Have you ever thought about trying something new that you didn't know if you could do. The range of thoughts from fear, excitement, a challenge, all come to the surface. But it is these lessons that make you a stronger person and a better leader. What happens to the leaders at work that never try? They stick to the status quo in light of rocking the boat. But what does an enthusiastic employee think when their boss doesn't want to try something new? When they implore their boss to try new things, ideas that are pretty much guaranteed to work, but their requests get no traction. The employee begins to wonder. Is the boss lazy or just afraid of what might happen if it doesn't work. Does this sound familiar? There is power in the word YES. When the boss says YES, new doors open. Not only are employees encouraged to try new things, but the organization begins to have life. Think of the new ideas that can spur from a simple thought or change. Employees want to feel appreciated and know that they are making a difference. When leaders go outside their comfort zone, employees are excited and engaged. Remember, that doing the same old things, although easy, become boring. When bordom creeps in, leaders and employess no longer feel engaged and productivity stands still. Say YES and watch new possibilities arise. Ask for HELP. When leaders realize that they don't have all the answers, a sense of reality comes to life. There is no one, that knows everything. That asking for help is not a sign of weakness but the start to learning and growing. A true leader is humble and is OK with Asking for help. With humility, one realizes that they don't have all the answers. A leader surrounds oneself with others that can provide valuable insight and input. A leader stands amongst his troops not above his troops. He asks for help as he knows, that it is in WE that great things come to life. Get PERSONAL. A leader that gets personal and is relateable connects with his employees. He knows his employees, their families and their values. Getting personal brings you to a level in which you can relate. When a leader gets personal with his employees, he is able to break down barriers. Laughter and other emotions can occur, when employess are connected. Research has shown that when employees can relate to their bosses, they are more loyal and motivated to work. Understanding the values of your employees is key. Employees are motivaed by different things, some by money, others time. Get to know your employees and what matters to them personally. The positive qualities of "Asking for Help", "Getting Personal" and "Saying Yes", make an environment that is safe and productive. When employess feel safe, valued and are connected; they are energized, creative and perform at a higher level. As a result, both leaders and employees feel proud of what they are doing and enjoy their work. Colleen Cassel is a speaker, facilitator and coach working with individuals and organizations to impact growth solutions and create culture change. She also consults for The Potential Project, the global leader in Mindful training to improve performance, productivity, focus and creativity. Contact Colleen atcolleencassel@gmail.com for further information on how she can help you and your organization transform for success.
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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. What are the elements that matter most when creating an organization that works together as a team? As you know, there are many elements to building a great team. But one that stands out and is often forgotten in the workplace is gratitude. When management is grateful for the work their employees are doing, the employee recognizes the acknowledgment and a positive impact is made. When you truly understand the importance that gratitude plays in the workplace, your team and all levels of the organization work with passion and improved performance. Showing gratitude is about showing appreciation to someone for a job that they have done. It is honoring the individual for putting the time and effort into the task at hand. Ask yourself, how often do you hear the word, "thank you" in the workplace? Does your management express it freely? Research has shown that when you express gratitude people listen and pay attention. The missing link in many organizations today is engagement. Only 30% of the US workforce is engaged, 70% disengaged. Employees don't feel that there voice is heard and that they are valued for the work they do. Studies have shown the numerous benefits of showing gratitude. From social, psychological and physical benefits. It can improve and strengthen relationships, which is key in the workplace. When gratitude is present, low levels of resentment and envy exist. Consider how productive a team could be when envy and resentment are void from the work environment. The employees self worth increases as they recognize the value they bring to others. The John Templeton Foundation showed that many Americans find work to be the last place where they either give or receive thanks. There is often the feeling that you don't need to be thankful to people at work. But it has been proven that gratitude at work, improves productivity and happiness at work. Employees feel valued and bosses are perceived as more successful. When someone feels unappreciated for the job they are doing, the chances are greater that they will do the bare minimum. Just enough to keep their job than someone who feels appreciated. The greatest thing about gratitude is that the benefits can be enormous, while the cost is minimal. It takes little time and effort to let someone know that they are appreciated. In fact, we all know how to do it, we just need to remember to do it. Like most culture change within organizations, gratitude needs to start at the top. Lack of appreciation from above will show up at all levels within the organization. Try it! It is simple enough to do and only requires you to remember to say Thank You! What does it take to be happy and also succeed at work? I often credit my Mother because she taught me lessons that are so basic and can be applied to work. But they can so easily be forgotten. Work is very much like