits you should look for to determine if you are. Alienating behaviors include a negative attitude, poor empathy, closed-off body language and incongruence between what you say and do (trust issues). If your attitude is overall negative and lacks empathy, your employees won’t feel inclined to approach you with problems they may be experiencing, which can create a non-supportive culture. Instead, focus on the positives in your life, and listen to your team members without judgment to change the environment. Closed-off body language, such as folded arms or a scowl, can be just as detrimental as a negative attitude, so pay attention to your stance as you converse with coworkers to make them feel welcome. And pay attention to the promises you make. If you say you’ll do something for your employees, make sure you do it to build trust and accountability in the workplace.

Having too low of standards.

Your personal standards, as well as the standards you expect of your employees, says a lot about your leadership. If you’re experiencing underwhelming success within your organization, the problem might reside with your standards. One way that you can encourage higher standards among your employees is by shifting focus away from results and onto the process. If you are only focused on winning results, you and your employees might take shortcuts or neglect other areas of performance in favor of immediate satisfaction. This approach hurts the organization, and the person, in the long run as the results may be based on non-sustainable actions. Instead, focus on developing and maintaining disciplined habits that will be sustainable in the future.

Your role as a leader is paramount to the success of your team members, as well as the organization as a whole. But no leader is infallible, and there are some common mistakes that even the most seasoned of leaders make. With actionable team building tips, however, leaders can improve their organizations. Common mistakes leaders make include: promoting based on the wrong reasons; focusing on the short-term rather than the long-term; alienating themselves from others; and having too low of standards. Once leaders recognize some areas that could use improvement, they should consider participating in on-demand leadership training programs that improve employee accountability and engagement, as well as improve business successes.

For more ideas on this topic here are some additional articles we found to be valuable: :
Leadership Mistake: Promoting Based on Tenure
The Three Questions Bad Managers Ask Themselves Each Day
Are You Approachable or Alienating?
3 Reasons Why You Should Raise Your Standards

Copyright TIGERS Success Series, Inc. by Dianne Crampton

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

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

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

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

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Build a Strong Team https://corevalues.com/team-building/build-a-strong-team/ https://corevalues.com/team-building/build-a-strong-team/#respond Thu, 27 Oct 2016 15:19:03 +0000 http://corevalues.com/?p=7833 No matter if you work for a small or large organization or one in the middle, you likely have to work with a team. Teams can be extremely valuable for organizations, but they can also cause problems if not managed correctly. At their best, teams can promote creativity and innovation, but at their worst, they can create chaos and workplace toxicity. Because effective teams are so important for an organization, leaders need to understand the importance of implementing sound  team building strategies to build a strong team.

Some effective team building strategies for building your best team include:

Remember names.

Before team building can take place, you first need a team. When teams are just forming, a lot of new faces can seem overwhelming. But great team building starts when everyone is willing to make an effort to get to know one another, and the best place to start is by learning everyone’s names. Teach your team members how to remember names by properly listening the first time.

he first step is focusing on what the other person is saying, rather than thinking of your response, and then find a distinguishing feature on the other person to remind you of the person’s name. Then, associate an image with the name, like every time you meet a woman named Kelly, picture a key or another object that reminds you of Kelly. Next, create an action with the associated image and the person’s distinguishing feature. Lastly, repeat and review those names repeatedly until you know every team member’s name.

Change your scenery.

Taking your team members out of the office is a great way that leaders can promote a healthy and strong team. There are many ways to get your team members out of the office, some after hours and some during regular office time. A yearly company barbeque or Christmas party are common team building activities for many organizations, but some less common activities include volunteering, working out or traveling. Creating time for your team members to volunteer or organizing a group outing allows your team members to get to know one another while giving back to your community. Working out is another option, as group sports or group exercise classes not only help your team members bond, but they also help your team members view the importance of focusing on their health. Traveling, whether near or far, is another way that leaders can build their teams into a stronger unit. While this can be a pricier option, the rewards can be well worth the initial expense.

