Engage Your Team with Productive Meetings

To enhance and encourage a culture of engagement, try implementing the following 5 tips at your next meeting:

  1. If you are the team’s formal leader and facilitating the meeting, stop! Changing the facilitator role from the team leader to another team member can create a different dynamic for team effectiveness and participation without limiting the role and authority a leader has to drive business results and engagement. 
  2. Rotate and distribute other meeting roles to encourage more participation and engagement in the meeting process by all meeting participants.
  3. Require preparation for the meeting to include pre-written or typed speaking points and adherence to utilizing pre-read material when necessary for timely discussion.
  4. Establish the expectation that meeting participants will speak for themselves to include status of actions, performance against metrics, etc.
  5. Be mindful of and work to overcome tacit group dynamics imbedded in the work climate, such as employee longevity, titles, physical choice of meeting seats, etc. which may impact participation/engagement in a meeting setting.

For more information on how to improve employee engagement and make your meetings more productive, visit our Meeting Misery page.

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Engage Your Team!

Shift from a Leader Driven Meeting to a Team Driven Meeting

To enhance and encourage a culture of engagement, shift from a leader driven meeting to a team driven meeting by implementing the following tips:

  • If you are the team’s formal leader and facilitating the meeting, stop! Changing the facilitator role from the team leader to another team member can create a different dynamic for team effectiveness and participation without limiting the role and authority a leader has to drive business results and engagement. 
  • Rotate and distribute other meeting roles to encourage more participation and engagement in the meeting process by all meeting participants.
  • Require preparation for the meeting to include pre-written or typed speaking points and adherence to utilizing pre-read material when necessary for timely discussion.
  • Establish the expectation that meeting participants will speak for themselves to include status of actions, performance against metrics, etc.
  • Be mindful of and work to overcome tacit group dynamics imbedded in the work climate, such as employee longevity, titles, physical choice of meeting seats, etc. which may impact participation/engagement in a meeting setting.

For more tips on effective meetings visit our Meeting Misery: Meeting Makeover Edition

 

3 Tips to Transform the Culture of Your Workplace

 

3 Tips to Transform the Culture of Your Workplace

Inconsistent leadership practices within an organization can be one of the worst morale busters for your workforce.   Striving for consistency in your leadership practices can have a transformational effect on your workplace culture.

  1. Make Your Best Practices Accessible – The first step is to document your best practices. Spend some time at your regular management team meeting reviewing key policies with everyone on your team and ask for a commitment to upholding the policies in a fair and consistent manner.
  2. Let Go of Past Habits – Everyone needs take ownership of how things were handled (or not) in the past. There need to be clear communication about how things will be handled from now on.  Let your workforce know why the change is important.
  3. Strengthen Your Management Team – Team members will be more willing to support each other in making good decisions when they are confident that they are all being held accountable to the same standards and that they are all working from the same set of operating procedures.

Contact us here for more information on how you can improve your culture. 

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5 Tips to Engage Your Employees

 

5 Tips to Engage Your Employees

“If you are only doing what you are getting paid for, and doing it no better than the average employee, then your pay is most likely right where it should be.”  Bo Bennett

To engage employees means to have them recognize that they benefit from the success of the organization. Once they consider themselves partners in the organization, they will become better employees.  

 

  1. Communicate Expectations Clearly and Consistently – Let employees know the vision of the organization, as well as your goals and expectation.
  2. Listen to the Needs of Employees – Act upon employee concern whenever possible. If you cannot, then let the employee know why.  This demonstrates that you take the employee’s concern seriously even if you cannot implement a policy to address the concern.
  3. Give Feedback on a Regular Basis – This is an opportunity to update your employees of their performance; but in order to motivate, offer more positives than negatives.
  4. Maintain Positive Employee Relationships – Employees work harder for their superiors when they have a good rapport with them.
  5. Invest in Employees – Whether you provide them with the latest technology to make their work easier or provide them with training opportunities to build upon their skills, demonstrate your dedication to them.

 

Engaged employees care about the future of the organization and are willing to invest their discretionary effort into the success of the organization.  

Contact us here for more information on how you can improve your employee engagement. 

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Business Bootcamp Webinar: How Successful Organizations are Increasing Engagement, Execution, and Earnings

Participate in a leadership forum to learn how to drive employee engagement, redefine organizational accountability, and deliver bottom-line business results.

Without non-negotiable systems, organizational leaders will never be able to truly “Transform the Business.” The ability to collectively harmonize often disparate functions and colleagues into a cohesive team tasked with driving and sustaining clarity of communication, connectivity and ownership of the metrics, and consistency of the daily rhythm of execution is no longer optional. This session will challenge attendees to examine their current operating system and team functionality, while providing proven and practical solutions for improvement:

  •     ALIGN your organization with shared direction, engagement, and commitment
  •     IDENTIFY practical and effective methods to connect a multigenerational and multicultural workforce
  •     USE the right metrics and GET RID of the wrong ones
  •     SPEND less time in meetings and more time running the business
  •     LEARN proven accountability strategies and how to make them effective and sustainable

Contact us here to join the webinar!