life but in a different environment. Yes, there are politics and it is not always easy. Plus the people you work with are not always like your Mother. But, if you realize that you are dealing with people, and when you treat others like you want to be treated, most respond the same way back. Sometimes, it takes a little while, but they eventually come around. The lessons are easy. You just need to remember and apply what you learned from your Mother to those you work with. Think back when you were a child. Maybe you were five, six, or seven years old. What did your Mother teach you? Below are a few simple reminders. It is funny how very basic they are. But when you are at work, take a moment, be present, and think about what your Mom would say and those valuable lessons start to come back. 1. Listening is key. When you stop talking and just listen to what the other person is saying, you learn so much. Go back to when your Mom was talking to you. She asked you to stop talking and you listened to what she had to say. She taught you to not interrupt and in return you learned so much. Similarly in business, the key is to listen. It is a trait many sales people live by. They ask a question, stop talking, and listen to the client. The first to talk is the one that loses. Try it. You will be surprised by how much you can learn by just listening to your client or co-worker. 2. Trust. When you build trust in your team and others at work, magic happens. Remember your teachers in grade school? You were encouraged to raise your hand and you did it proudly, “oh pick me.” Whether it was right or wrong, everyone got a turn to show what they knew. Trust is built by sharing information and allowing others to fail. When someone feels they can answer a question or give input without being judged, trust is built. From trust, creativity and an organization or team that collaborates occurs. 3. Be friendly and likeable. Don’t be afraid to smile and show that you are having fun. Remember when you started making friends in grade school? It was the kids that were fun and friendly that you wanted to be friends with. Or the little girl or boy at the bus stop that smiled and said hello to you. The same theory applies at work. When you are enthusiastic, positive, and friendly your sense of being comes across and others want to follow you. They want you in meetings and to be a mentor. You become a role model. 4. Communication is a determining factor for success, whether you are in a team or in a one-on-one situation. Do you remember your Mom saying speak up? Let people hear your voice. By communicating, people learn from you. When you are in a meeting, add input and meaning to the conversation, don’t just sit quietly. Make it a point to introduce yourself and say hello to others in the office each morning. Don’t be intimidated by those more senior than you. Show management who you are and the value you bring. You will start to become noticed. 5. Always say thank you. Gratitude goes a long way. Your Mother taught you the basics. Always be polite, say please and thank you. When you appreciate and thank others for their work, confidence is built and collaboration and trust ensues. Gratitude builds a positive and can-do atmosphere. With gratitude you align with what is happening and how it should unfold. Things begin to work for you. Have you forgotten the basics in how to act at work? Think back to what you learned as a child. Many of those same lessons still apply. Try it and let me know if things change based on the simple lessons you learned from Mom. Summer has set in and although we really don’t feel like working, most of us still have to. So how do we manage to be productive and efficient in the summer months when we would prefer to be at the beach? According to research from Captivate, during the summer months productivity decreases by 20% and workers are 45% more distracted. Knowing that, you need to plan ways to engage your employees for greater productivity. Be Creative Let’s face it we have all been there. Give your staff a break! Think creatively about how you can motivate your employees. Research has shown that when management empathizes with how their employees are feeling, employees are happier and more productive. Trust your Employees Know that they will get the job done even when the atmosphere is a bit more relaxed. According to a Harvard Business study, workplaces that provide positive environments that foster interpersonal trust, create the most committed and productive employees. Your most productive employees are the result of a combination of trust and support. Be Flexible with time and days worked. Allow employees to leave work early or come in later. If it is not possible to institute a company-wide policy, give your managers the freedom to offer it at their discretion. Fun Atmosphere Take your team to lunch, bring in breakfast, have an afternoon party. Creating a fun atmosphere at work, according to research increases creativity, productivity and motivation. The summer months are a perfect time to test out new programs. Prioritize Big Projects Research has shown that during the beginning of the week, workers are more productive. Plan for larger projects to be due earlier in the week. If you offer summer Friday’s, employees will then have the time and leeway to work on projects that they typically can't fit in. Workshops Offer new and interesting workshops for your employees. Ask your employees what topics would interest them. Perhaps it is workshop on a new exercise program, healthy eating, work-life balance or an introduction to mindfulness. Team Meetings Use the summer months to shake up the meetings. Do things differently. Ask for feedback and communicate openly. What is working, not working and suggestions that they may have. Have the team meetings in a location outside of the office. Maybe at someone’s beach house or over lunch at a restaurant. Summer is the time when most people try to relax, spend time vacationing and recharge their batteries. Enjoy this summer Friday! The Universal Law - like attracts like. When we take care of ourselves and not criticize our selves we bloom. Variety is what makes us special. Be kind to yourself and remember your true worth and beauty.