Offer support.

When times get tough, team members are more likely to feel connected to their organization if they feel supported by other team members. For example, when one team member is facing a personal problem that could keep them from fulfilling all of their daily tasks, the other team members can step in and lift some of the burden. Sometimes team members may need to take several weeks off of work, or they may just need a flexible enough schedule that allows them to leave work early every once in a while. No matter the case, if team members feel supported by their team, they will feel more dedicated to the organization and likely to stay in it for the long haul. And then these team members will want to help others when they face adversity as well.

Attend conferences and team building events.

There are many different types of teams; some are made up of co-workers who see each other daily, while others are comprised of long-distant acquaintances in the same industry or department. While long distance team members may be able to accomplish quite a bit online or over the phone, there’s no substitute for one-on-one face time. This is where conferences come in.

Individuals and even whole teams can take a few days away from the office and attend an event that will help them in their organizations. Leaders can benefit from these types of events, and the 6 Principles That Build High Performance Problem Solving Teams Leadership Clinic is one such program. lLeaders learn how to build strong teams for solving complex business problems.  They learn how to ignite strong goal clarity and leverage collaborative behavior that minimizes the time new teams spend in conflict. Leaders also learn the structure and strategies required to facilitate quality role performance and accountability within their teams.

Strong teams are important for an organization’s success, and everyone needs to take accountability for the strength of their team. There are many different things that leaders and team members can do to improve the trust within their teams, including remembering everyone’s names, changing the scenery, offering support to others when they need it and attending team building events and conferences. When all team members take accountability, everyone is invested in the outcome of their team and more likely to work together toward success.

For more strategies, we collected the following articles for your consideration::

Copyright TIGERS Success Series, Inc. by Dianne Crampton

360-teamsurveyAbout TIGERS Success Series, Inc.

TIGERS® Success Series is a Bend, Oregon Leadership and Team Improvement Consultant that helps committed leaders build more cooperation among employees and collaboration between departments for improved growth, revenue, purpose and impact.

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

We also license and train Executives, Project Managers, Managers, Trainers and Team Consultants in the use of our award winning resources.  For more information, call 1+ 541-385-7465.

 

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Leadership Team Building Tips that Inspire Workplace Innovation https://corevalues.com/innovation/leadership-team-building-tips-that-inspire-workplace-innovation/ https://corevalues.com/innovation/leadership-team-building-tips-that-inspire-workplace-innovation/#respond Thu, 20 Oct 2016 13:44:24 +0000 http://corevalues.com/?p=8123 rp_iStock_000005932499success-puzzel-piecel1-300x199-1.jpgYour business is strong. Your team members are productive. You have a large customer base that keeps coming back for more. That’s all you need for continued success, right? Unfortunately, no. While these success factors are important, nothing stays the same for too long in an ever-changing world. Technology is improving at a rapid rate, and new products and services are constantly being added to the marketplace. If your company isn’t inspiring innovation among your employees, you will quickly become outdated. To remain successful, you need to keep pace with change and innovation is essential to do that.

By implementing some leadership team building tips into the workplace, you can inspire innovation among your employees.

Combine existing products and ideas.

Creativity is a buzz word that has all but lost its meaning in today’s work environment. Almost every resume and business list themselves as creative, but in all actuality, most ideas are not new; they are instead a new take on an old idea. For example, the driving service, Uber, is a combination of existing taxi services with social media applications. Instagram is simple photography combined with social media. Lululemon is athletic wear combined with current fashion trends. So while these ideas have done well in the marketplace and are hailed as creative solutions, they are actually more innovative and less creative. So if you want to be successful in implementing new ideas, focus on adding value to existing products or processes, and then focus on adding even more value to create a truly innovative product.

Use slow times to your advantage.

