Tag: Success

How Great Leaders Empower Employees

by Bright Osadiaye, posted in BriSights, Leadership, Management, Personal Development, Workplace Learning
Photo by Polina u2800 on Pexels.com

‘Good leaders hear the needs of their employees, great leaders actively listen and care.’

‘Feedback conversations don’t have to occur in an annual review and don’t have to happen constantly. They have to happen in a collaborative and relevant way so that it matches both the work and career goals.’

‘Putting a sound strategy in place doesn’t do much if you’re not following up with with a targeted action plan.’

‘Don’t wait for the annual performance review to evaluate and let go of poor performers.’

‘Organizations and their leaders should worry less about compliance, ranking, and reviews and more about the big picture, creating a culture of coaching and feedback that empowers employees to use their skills and talents to support the company’s goals while also achieving their own.’

‘Performance enablement is a new and far better path toward organizational effectiveness and employee satisfaction than old-fashioned performance management.’

‘Employee goals should be agile and tied to the company’s top-level goals and should cover personal development and help employees strive to do more with their careers.’

‘A plan that suits your organization can open the eyes of everyone, from the newest hire to the executive, to how they can secure more effective training, how the company can reenvision its goals, and essentially how the individual and the institution can serve one another more effectively.’

‘The key to effective use of a people development plan is communication. Maximize effective interactions between managers and employees, and ensure that executives are accessible to all.’

‘Offering feedback in the flow of work helps you address behaviors in real time. Employee will make a better connection between what you’re telling them and how they can improve moving forward.’

‘The greatest leaders enable others to disrupt the status quo and facilitate growth, innovation, and change.’

Source

Doug Dennerline, Jamie Aitken (2023). Make Work Better: Revolutionizing How Great Bosses Lead, Give Feedback, and Empower Employees

Leading Inclusion: How To Get It Right

by Bright Osadiaye, posted in BriSights, Employee Engagement, Leadership, Management, Personal Development, Workplace Learning
Photo by Alexas Fotos on Pexels.com

‘Business leaders can help eliminate race-based workplace disparities by listening to and connecting with employees of all races.’

‘It is difficult to build and lead an inclusive organization without first understanding the experiences of those who have been traditionally excluded.‘

‘You must create and maintain an environment in which traditionally underrepresented groups do not face systemic hindrances and are unequivocably safe to voice the injustices they experience.’

‘To understand how to enhance the experiences of employees from traditionally underrepresented groups, leaders must connect with all employees.’

‘Although it is vital to address both interpersonal and systemic bias in organizations, focusing on the systemic bias will have a faster and more scalable impact.’

‘Leaders must recognize and fix their own implicit biases.’

‘To really understand employee experience, understand how managers behave.’

‘Employees who are subordinated and waiting for systemic change know that disproportionately focusing on ‘the money’ only perpetuates the very problem that needs to be solved.‘

‘Your executive team members can make or break your efforts to build an inclusive culture.’

‘Multicultural competency should be an essential leadership expectation, like financial and marketing acumen.’

Source

Gena Cox (2022). Leading Inclusion: Drive Change Your Employees Can See and Feel