As published on People-Results.com on June 3, 2015 We all know that one of the essential keys to a successful organization is having great teams. But great teams don’t just happen. Great teams are created when true leaders are involved. So what are the basic elements that a leader needs to have to inspire their team to be more productive, creative and perform optimally? The building blocks of a great organization are not only based on knowledge but the ability of a leader to stop and think about the employees. Remember back to some of the best leaders that you had. What stood out? What made them different? When leaders possess these qualities, the business runs smoothly. Employees thrive and give their best. The atmosphere is one of success. Listening and Taking Steps Did you know that listening is one of the most important components to good communication? When a boss listens intently to what you are saying and actually hears you, there is a real difference. But the key is not just listening intently. A true leader takes steps and action on what was said. You know they heard you and care. Not every response is what you might want to hear but it is the little steps, such as an email or a phone call as follow up, that makes the difference. Leaders don’t provide lip service they listen and take action. Sharing Something Personal Connection is paramount whether it is in a large group or intimate setting. It is the ability to be vulnerable and show a side of you that is human. Don’t be afraid to share and connect something personal about yourself. This does not mean that you have to be an open book and share your deepest secrets but something personal. When someone realizes that you also have a life outside of work and that everything doesn’t always run smoothly, they make a connection and the relatability factor ensues. Perhaps it is a child or health issue or even a story when you had a similar experience. Opening to others builds trust. Taking a Bold Step Courage is vital for a productive work environment. Courage takes many forms not only physical but mental endurance. It is about taking a stand against an issue, a bold step that may have some push back, and the fortitude to make a decision based not only on your head but also your gut. Success is not a straight path. But it takes courage to make twist and turns along the way that allow you to grow and be respected. Decisions and Innovation Occur Positivity and fun in the workplace may seem frivolous but think back to your most productive times. Was it when you were stressed and unhappy? Or was it was when you were relaxed and enjoying yourself. Decisions come easier and innovation occurs. Studies have shown that when employees are valued, engaged and enjoy the workplace, productivity and retention increase and stress is reduced. It is not about having a party everyday but creating a culture of trust, that if your employees have fun they also have pride in their work and want to do a good job. We are all human and have stressful days. But when you take the time to stop and listen, the basics are what’s needed. - See more at: http://www.people-results.com/secrets-thriving-organizations/#sthash.QGBfTqL1.dpuf As Posted in SOTGC Now that we are in the second quarter of the year, how are your New Year’s Resolutions doing? Are you staying on top of them or have you put them aside and forgotten about them? We all set goals and try our hardest to stick to them. But that is not always the easiest thing to do. Perhaps it is a new job, starting a business, or even something as simple as completing a project that has been hanging over your head. You are excited about what a new change will do for you but you are just having trouble starting. Your motivation feels like it has been put on hold. You need that little push but how do you get it? It is easy to lose your motivation and you are not alone. Many people experience that same feeling, especially when you have a lot going on and it is a project that takes more time and planning than you are used to. DON’T GIVE UP! The goal you have in mind is worth it. Follow these simple steps to reclaim your mojo and get back to setting and achieving your goals.