Whether it’s because of a struggling economy or a naturally occurring slow time for your industry or business, there are times that businesses slow down and don’t make as much money as they used to. This isn’t to say that the company is necessarily failing, as ebbs and flows are common in many industries. During these times of lower profitability, many businesses hunker down and only focus on providing the bare minimum to their customers and employees. But this is an ideal time to innovate, as new ideas may be just what the company needs to regain profitability. For example, streamlined production practices and increased product and service offerings may be practical solutions to improve profitability during future downturns. So by taking this time to improve, companies can propel themselves ahead once things pick back up.

Encourage employees to innovate.

A recent Harvard Business Review study recently found that only six in 10 non-managers are actually involved in innovation strategies. When employees don’t feel that their ideas matter, they stop trying and lose interest in their roles, which kills their innovative ideas. To get the most from your employees and to best build your business, create a culture of innovation that encourages employees to be part of the process. In order for employees to innovate, they need to feel empowered and supported to do so. Employees need to understand that part of their job is to come up with innovative solutions that improve their daily work, and they need to feel support from management to do so. They also need to see their ideas implemented. If they come up with ideas but never see them go anywhere, they won’t feel supported and will stop coming up with new ideas.

Sell your story.

An innovative idea backed by supporting data and figures is necessary to get the ball rolling, but it may not be enough to keep it rolling. The best way to sell your idea is to first sell your audience on your story. Get your team members invested in your product or idea by explaining the current environment and the problem with how things currently operate. Then explain how your product or idea will change the environment for the better to get your listeners excited about the prospect of change. When others feel invested in your story, they will be more likely to support your idea or product.

Innovation is not just a fancy buzzword floating around the internet. It is actually an essential component for business success, as an ever-changing marketplace requires companies to consistently provide innovative ideas, products or services to keep up. By implementing some leadership team building tips, leaders can inspire innovation in the workplace and keep up with changing times. Some strategies include: combining existing products and ideas to create innovative solutions; using slow times to your advantage to make necessary changes; encouraging employees to be innovative in their positions; and selling your story, rather than just your product to get people excited about the change.

Here are some additional reading resources to flush out more detail.

Copyright TIGERS Success Series, Inc. by Dianne Crampton

licensingAbout TIGERS Success Series, Inc.

TIGERS Success Series is a Bend, Oregon Consultancy offering a comprehensive work culture and change management system for internal and external consultants that builds positive workforce behaviors resonating with trust, interdependence, genuineness, empathy, risk and success in the workplace.  People 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.

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Improve the Hiring Process with the 6 TIGERS® Principles https://corevalues.com/onboarding/improve-the-hiring-process-with-the-6-tigers-principles/ https://corevalues.com/onboarding/improve-the-hiring-process-with-the-6-tigers-principles/#respond Thu, 06 Oct 2016 15:19:39 +0000 http://corevalues.com/?p=7273 rp_videoblog-e1389889544990.jpgYour organization’s hiring process is potentially the most important indicator of business success. According to research from Gallup, leaders who hire from the top 20 percent of the talent available experience a 20 percent increase in sales, a 10 percent increase in productivity and a 30 percent increase in profitability. Because hiring the right applicants is so important, HR executive benefit from focusing on all areas of the hiring process including the 6 TIGERS® Principles. This includes:

  • Attracting and recruiting top talent;
  • improving the interview process; and,
  • creating advocacy programs with “educated” onboarding that helps to integrate a new hire into the work culture and existing teams.

When HR leaders focus on all aspects of hiring, including introducing new employees to the TIGERS 6 Principles during onboarding, which teaches new employees the behaviors that build strong teams and behaviors that cause predictable problems, integration is easier. The benefit is that new hires experience growth and success within their organizations. Their managers experience better retention.

In addition to the TIGERS 6 Principles, The following team building strategies can help department managers and HR advance their hiring strategies to reduce turnover and increase productivity.

Target the right applicants.

