Search this Blog
- 888 extends PGA EuroPro Tour support 24/05/2013Operator’s 888 Poker brand is to continue serving as title sponsor for men’s developmental golf tour. read moreadmin
- Bwin.com continues MotoGP sponsorship 24/05/2013New two-year contract extension with motorcycle racing tour maintains a relationship that began in 2004. read moreadmin
- Pair partners for sport integrity 24/05/2013The European Lotteries umbrella organisation will work with the International Centre for Sport Security to prevent match-fixing and betting fraud. read moreadmin
- 888 extends PGA EuroPro Tour support 24/05/2013
- BoJ’s Kuroda vows to steady bonds 24/05/2013BoJ governor vows to curb bond market volatility in an effort to reassure those who fear instability could push up interest rates and damage Japan’s Abe project
- Heathrow runway shut by emergency landing 24/05/2013Heathrow said all passengers had been evacuated from the aircraft and no one was thought to be injured after the incident at about 9am
- Stepic ready to resign from Raiffeisen 24/05/2013Herbert Stepic’s decision to step down for ‘personal reasons’ follows scrutiny of his involvement in Asian property deals, which he has defended
- BoJ’s Kuroda vows to steady bonds 24/05/2013
- Facebook delays Home in Europe, wants a stronger 'First' impression 24/05/2013Users in the U.K. and France will have to wait a bit longer to get their hands on the HTC First. The first smartphone to come preinstalled with Facebook Home has been delayed in those countries while Facebook updates the software to address some negative user feedback.IT News
- New Kinect for Windows to improve human interaction with computers 23/05/2013Human interaction with computers could improve with the new Kinect for Windows sensor, which will be better at recognizing gestures, motion and voice.IT News
- Is Google Glass a Gimmick or an IT Revolution? 23/05/2013Is Google Glass a gimmick or the next revolution in post-PC computing? Time will be the judge--the head-mounted augmented reality device isn't even commercially available yet except to those few who attended last year's Google I/O event and ponied up $1,500 for it--but that hasn't stopped some companies from betting on its future.IT News
- Facebook delays Home in Europe, wants a stronger 'First' impression 24/05/2013
- An error has occurred; the feed is probably down. Try again later.
- Eurozone sees bank union progress by JuneKey obstacles to a banking union, seen as a keystone in locking down the debt crisis, should be resolved within the next few weeks, the official in charge of the day-to-day operation of the eurozone told AFP in an exclusive interview.eub2
- EU bans three pesticides harmful to beesThe European Commission said Friday that it will ban for two years beginning in December pesticides blamed for killing the bees that pollinate food and fruit crops.eub2
- EU must extend Syria arms embargo: OxfamEU foreign ministers meeting in Brussels next week must extend the arms embargo on Syria and push for a political solution to the country's civil war, British-based charity Oxfam said on Friday.eub2
- Eurozone sees bank union progress by June
- Our city is no inferno, Manila boss tells Dan Brown 24/05/2013New blockbuster novel depicts Filipino capital as hellish sewer but citizens think it's more like heaven One-Minute Read LAST UPDATED AT 13:17 ON Fri 24 May 2013 AUTHOR Dan Brown's latest book has not only been savaged for its questionable prose: it has now incurred the wrath of an entire nation. In the new blockbuster novel Inferno, Harvard symb […]Tim Edwards
- Has gold had its day? Or should you keep holding it? 24/05/2013Despite the falling gold price, precious metal coins continue to do a roaring trade Personal Finance Jane Lewis LAST UPDATED AT 13:06 ON Fri 24 May 2013 GOLDBUGS have every reason to feel a little smug. On the back-foot since April – when gold suffered its worst one-day crash in 30 years – their faith in "the yellow metal" seemed vindicated by this […]Tim Edwards
- Gareth Bale must quit Spurs this summer says Desailly 24/05/2013World Cup winner says Welsh star should move to a new club with a 'culture of success' One-Minute Read LAST UPDATED AT 12:20 ON Fri 24 May 2013 GARETH BALE has been urged to quit Spurs this summer and join a club with a "culture of success" by former World Cup-winning player Marcel Desailly, after the London club failed to qualify for the […]Tim Edwards
- Our city is no inferno, Manila boss tells Dan Brown 24/05/2013
- Syria 'to take part in peace talks' 24/05/2013The Syrian government has agreed to a conference on the country's future proposed by Russia and the United States, Russia's foreign ministry said today. The Syrian government had "agreed in principle" to participate in the conference in Geneva which is expected within two weeks, Foreign Ministry spokesman Alexander Lukashevich said in tel […]PA
- Interest calls for casinos in Malta, Gozo issued 24/05/2013The government has issued two calls for expressions of interest for 10-year concessions of a casino in Malta and another in Gozo. Parliamentary Secretary for the Economy Edward Zammit Lewis said the international call was issued today. The government wanted to hear ideas from potential investors on how the casinos could be incorporated into larger projects, […]
