Great leaders know how to communicate with everyone – average leaders communicate with everyone the same way. What is your leadership style? What type of team do you want to lead to success?
Leadership is key. When a true leader motivates employees, your team has the opportunity to be inspired to do better, to be better. When teams respect their leader and have a sense of job security, the team will deliver key objectives. True teamwork comes into play, and we work as a team to help our leader’s vision come to life. A leader sets the tone for an organization and builds a solid team that succeeds together.
At a quick glance at a resume, hiring managers can easily be too quick to judge to determine if the candidate deserves an interview.
In this TED Talk video below, HR Manager Regina Hartley shares with us why highly motivated ‘scrappers’ are the kind of candidates hiring managers should be looking out for. Scrappers have experienced hardships and overcome adversity which has shaped them to be highly motivated, productive and successful.
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Of course you strive for your company’s success. You want your business to be great. Your company won’t succeed if it is just average. What happens if you hire average employees? You get average results, an uninspiring culture, and an average company.
Be your best and hire the best.
Hiring great employees will fuel your corporate culture with positive results, and ultimately affect the bottom line. Think about this for your next hire. Invest in the greatest people for your company.
If you are a manager, team leader or business owner there is one facet of your character that must stand out to those you lead and that is “authenticity.”
Your people want to know who you really are. Many times when a person is put into a position of “leadership” they feel they must act the part (whatever that means to them). It’s not long before their people realize that they are not being authentic and this is where problems will begin.
In the book The Go-Giver The authors teach the “Law of Authenticity.” The following is an excerpt from the chapter.
“As long as you’re trying to be someone else, or putting on some act or behavior someone else taught you, you have no possibility of truly reaching people. The most valuable thing you have to give people is yourself.”
Here are a couple of tips to practice in being authentic.
Realize no one is perfect, be yourself.
Be present when you are with others.
State your values and then live them out loud. “Walk the talk.”
Be aware when you are not being authentic and change it quickly.
Being authentic is one of the greatest gifts you can give to yourself and to those with whom you encounter, live and work with.
“I know of nothing more valuable, when it comes to the all-important virtue of authenticity, than simply being who you are.” –-Charles R. Swindoll
Managing and motivating millenials in the workplace can leave some older generations with many questions. What makes them tick? What leadership style do they respond to? What are their core values in life? What keeps them engaged at work? As we get to know this youngest generation of workers, here’s a video interview with Simon Sinek below that sheds some light how millenials are perceived in the workplace, how they conduct their lives, and what corporations need to do to shape workplaces for the future.
It can be a challenge to find the ideal employee. The video below indicates 15 traits of the ideal employee. All of these traits are good, but is it realistic for one person to possess all these traits? Ideally, an organization would hire many people with most of these traits, but not all. A company thrives when employees have complimentary skills and traits. Building a team with complimentary traits make for a more balanced company. Still, watching this video can give hiring managers an idea of what to look for when building their teams.
Temporary employees and candidates together with industry professionals from across the country will be celebrating Staffing for Canada Week from June 5-11, 2016.
First introduced in Edmonton in 1980 as “National Temporaries’ Week”, this celebration has become widely recognized in both Canada and the United States, based on the dramatic growth in the numbers of contract and temporary workers contributing to the skilled labour force in all industry sectors.
The annual event is celebrated by members of the Association of Canadian Search, Employment and Staffing Services to acknowledge the more than 400,000 people who are employed in the staffing profession in Canada. ACSESS members represent 85 percent of the staffing volume in Canada.
ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. Its members provide a key service to businesses and offer a broad range of career coaching, planning and employment opportunities to their clients.
When working with others as a team there has to be an element of immediate trust by the team members for each other in order for the team to function.
Trust is something that develops over time. It is demonstrated and earned by each team member. Teams that work hard at building trust reap multiple benefits like:
Obtain greater results of reaching goals and solving problems
Team members have more influence with one another
They have more desire to make their efforts work
They develop a strong team bond
A more enjoyable workplace environment
When there is a lack of trust between team members the opposite happens and the team as a whole suffers.
The following are some actions that lead to a lack of trust between team members:
Not keeping your word
Not following instructions
Talking about other team members negatively
Have a hidden agenda of “self” not “team”
Blame others for mistakes made
Make excuses for their mistakes
Distort what people say
Use manipulative tactics
Creating a great team takes time and effort to build by each member of the team. Taking the time to communicate about what needs to happen and what cannot happen between the team members up front is necessary.
Hard work and effort together to build trust with your team members is a positive experience for everyone.
Training and professional development require the investment not only of money but also of time and energy.
Those who continually develop and invest in their professional skills and talents have significant advantages. Look for ways of improving weaknesses as well as developing areas of strength.
Think of training as a way of boosting your strengths and passions so that you can anticipate the highest return on investment. Proper licensing and professional credentials are key to senior roles.
Whatever your profession, leverage your interests and existing abilities to take your career to the next step. Talk to your employer. Most employers understand that continuing education give their staff and ultimately their companies competitive advantages. They may offer financial support or pay for time taken off for studying. Here is a fun video animation below showing how to ask your boss for career development training.
I recently had a conversation with an office manager who really seemed to be struggling with the “Glass-half-empty” syndrome. I know that we all can struggle with this from time-to-time, but this manager really had a bad case of it.
He had been working hard with his staff over the past couple of years and felt that no matter what management strategies he tried he still could not produce the “Super Team” he wanted.
I asked him to tell me what successes they accomplished last year as a team. He began to tell me that they did finish a much-needed protocol manual, which took much longer to do than he expected. They also achieved making a Facebook page for their company and to date have 156 followers, yet he thought they could have accomplished more.
And finally, they had reached their monthly financial goals 3 months out of the year. This was good, but not great since they had never reached them before.
When he finished, I told him that he and his team had accomplished a lot to be proud of this past year and if he continued to focus on what they did not do he would pass his negative feeling along to his team and then good luck in trying to motivate them to be successful this year.
His hard work with his team had paid off. He was just missing it because he was looking at the wrong thing.
He was leading them down the right road, it was just a little bumpier than he expected. I encouraged him to keep moving forward even if he and his team are moving at baby step speed. Little accomplishments are better than none.
“Success is not a destination, but the road you are on.” ~ Unknown