Predictive analytic models are proving to be valuable tools for finding top talent. When employers hire from the top 20 percent of the most-talented candidates, they typically experience boosts in sales, productivity and profitability, as well as decreases in turnover and unscheduled absences. But when leaders focus solely on the big data and forget to invest in recruiting strategies, they fail to attract the top talent they need for the job. The candidate pool is the most important factor for hiring top talent, as you need the top talent to apply for your posted job in the first place. Use the big data as a recruitment tool, as well as a hiring tool, to find the best candidates for the position. This means tracking the characteristics of past applicants, as well as identifying the desired characteristics of new hires to entice the right people to apply.

Look to the top.

While it’s important to hire top talent from all levels, hiring top leaders and managers should be ranked as one of the most important facets of hiring decisions. Top performing leaders are able to transform low-functioning teams into high-performing and successful ones. But hiring these leaders may prove to be a problem.  Leaders who manage other managers are less likely to leave their current companies, according to the research from Gallup. Only 34 percent of leaders report that they are actively seeking other opportunities outside of their organizations, which greatly limits the applicant pool, making it difficult for companies to attract these leaders. Leaders and organizations then need to be thoughtful in how they attract these individuals and offer the qualities that top leaders are looking for, such as the opportunity to use their strengths, a strong brand and autonomy.

Clearly define the position and ask the right questions.

To receive a strong applicant pool, HR needs to clearly understand and define what they are looking for in the position. Leaders can utilize job descriptions to generally describe the position and duties, but they also need to express the job expectations to detail the important elements of the position, such as deadlines, time frames, proven coaching skills, communication abilities, expected clients or target audience, among others. After receiving a strong applicant pool, leaders should then ask the right questions during the interview process. Instead of asking hypothetical or vague questions, ask very specific and focused questions that require the candidate to draw from their past experiences. This will provide a better picture of the candidate’s background, experience and abilities.

Create employee advocacy programs.

Rather than only looking to outside candidates, leaders should spend some of their time and resources on employee advocacy programs to improve internal hiring and career advancement. Many times, leaders do not have a clear understanding of the talent they currently have available, which leads to wasted talent. Leaders need to perform assessments of their current employees to identify how talent is currently in use, as well as areas that could be improved. By doing so, leaders can reallocate their talent, retrain lower performers and identify individuals who are capable and worthy of promotions. This process requires leaders to trust their team members, as well as to promote collaboration, accountability and engagement. Leaders who struggle in these areas may want to utilize the TIGERS leadership  self-study program to improve their skills.

Consider utilizing “blind hiring.”

Blind hiring can mean different things for different organizations, but it typically involves the hiring decision to be made based on a skills assessment or writing test rather than the traditional process of a resume and interview. Blind hiring can be valuable because it can reduce bias and improve cultural diversity in the workplace, but it may not work for every position within the organization. For example, blind hiring works great in the tech industry for positions like coders, whose skill sets can easily be assessed through a coding test. Blind hiring for leaders may prove to be more difficult, however, as many essential leadership skills may be difficult to track through a test. Consider the pros and cons of blind hiring to determine if it is a valuable hiring tactic for your organization.

The hiring process is such an important element for your organization because it determines the type of employees who are drawn to your organization, as well as productivity, profitability and turnover, among other important elements. To improve your hiring strategy with team building strategies, consider your strategy to target the right candidates, looking to the top, defining the position, asking the right questions, creating employee advocacy programs and using blind hiring strategies to improve your hiring process.

You might also find these other  articles helpful:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

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

TIGERS Success Series is a Bend, Oregon Consultancy offering a comprehensive work culture and change management system for internal and external consultants that builds positive workforce behaviors resonating with trust, interdependence, genuineness, empathy, risk and success in the workplace.  People 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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Improve Happiness to Improve Engagement In Government Agencies https://corevalues.com/employee-engagement/improve-happiness-to-improve-engagement-in-government-agencies/ https://corevalues.com/employee-engagement/improve-happiness-to-improve-engagement-in-government-agencies/#respond Thu, 29 Sep 2016 11:26:43 +0000 http://corevalues.com/?p=8053 rp_dreamstime_4180734-200x300.jpgEmployee engagement is important for U.S. government agency performance.  According to new research, engagement appears even more important for local and state government as disengaged employees reportedly cost the U.S. up to $100 billion annually. According to Gallup’s research findings reported in the article, Unhappy State, Local Government Workers Cost U.S. Billions, 71 percent of state and local government workers are disengaged. With these workers contributing 11 percent to the U.S. GDP, that’s a major loss to the U.S. economy and to the efficiency of your tax dollars.  It appears that improving happiness to increase engagement is an important initiative, when leaders have access to well-vetted resources that pin point core behavior that is strangling government work group productivity and happiness.