- How to save water? Ask a 12-year-old 24/05/2013San Andrea college invited The Zone to meet the winners of this year's Stephen Hawking Project, a competition organised by the school's science department for Grade 11 (form 4) students. The projects are unique in that they are analysed and judged by external expertise, while past projects have even generated interest among private entities and in […]Velislava Hillman
- Syria 'to take part in peace talks' 24/05/2013
Tag Archives: Leadership
by Dr Roger K Allen
In spite of our amazing technological advances, the work of an organization is accomplished by people. People interface with the customer, make the product, deliver the service, plan and coordinate how work gets done, improve processes and systems, ensure quality standards, and return a profit. Technology has provided us with better tools and made us far more efficient and productive. But it is still people who do the work of an organization and are ultimately responsible for its success.
There is wide spread recognition, within the business world, of the importance of human resources. Most companies claim, somewhere in their mission statements and values, that their employees are important. And yet most companies also fail to utilize the intelligence and creative talents of their people. In practice, managers view their job as controlling rather than empowering their workers. They view them as “costs” or “tools” rather than capable, responsible human beings. The consequence is that, in many companies, large and small, people are vastly underutilized.
I sat in the cafeteria of a successful company, a number of years back, and talked informally with an employee by the name of Washington whom I knew to be a person with a good work ethic and high standards of personal integrity. I wanted to gain insight into the work climate and attitudes of people doing the core work of the organization. So I asked: “How productive is the average employee? To what extent do they work at their capability on an average day?”
He replied that most people put out somewhere between 50 and 60% effort. I was astounded. “So that means that, if people really cared and were truly committed, they could almost double their average daily production?” “Yes,” came back his reply. “Most employees do as little as possible. If a manager or visitor is nearby on the floor, they work harder, but most of them don’t really care about the job they are doing.”
Research supports Washington’s observations. Yankelovich and Immerwahr reported in the “Public Agenda Report on Restoring America’s Competitive Vitality” that fewer than one in four employees (23%) say they work at their full potential. Forty-four percent report that they do the minimum possible and only work hard enough to keep their jobs. And three in four say they could be significantly more effective in their jobs.
Most of us don’t need hard data to understand that many companies don’t get the most from their people. We observe it regularly. Are the people you manage/supervise committed to give their best? Do you know of people who have “retired in place” and do the minimum possible rather than give their best day’s work? Have you ever witnessed people who even undermine the performance of the organization through their indifference, negativism or, at times, willful acts of sabotage?
People want to succeed. The vast majority want to feel good about themselves and their work. They want to make a difference to the company and to the lives of their customers. And they have enormous capacity to do so when fully engaged and committed to their work.
The challenge of leadership is to create a culture in which everyone cares and contributes to the business. Rather than just “showing up” or doing the minimum required, we need to find ways to allow people to use their intelligence and creativity to make decisions, solve problems and contribute to the overall success of the business. Can you imagine what would happen if every employee worked at their full potential? Every business leader should be asking how he or she can motivate their people to do their best because they “want to” rather than because they “have to.”
There are no quick fixes or simple formulas for creating a culture that unleashes the capability of people. It sometimes requires intervention into a number of dimensions of organizational life: challenging management philosophy and practices, communicating and aligning everyone to the business strategy, improving processes and systems, providing training in social and business skills, etc.
Below are seven recommendations that supervisors, managers or leaders can implement to help their employees feel and act like true partners in the business. Doing so will increase employee engagement and loyalty and help you get the best from your most important resource.
Share information generously. Employees can’t be fully engaged in their work if they’re in the dark or lack vital information. I have a checklist of around twenty questions that I believe every employee should understand in order to feel like partners in the business. These have to do with the strategy and direction of the company, competitive landscape, feedback from customers, their personal or department performance, what is happening in other parts of the company, and so on. The more people know, the more valued and respected they feel and the better they’re going to perform.