You want to be Successful? Are you ready to add the following list or some of the things into your schedule? Have you wondered what successful people do each day? What is their daily routine? Besides having a unique company idea and being driven, most successful people follow a routine and stick with it.
TWEET THIS
TWEET THIS Communication and leadership go hand in hand. You can’t be a great leader without having good communication skills. Communication is the thread that connects ideas and leads to creativity. From the initial conversation to how it is communicated is what can spark and mold a new idea. So how do you become a better communicator? We all learned how to communicate when we were young but somewhere along the way, we forgot the basics. Just remember these 5 simple steps and your communication skills will improve. Authentic: Good communication starts with authenticity. Become engaged and personable. Build a relationship with the person you are speaking with and always be truthful. Remember Mark Twain’s quote, “If you tell the truth you don’t have to remember anything”. Empathy: Don’t forget you are talking to a person and you were once in their shoes. Deliver your message with care and empathy. Even bad news. When there is a sense that you care, people respect you. Harper Lee says it best, “You never really understand a person until you consider things from his point of view... Until you climb inside of his skin and walk around in it.” Be fully present: Probably one of the most important things, is to listen intently. Become totally present in the conversation and concentrate on what is being said. By letting the other person fully finish, without interrupting, you are able to listen more carefully. Listening with intent will give you a better sense for what is truly being communicated and will help you to respond. "When people talk, listen completely. Most people never listen."~ Ernest Hemmingway Be clear and specific: Get to the point. It is important that what you deliver is clear and concise. In today’s busy time, you need to be able to cut to the chase and deliver a message that is direct and not confusing. Often, when we deliver bad news, we beat around the bush. People respect honest and direct conversation, even in tough times. "Communication leads to community, that is, to understanding, intimacy and mutual valuing." ~ Rollo May Ask empowering questions: After listening ask an empowering question. Empowering questions can lead to new ideas. They are the questions that allow the other person to think and not just answer with one word. Use “what”, “how” and “why” and you will be surprised with the response. As Bill Gates stated, “As we look ahead into the next century, leaders will be those who empower others”. According to Decker Communications some of the best communicators of today’s times include Robin Williams for his “in the moment and inspiring way”, Jimmy Fallon for his “authenticity and conversational manner and Adam Silver of the NBA for his keen sense of listening.
I suppose you have you heard that money is not always the driver in someone’s productivity but the environment in which you work that makes the difference? Why is that? Research continues to show that when employees feel appreciated, they have trust in the leader and there is a team approach, production increases and people simply work smarter.
So what does a Company need to do to create an environment in which people thrive? In many businesses there is one leader but in an effective organization each employee is considered a leader. When an individual employee feels that they bring value and their opinion counts, their ability to perform and be more productive increases. They have skin in the game. The sense of belonging makes them feel responsible for the job they do and to do it well. One way to build leadership skills is to make it comfortable for employees to share their voice and show that their opinions count. The leader must exhibit compassion with all the employees. Studies have shown that when compassion is in the work place, the employees feel a sense of connectivity. Compassion is the ability to feel empathy and an overall friendliness towards each other. When there is genuine compassion within the organization, cooperation and loyalty increase and employees experience less stress. One way to build a compassionate organization is to take the time to get to know your employees. Understand what makes them tick and a bit about their personal lives. Being able to tie their personal life into their work life builds a connection and shows true caring on the part of the leader. The team is allowed to show failure and it is ok to not have the right answer. Giving employees a chance to explore and create requires freedom to try new things. When you are worried about not being right, you don’t allow yourself the ability to think outside the box. Being open to failure and not feeling afraid of the consequence leads to success. As Eileen Fisher advocates, it is about “not knowing” which makes it easier to learn from others. Make it a point to have an open format to freely share ideas. It is an opportunity to explore new possibilities. When you view your organization as people working together for a common goal, trust builds. Showing compassion and being able to freely express ideas whether they are good or bad does not make an organization soft but it builds a unit that believes in one another. If you would like to explore new ways to build leadership skills amongst employees and have your teams work more effectively together, contact Upstream Solutions. |
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