Although engagement levels vary by state, some leaders are excelling. For example, in some pockets in Mississippi, engaged employees outnumber disengaged employees by almost 3-to-1. Other states don’t fare as well with their workforce comprised by one disengaged employee for every engaged employee. If your response is “So what?”, do think again.  Disengaged employees will eventually pull down the performance of engaged employees so this is a cancerous team issue worth curing. More and more evidence points to the fact that when you improve happiness in an agency, you also increase engagement when both the work environment and good leadership skills are addressed.

How to avoid trying to hit the engagement target blindfolded

At TIGERS Success Series, our vetting process included independent evaluation by both business and government agencies. We learned that engagement is an obscure target. True engagement is a byproduct of an employee’s intrinsic motivation that becomes frustrated by leadership and work environment problems. We also learned that when the work environment resonates with behaviors that support trust, interdependence, genuineness, empathy, risk resolution and success in the workplace, employees are happier, which leads to improved engagement and productivity. When the work environment is measurably missing one of these six principles, there are predictable outcomes – like disengagement.  So instead of trying to hit a target blindfolded, the number one thing you can do to assess why disengagement is an issue in your work group or agency is to measure the quality of these six principles in your workforce behavior.  If trust is low, for example, there are steps you can take and training to deploy that measurably improves the work culture in ways where it is easy to identify your return on investment (ROI).

With the staggering dollar amount that disengaged public workers cost the U.S. economy, it’s imperative that national, state and local government Directors build their leadership skills and implement team building practices that improve employee happiness and engagement.  In addition to vetted diagnostic, there are four additional ways to favorably impact engagement.

4 practices to recover employee happiness and engagement

Explain their role.

Many employees become disengaged with their work when they don’t feel that their work is valued, appreciated or essential. In reality, every employee’s role is (or should be) essential for the agency’s success, or those positions wouldn’t exist. In a financially balanced and efficient workplace, every role serves an important purpose and is directly tied to budget line items.

To improve engagement levels, leaders must explain why the employee’s role matters when they bring new employees on board.  Then excellent performance must be recognized. Once an employee has a clear understanding of how their performance matters to the agency, it is possible to feel more connected to their work,  which improves engagement when trust, interdependence, genuineness, empathy, risk and success  are readily experienced and seen in agency behavior.

Create an inviting workplace.

One area of influence that agency leaders have because of their leadership position is the work environment they build. An inviting work environment plays a substantial role in the happiness of employees. As a Director, it’s your job to cultivate a trustworthy, cooperative, genuine, empathetic, risk resolving and successful work environment. When employees feel welcomed and at ease at work, they measurably perform better, improve productivity and increase their own job satisfaction. Employee behavior norms  building activities, give employees the opportunity to build better co-worker relationships, focus on behaviors that measurably improve happier work interactions and support improved communication and cooperation. When employees experience improved  connections and relationships with one another, work efforts and roles become more positive.  The behavior of toxic employees also becomes more noticeable as they continue to stir the disengagement pot and violate the group norms of behavior that employees have identified.  The bottom line is that toxic employees wreak havoc on a workplace and likely need to be removed if coaching does not change their behaviors.

Create a culture of recognition and gratitude.

People who are recognized for the work they do and who possess attitudes of gratitude and appreciation are happier and more satisfied in the workplace and with their life. While it’s great to have goals and strive for more, delaying recognition antagonizes engagement and success.