Address performance problems directly. Nothing demoralizes a staff more than a co-worker who doesn’t care or do his/her share of the work. Such people drag down everyone around them. It is critical that managers learn to confront these problems directly and hold people accountable. Too often we ignore and let these problems fester and become toxic to the entire department. I’ve seen amazing turn-arounds in department or team when their managers developed the mind-set and skills to be “firm but fair” in their treatment of employees.
Empower employees by encouraging them to solve problems when and where they occur. Problems should be resolved at the lowest level possible within the organization. Of course, leaders must provide the information, training and resources so this can happen. But solving problems when and where they occurs engages people and creates a culture in which people know they make a difference.
Provide training and development. The best companies invest time and money in training their employees, knowing that the investment will be returned many times over in not only a more capable but also more loyal workforce. This training is not only technical, but includes business and social skills as well.
Share responsibility widely. There are many functions traditionally done by managers that staff/team members can take on or at least be involved in—setting goals, planning and scheduling, communicating with other departments, trouble-shooting problems, tracking performance, and so on. This doesn’t mean that leaders give up control of these areas. They remain involved by setting boundaries, providing training, monitoring how things are going, etc. But the more variety and responsibility people have in their jobs, the happier they are going to be.
Listen. This is one of the most important skills leaders can develop. Employees have opinions and feelings which need to be expressed and heard in a safe relationship. If they can’t express their negative opinions and feelings then you can bet they’ll act them out in subtle, destructive ways. Listening takes time, but it also builds trust and ensures that you’re dealing with real issues and getting to the root of problems.
Think “we.” The best leaders involve people. It’s not “I have a problem,” but “We have a problem.” Not, “What can I do?” but, “What can we do?” Not “My success” but “Our success.” They create a sense of shared ownership in everything that’s going on. This certainly doesn’t mean that every decision is made by consensus. But it does mean that people will perform better when they are involved in aspects of the business that impact them.
Most organizational resources depreciate in value over time. Technology and software aren’t worth as much in a year as when first purchased. But employees are different. They have the potential to add greater value to the company the longer they’re employed. And one of the most important roles of leaders is to create a climate in which their employees thrive. Implementing these seven ideas will help you create that climate in your organization.
About Dr. Roger K. Allen
Roger K. Allen, Ph.D. is an expert in leadership, team development, and personal and organizational change. The tools and methods Dr. Allen offers have helped hundreds of companies, and tens of thousands of people, transform the ways they work and live.
In today’s blog post published on di-ve.com, Mark J Galea talks about the basics in business.
Please click here to read the full article.
This is a brief video about David Hall’s session on Creativity last May in Malta. David is going to be back in October to start the first Creativity Club on the Island. Please contact us on +356 2099 4444 if … Continue reading
Over 1,000 from all the four corners of the globe have joined our Linked In group in order to benefit from the latest news about our job opportunities and other services we provide in order to add value to professionals … Continue reading
Check out our latest post on our YouTube Channel. Roger Harrop – Staying in the Helicopter® – Malta, October 2011 This is a brief footage of Roger Harrop’s event entitled ” Staying in the Helicopter®”. As part of our Learning … Continue reading
The notion that all of us possess leadership potential may be true, but the question whether we are going to be effective leaders depend on a lot of factors. Appropriate and adequate leadership training is essential in nurturing the leadership potentials of everyone, which is why in a business setting, giving your employees the opportunity to enhance their leadership skills and capabilities help them to realize their role in the company. More importantly, leadership training and development when delivered effectively transforms your employees into productive assets.
Whether or not you are in the top level management, your mere recognition of the value of leadership development to your company and your effort to incorporate it to your business culture opens a lot of opportunities. Jeffrey Immelt, GE’s CEO and one of the big names in the business world said that leadership training and development is an important business strategy that has kept GE as one of the most successful companies in the world. He also said that investing on the leadership training of your employees is a two-way investment. Firstly, your company benefits from the newly acquired skills of your employees. Consequently, your employees grow and improve from the fresh perspectives they get on their leadership trainings.
