Tag: Success

How Great Leaders Build Great Organizations

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Leadership, Management, Personal Development, Workplace Learning
Photo by Mouad Mabrouk on Pexels.com

As a leader, you don’t have a company without your people. If you want to build a great company, you must put your people first.

If your people are not happy with you, they are not going to invest in you.

If they are not happy with you, they are not going to bring their best selves to work.

And if they are not happy with you, they are not going to be happy with your customers.

Without your customers, your people, as leader, you have nothing.

According to Dave Ulrich and Wendy Ulrich, ‘Employees who are competent but not committed will not perform to their full potential.’

‘Commitment comes from building an employee value proposition that engages employees to use their discretionary energy to pursue organization goals.’

‘Commitment or engagement grows when we work in a company with a vision, have opportunities to learn and grow, do work that has an impact, receive fair pay for work done, work with people we like working with, and enjoy flexibility in the terms and conditions of work.’

‘Great leaders understand that the search for meaning that builds abundance is grounded in clarity about our truest individual and organizational values and how they align. ‘

‘As a leader, you create a more abundant organization when you help employees clarify their personal identity and enhance their signature strengths and then help them see how those strengths fit with the goals and values of the organization.’

‘Leaders can serve the important function of holding up a metaphorical mirror to help employees see how their behaviors are perceived by others.’

‘Leaders may also help employees ascertain their identity by asking them to complete a time log and analyze the results.’

‘When we act outside of our comfort zone, we may learn hidden strengths we did not know we had.’

‘As a leader, you might ask your employees to share their perceptions of their strengths, describe times when they demonstrated their strengths, and explore how their strengths might be used to help others (including coworkers and customers).’

‘As a leader, you meld organization and personal identities by hiring, training, and compensating employees whose personal identity melds with the identity of the organization or its subparts.’

Source:

Dave Ulrich and Wendy Ulrich (2010). The Why of Work: How Great Leaders Build Abundant Organizations That Win.

How Creative Leaders Lead

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Management, Personal Development, Workplace Learning
Photo by Ivan S on Pexels.com

Creative leaders encourage their people to take risks, to try new things. They are not against mistakes.

People are more creative when they trust the process, when they are supported by their colleagues.

As a leader, according to Ed Catmull, ‘You cannot address the obstacles to candor until people feel free to say that they exist (and using the word honesty makes it harder to talk about those barriers).

‘A hallmark of a healthy creative culture is that its people feel free to share ideas, opinions, and criticisms. Lack of candor, if unchecked, ultimately leads to dysfunctional environments.’

‘We have to think about failure differently.’

‘To disentangle the good and the bad parts of failure, we have to recognize both the reality of the pain and the benefit of the resulting growth.’

‘If you create a fearless culture (or as fearless as human nature will allow), people will be much less hesitant to explore new areas, identifying uncharted pathways and then charging down them.’

‘It isn’t enough to pick a path- you must go down it.’

‘When experimentation is seen as necessary and productive, not as a frustrating waste of time, people will enjoy their work- even when it is confounding them.’

‘Trusting others doesn’t mean that they won’t make mistakes. It means that if they do (0r if you do), you trust they will act to help solve it.’

‘Leaders must demonstrate their trustworthiness, over time, through their actions- and the best way to do that is by responding well to failure.’

‘Fear can be created quickly; trust can’t’

‘By sharing problems and sensitive issues with employees, we make them partners and part-owners in our culture, and they do not want to let each other down.’

‘When we are honest, people know it.’

‘To confide in employees is to give them a sense of ownership over the information.’

Source:

Ed Catmull (2014). Creativity Inc. : Overcoming the Unseen Forces That Stand in the Way of True Inspiration