Success is much more than achieving goals. It also comes with a felt sense of personal satisfaction that fades over time when left unrecognized. To promote happiness in your workplace, celebrate success and recognize people privately for exceptional achievements. Then recognize the department as a whole for the cooperation employees contributed to satisfy goals that met or exceeded expectations and deadlines.

Let go of perfection.

Achieving perfection is not possible, and the sooner agency leaders realize this, the happier everyone will be.  Expecting perfection leads to micro management, which has a direct correlation to disengagement.  As a leader, it’s important to have standards and to encourage your employees to meet or exceed those standards.  Expect excellence, not perfection and use mistakes as learning opportunities to build greater success one step at a time.

The bottom line is that disengaged employees cost the U.S. economy billions annually. Seventy-one percent of state and local government employees are currently disengaged, which can cost up to $100 billion annually in lost productivity.  With vetted workforce behavior assessment and subsequent strategic team behavior norm identification activities, engagement can be measurably improved.  You will immediately notice how easy it is to identify behavior norms by how employees treat one another and their service constituents.  Some additional practices include: explaining each employee’s role on an individual basis so they understand how their role makes a difference; creating an inviting workplace that welcomes and values all of its employees; creating a culture of recognition and gratitude where leaders and employees recognize the great things they’ve achieved; and letting go of the idea of perfection and replacing it with the expectation of excellence.

Here are some additional resources to broaden this conversation:

rp_bullseye-300x269.gifAbout TIGERS Success Series

TIGERS Success Series is a Bend, Oregon Leadership and Team Improvement Consultant that helps committed leaders build more cooperation among employees and collaboration between departments for improved growth and revenue.

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

 

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Team Building And Hiring Strategies To Attract And Retain Talent https://corevalues.com/employee-engagement/team-building-and-hiring-strategies-to-attract-and-retain-talent/ https://corevalues.com/employee-engagement/team-building-and-hiring-strategies-to-attract-and-retain-talent/#respond Thu, 22 Sep 2016 13:19:08 +0000 http://corevalues.com/?p=8028 rp_businessman-draws-success_GJ77jtrd-1024x867.jpgI was speaking at a SHRM gathering a few months ago and a Human Resource Manager from a call service company shared that retaining talented people was a problem in his company. In spite of the training given to new hires, it was rare for a new employee to stay with the company over two years. Then as fortune would have it, I met an employee from that same company at another gathering and asked if she liked working for the company. She said it paid the bills but was being pressured to take only six weeks of maternity leave rather than the State and Federal guaranteed leave. Then she asked a rhetorical question. “I wonder if my manager knows what the law is?” She had been with the company for almost two years and was already planning her exit strategy to work for one of the company’s clients after the baby was born and from her home. Perhaps team building and hiring strategies to attract and retain employees with a heart for customer service is problematic for this company. Perhaps turnover is high.

How to look past the resume to the person

The hiring process can seem daunting, especially if you’ve had bad luck with candidates in the past. The main thing to keep in mind when searching for candidates is that in the end, you are hiring people with past experience. Some of this experience has not been good. Candidates also have personal lives with different morals and values. So your company’s culture, values and mission play a key role in your decision hiring process. It is important for your revenue and your new hires productivity to fit in with your company’s standards and values, as well as compliment your existing employees. So as a hiring manager, it is important to have team building and hiring strategies in place to ensure a consistent and effective hiring process that brings in qualified candidates. Then it is up to your managers to make sure they are trained, treated fairly and rewarded in ways that are consistent with their performance.   .

The following proven team building and hiring strategies help leaders and hiring managers to attract and keep top talent in their organizations.

Hire the person, not the resume.