When you cultivate your employees leadership skills, they develop their communication skills, they start to have initiatives and their morale are boosted. An enhanced communication skill, increased initiatives and boosted morale all help shape organizational behavior, and therefore, assists in directing the company into a single and unified goal. It is not just about training people to perform best at what they do. More importantly, leadership development improves the over-all quality of service you provide to your customers.
Companies that value their employees should give them space to grow. And the best way for them to achieve growth is to emerge them into activities that will realise their leadership potentials. Successful companies all over the globe got to where they are now because they recognised the potentials of their employees and allocated resources for trainings to make them the best that they can be.
Self Leadership International is a provider of leadership development and leadership training programs for companies based in Singapore and other countries in Asia. Andrew Bryant, one of their resource speakers, is a recognised authority in leadership training and development. SLI Singapore also have an impressive line up of motivational speakers or inspirational speakers to cater to your company’s needs. If you are a company committed to explore all possible means to develop your employees on all levels, then a leadership training and development can help jump start your business
Read more: http://www.articlesbase.com/leadership-articles/how-companies-benefit-from-leadership-development-3724131.html#ixzz16rBuI28L
Under Creative Commons License: Attribution
John Adair’s Action Centred Leadership – a model for team leadership and management
John Adair’s simple Action-Centred Leadership model (action-centred if you prefer the US spelling) provides a great blueprint for leadership and the management of any team, group or organisation. Action Centred Leadership is also a simple leadership and management model, which makes it easy to remember and apply, and to adapt for your own situation.
Good managers and leaders should have full command of the three main areas of the Action Centred Leadership model, and should be able to use each of the elements according to the situation. Being able to do all of these things, and keep the right balance, gets results, builds morale, improves quality, develops teams and productivity, and is the mark of a successful manager and leader.
John Adair’s Action-Centred Leadership Model
The three parts of Adair’s Action-Centred Leadership model are commonly represented by three overlapping circles, which is a trademark belonging to John Adair, and used here with his permission. Adair’s famous ‘three circles’ model is one of the most recognizable and iconic symbols within management theory. When you refer to this diagram for teaching and training purposes please attribute it to John Adair, and help preserve the integrity and origins of this excellent model.
John Adair’s Action-Centred Leadership model is represented by Adair’s ‘three circles’ diagram, which illustrates Adair’s three core management responsibilities:
- achieving the task
- managing the team or group
- managing individuals
John Adair’s action-centred leadership task-team-individual model adapts extremely well (as below) for the demands of modern business management. When using it in your own environment think about the aspects of performance necessary for success in your own situation, and incorporate local relevant factors into the model to create your own interpretation. This will give you a very useful management framework:
Your responsibilities as a manager for achieving the task are:
- identify aims and vision for the group, purpose, and direction – define the activity (the task)
- identify resources, people, processes, systems and tools (inc. financials, communications, IT)
- create the plan to achieve the task – deliverables, measures, timescales, strategy and tactics
- establish responsibilities, objectives, accountabilities and measures, by agreement and delegation
- set standards, quality, time and reporting parameters
- control and maintain activities against parameters
- monitor and maintain overall performance against plan
- report on progress towards the group’s aim
- review, re-assess, adjust plan, methods and targets as necessary
Your responsibilities as a manager for the group are:
- establish, agree and communicate standards of performance and behaviour
- establish style, culture, approach of the group – soft skill elements
- monitor and maintain discipline, ethics, integrity and focus on objectives
- anticipate and resolve group conflict, struggles or disagreements
- assess and change as necessary the balance and composition of the group
- develop team-working, cooperation, morale and team-spirit
- develop the collective maturity and capability of the group – progressively increase group freedom and authority
- encourage the team towards objectives and aims – motivate the group and provide a collective sense of purpose
- identify, develop and agree team- and project-leadership roles within group
- enable, facilitate and ensure effective internal and external group communications
- identify and meet group training needs
- give feedback to the group on overall progress; consult with, and seek feedback and input from the group
Your responsibilities as a manager for each individual are:
- understand the team members as individuals – personality, skills, strengths, needs, aims and fears
- assist and support individuals – plans, problems, challenges, highs and lows
- identify and agree appropriate individual responsibilities and objectives
- give recognition and praise to individuals – acknowledge effort and good work
- where appropriate reward individuals with extra responsibility, advancement and status
- identify, develop and utilise each individual’s capabilities and strengths
- train and develop individual team members
- develop individual freedom and authority
An excerpt from http://www.businessballs.com