Getting to Know Generation Z: On Camera Presence

Getting to Know Generation Z [Series]

Part 6: On Camera Presence

Having been photographed and recorded all their lives, Generation Z is no stranger to the power that one’s personal presence can have on influencing others.  From the time members of this generation were born, their parents were posting photographs and videos of them on-line and sharing their every move with others.  Recording and playing back these interactions has only served to enhance their on-camera presence and speaking skills as this generation, more than any other has lived under the scrutiny of a camera and in the world of “likes”.  This generation has also tried to redefine social media into a more personal medium with their use of Snapchat and Instagram over Facebook.   Generation Z knows how to look into the camera and make the audience feel as if they are speaking just to them, a skill that many of us are just learning that Generation Z has been practicing all their life.  As they enter into the workforce, they will be the first to volunteer to make an informational video or communicate via a video message to the workforce.  Capitalize on this natural tendency early on and help them refine their skills and develop them even more. 

How comfortable are you with using video to convey a message to others?

For more content like this, keep up with us on LinkedIn

Click Here for Part 5

What Top Business Books on Organizational Transformation Aren't Telling You

 Why Your Business Books Are Failing You

We tend to over-complicate things in business, and when it comes to defining what successful business transformation looks like, we reallyreally, over-complicate it. Much of what constitutes organizational success comes down to common sense, but unfortunately, it’s not always common practice.

All the books will tell you a long-winded version of the same message: discover the keys, take the right steps, figure out the dysfunctions, embrace the challenge, ascend the levels, look within organization, look outside organization, develop the right habits, know the rules, break the rules.

Transformation shouldn’t be that complicated. If you’re looking for sustainable business success, it can be as simple as focusing on these 3 key things:

Measure, Act, Communicate:

  1. Getting the Right Metrics at the Right Levels

    • Too often we have metrics that people can’t control at their level. To make metrics meaningful the owners must be able to directly impact metric performance. Successful organizations break strategic metrics into key tactical components at each level and department of the organization. 
  2. Holding People Accountable for Metric Performance

    • Once appropriate metrics are defined and owners can impact and control them then they set up a non-negotiable accountability system. This system should be able to handle short-term – today’s work today – actions and more long term strategic actions that focus on recurring problem resolution. Accountability systems are a key part of standard work but one that many organizations struggle with.
  3. Structured and Business Focused Communication

    • Eliminate non-value meetings and focus on those meetings that drive the 2 components above and tie the entire system together. Every meeting should be metric and action focused with a standard format across the entire organization. 

The keys to a successful transformation are that simple. The next step is deploying them.

Want to learn more about total organizational transformation? Put down your book! If you want to tour a facility to see what the execution of these strategies looks like, and visualize what you can achieve in less than a year:

Click for DEPLOYMENT CASE STUDY

Make your program succeed with proven strategies to generate momentum and sustain long term change

Here's Why 70% of Business Transformations Fail

Here’s Why 70% of Business Transformations Fail

Transformation shouldn’t be that complicated. Like Blocking and Tackling in football the key is the basics, If you’re looking for sustainable business success, it can be as simple as focusing on these 3 key things:

Measure, Act, Communicate:

  1. Getting the Right Metrics at the Right Levels

    • Too often we have metrics that people can’t control at their level. To make metrics meaningful the owners must be able to directly impact metric performance. Successful organizations break strategic metrics into key tactical components at each level and department of the organization. 
  2. Holding People Accountable for Metric Performance

    • Once appropriate metrics are defined and owners can impact and control them then they set up a non-negotiable accountability system. This system should be able to handle short-term – today’s work today – actions and more long term strategic actions that focus on recurring problem resolution. Accountability systems are a key part of standard work but one that many organizations struggle with.
  3. Structured and Business Focused Communication

    • Eliminate non-value meetings and focus on those meetings that drive the 2 components above and tie the entire system together. Every meeting should be metric and action focused with a standard format across the entire organization. 

The keys to a successful transformation are that simple. The next step is deploying them.

If you want to tour a facility to see what the execution of these strategies looks like and visualize what you can achieve in less than a year, complete this form for upcoming opportunities

Make your program succeed with proven strategies to generate momentum and sustain long term change

6 Benefits of Benchmarking

The Benefits of Benchmarking

Benchmarking is a common practice and sensible exercise to establish baselines, define best practices, identify improvement opportunities and create a competitive environment within the organization. Integrating benchmarking into your organization will result in valuable data that encourages discussion and sparks new ideas and practices. At its best, it can be used as a tool to help companies evaluate and prioritize improvement opportunities. 

Join us for our next Benchmarking Tour and Executive Leadership Workshop at Rockline Industries this September 14-15, 2021. For more details visit our page here. You’ll learn specific strategies to improve accountability, engagement, communication and business focus and then see it in action at a world-class facility. Don’t miss this opportunity! 

Benchmarking can allow you to:

  1. Gain an independent perspective about how well you perform compared to other companies
  2. Drill down into performance gaps to identify areas for improvement
  3. Develop a standardized set of processes and metrics
  4. Enable a mindset and culture of continuous improvement
  5. Set performance expectations
  6. Monitor company performance and manage change

Sound complex? It doesn’t have to be.

Please complete the form to receive more information.

 

17 of the Biggest Differences Between Managers and Leaders

17 of the Biggest Differences Between Managers and Leaders 

The words “leader” and “manager” are often used interchangeably, but they mean two completely different things. 

For instance, a manager tells their employees what to do, while a leader encourages them. A manager accepts the status quo, while a leader challenges it. 

Resourceful Manager, a website that offers information, training, and tools to supervisors trying to solve management and business problems, put together the following infographic that outlines 17 of the biggest differences between managers and leaders:

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