The resume is an important hiring tool. It is the first look employers have into the person. But the resume can only tell part of the story. Learning more about who the person is and what he or she values is equally important. Skills can be taught and tested, and experience comes with the job. Therefore, hiring managers should look past this initial screening criteria and focus more on who the person innately is. A person’s character is an important indicator of their potential success as a candidate and how they will fit into the company’s culture. Learn what a candidate needs to feel successful.  Learn if feedback and coaching supports their feeling of success.  Learn if they find personal satisfaction when they support the success of those around. Learn if they find personal value in cooperating rather than competing with co-workers. Instead of only focusing on skills and experience, interview candidates to get a feel for who they are as a person and how they will fit into your organization. This will help you retain candidates for the long term.

Create a balanced team.

Everyone has their own set of strengths and weaknesses. When you’re building your team, it’s important to hire different types of people whose skills overlap and compliment one another.  Personality and communication-style surveys vary somewhat in helping you identify strengths and weaknesses.  Typically, there are five different core types of personalities according to one well known survey. The five types are direction, beauty, innovation, entertainment and efficiency, and an ideal team would consist of all five types of personalities. If your team is heavily composed of the efficiency type, your designs will be clear, but they may be lacking some key characteristics that can take it from forgettable to memorable. And if your team is too heavily biased on innovation, your team may be so focused on creating a lucrative new design that they miss deadlines. So as a hiring manager, focus on hiring someone in each category to get the most out of your team and then take the time to explore the differences with your team so the interdependence you create is based on appreciating the strengths everyone brings to the table. Then base your coaching on how to transform weaknesses into strengths.

Give your employees purpose.

Once you’ve hired the very best employees, how do you keep them satisfied with your organization and excited to stay? Leaders lose employees when they mishandle their training and development, fail to instill purpose and communicate in ways that violate employment laws and fair practices. The failure to give employees a sense of purpose in their work often results in higher absenteeism because there is no reason other than a paycheck to stick around. When purpose is in place, employees feel proud about their work and the company goals they are contributing to.  They also do not want to let their co-workers down. In some companies, however, employers focus on quantity rather than quality, which means that the end result falls short of purpose leaving the employee with a lack luster result. When applied to customer service employees, that “neh” feeling drives future commitment, engagement and retention. Once this happens, it’s only a matter of time before your top employees start to look elsewhere for better employment opportunities that equate to improved feelings of personal satisfaction.

Develop meaningful relationships.

Most of the time, employees remain loyal to their managers and co-workers and not necessarily to their organization as a whole. So leaders have the important task of building trust and meaningful relationships among their team.  The best place to start is by developing meaningful relationships through effective communication. As a leader, take the time to get to know your employees on a personal level, be thoughtful of their struggles and feelings and treat all of your employees fairly. All of these strategies promote a trusting relationship between leaders and their employees, which is essential because organizations cannot succeed without trust, interdependence, genuineness, empathy, risk and success.

The hiring process must keep pace with changing times as each new generation of candidates enters the workforce. With each generation, new team building and hiring strategies are required. But one effective way that leaders can build better teams is by focusing on the person, and not just the resume. Ways that leaders can attract and keep top talent include assessing a candidate’s character during the interview, creating a balanced team composed of different personality types; giving your employees a sense of purpose with their work; and developing meaningful relationships within the team and with your team members to keep them satisfied with their leaders, co-workers and your organization.

How to improve team trust after people are disappointed

Copyright TIGERS Success Series, Inc. by Dianne Crampton

Tigers_300dpi_LogoAbout TIGERS Success Series, Inc.

TIGERS® Success Series is a Bend, Oregon Leadership and Team Improvement Consultant that helps committed leaders build more cooperation among employees and collaboration between departments for improved growth, revenue, purpose and impact.

We do this by deploying the TIGERS team process that improves workforce behaviors that are anchored by trust, interdependence, genuineness, empathy, risk resolution and success. Providing diagnostics and customized team interventions including the Melting Your Stress within 30 Days program, you can improve both work culture and transform your adequate teams and employees into exceptional ones.

We also license and train HRD Executives, Project Managers, Managers, Trainers and Team Consultants in the use of our award winning resources including the Melting Your Stress within 30 Days program.  For more information, call 1+ 541-385-7465.

 

 

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