Tag: Talent Recruitment

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 To ‘Build High-Performing Organizations’

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

Great things don’t happen by accident. There are great leaders behind them. There are great people doing great things, taking risks.

According to Eric Douglas, ‘In a value-driven organizations, managers can delegate decisions and ask people to think for themselves.’

‘When people act on the basis of clearly understood values- linked to performance measures- they are naturally engaged in making the right decisions consistently over time.’

‘Successful leaders should strive to instill a culture of values-based decision making throughout their organizations. When they do, the results can be extraordinary.’

‘Effective meeting management is more than a discipline; it’s a way of thinking about value.’

‘Communication systems need to default to sharing, not hoarding, key information about company performances.’

‘Training workshops need to build competencies that align with the core values.’

‘Good leaders devote considerable energy and time to a deep examination of the organization’s core values. By doing so, they get to the heart of what is essential for the customers and shareholders- and thus essential for success.’

‘Great leaders build trust by defining vision. People want to know that there’s a plan and a direction.’

‘To understand the difference between a great company and a mediocre one, look at its people.’

‘Effective leaders don’t let their teams stay broken for long. They take the time to communicate and regenerate the sense of team trust.’

‘Effective leaders lighten the pressure in ways that help people learn to trust one another.’

Source:

Eric Douglas (2014). The Leadership Equation: 10 Practices That Build Trust, Spark Innovation, and Create High-Performing Organizations