I had the honor to be quoted in Dailyworth. Author, Natasha Burton, tells us 7 ways to get the most from your linkedin. Continue to read a few tips below.
You’re (Not Just) Here to Make Friends
LinkedIn might not be the most exciting social network, but it’s the most important when it comes to your career. As of April 2015, the site has more than 350 million users, with 100 million based in the U.S. alone. And while you might think of LinkedIn as a tool for a job search, it can be just as effective for online networking and personal branding, whether you're looking to gain cred in your industry or are seeking new clients.
Complete Your Profile And Keep It Up to Date
"Recruiters like to see a profile that is 100 percent, if not close to 100 percent, completed," says people management expertColleen Cassel, CPC. This means filling in the summary (use the entire space to its allowable limit), title, education, jobs, awards, and recommendations. You should also have an outstanding profile picture and backdrop photo. (Selfies won't cut it.)
Rather than seeing your profile as a set-it-and-forget-it report of your career, think of it as a living, breathing document. For the complete article click here.
We know that outstanding leadership can make the difference in employee morale and productivity. But what happens when leadership imparts humor and risk into the equation? When you think of the factors that stand out in your mind and the companies and leadership that made a difference in your career, what comes up? What was the culture like? Was change uncomfortable or did management know how to navigate it?
An exceptional leader embraces change. They are comfortable with taking risks. They know that trying a new path is more about the experience and growth, than the fear of change. Nothing in life is ever a straight path. But it is the twists and turns that take us on a new road that leads to innovation. Risk and change not only involves a new project but having faith and courage in the employees, the backbone of the company. Leaders must be comfortable with going outside their comfort zone. They know the direction of the company. Now they must engage the team and trust the process as it unfolds. That letting go moves you forward.
Humor in the office is one of the most important elements. When management interjects humor in the workplace it can lighten up a tense situation. It is the connector that brings people together and one of the key components to maintaining emotional intelligence. Science has shown that mirror neurons play an important role in how we behave. They activate in us what we see in others, and our emotions are contagious. A leader that comes into the office cranky, is the emotional sender and sets the stage for the feelings of his team. Studies have shown that when an employee is getting positive feedback and it is being delivered by a person who is displaying negative emotions. The employee comes out feeling bad even though the feedback is positive. Conversely, a warm, concerning manager delivering negative feedback, the employee feels the caring emotion and feels good. Research has shown that laughter reduces the stress hormones that can block creativity and productivity. Since our mirror neurons play such a huge role in how others feel and productivity can increase, isn't that a good enough reason to add lightheartedness in the workplace?
Leaders that manage their feelings and set the stage for positivity in the office create a culture of motivated and willing employees. Our mindset affects our attitude and optimism can lead to greater outcomes. When leaders know how to regulate their emotions and build a culture of "can do” the employees look up to and respect the leader. Leaders that are positive in the office become a guide post for others to follow. We all know that the workplace is not always fun and games and frutration and stress do occur. But when we learn to manage our emotions, we are able to acknowledge the feelings and can deliberately take the appropriate response and actions, to reduce the tension and stress.
Why not make the office a place to accomplish work but in a fun, positive environment? Where laughter and change can increase creativity and productivity. Or do you take the opposite approach and risk the chance of getting stuck and creating an atmosphere of drudgery and watching the clock? Which sounds more inviting to you? Please feel free to share your comments and thank you for reading.
Colleen Cassel is a people management expert. Working with organizations and leaders to increase greater performance and overall wellbeing. She is a Senior Consultant with the Potential Project, helping to improve performance, focus and working more effectively. Connect with Colleen @colleencassel and on Upstream Solutions.
We all strive to be productive and work for a company that values its employees. And conversely, management wants their employees to perform at their highest level and believe in the organization's mission. But with much of the US workforce disengaged, what does management need to do to ensure that their employees are productive and do not leave for a better job? Fortune Magazine released its Top 100 List of Best Companies to Work For, the reviews and companies were very impressive. Wouldn't it be great if your company could qualify? Imagine the talent you would keep and attract.
Part of the evaluation process to select the top 100 is based on results from the Trust Index Employee Survey, which ask questions related to employees' attitudes about management's credibility, overall job satisfaction and camaraderie. These qualities not only speak to skills training but to the importance of mastering people development skills.
Research has shown that it not just one quality that will determine if employees are more productive but a multitude of qualities that management needs to embrace. We know that communication, trust, clarity and creativity are among the variables that builds leaders and teams. These qualities lead to better decision making, engagement, collaboration and an atmosphere of increased performance and productivity. These words are very important to an organization but how do we cultivate them within management and teams?
For one, management needs to let go and not to lead by fear or a micro-management style. Managers need to let their employees learn and grow. Provide them with a challenge and let the employees show what they are truely capable of. No one person has all the answers and you have to believe in your employees' abilities. An effective manager gets involved, teaches when questions are asked and then let's the employee do the job. When Management views input from employees, regardless of whether it is a good or bad idea, but as a learning experience, creativity happens and new ideas are generated.
This management style builds trust among the employees and management is seen as credible. They have integrity, care for their employees growth, competent in their skills and are confident in the direction and vision of the company.
Engaged and productive teams, according to research are employees that are involved, feel a part of something and understand the mission of the organization. It is not easy to be a good manager but management that makes a connection with its employees and builds rapport and trust, create loyal employees who enjoy working for the organization.
Building camaraderie among managers and staff is created when management is flexible and openly communicates. Even in times of confrontation, they know how to address problems quickly and head on. This is not to say you have to be everyone's friend but the ability to relate to people at all levels while also being respected for your knowledge builds teams that work together.
Another important element is job satisfaction, and includes the ability to stay focused on the task at hand. Having clear goals that will lead the organization forward. Not being pulled in multiple directions but being able to finish a project with little hassel and unnecessary delay. When employees can focus with clear objectives, the job is completed in a quicker and efficient manner. Creating a more positive and enjoyable work experience for both the employee and management.
In today's times, it is clearer than ever, that training all employees in people development skills is paramount for organizations to compete and retain top talent. Thank you for reading and please leave a comment.
Colleen Cassel, consults with business leaders, organizations and partners with The Potential Project. The global leader in organizational excellence and leadershp training programs based on mindfulness. Enhancing performance, focus, productivity and creativity.