Tag Archive for goals

| April 11, 2013
No comments

Building Trust

Copyright (c) <a href='http://www.123rf.com'>123RF Stock Photos</a>I have written many times on trust. Two post give more details - Working Trusting Relationships and New Leadership Position – You’re Up! As employees we all want a trusting working environment. As managers it is one of our responsibilities to insure that we develop a trusting environment.  Then why is it that 82% of people don’t trust their boss? When I was working with an organization recently, it became very apparent that one area that needed focus was developing a better, more trusting work environment.  If you spent some reflection time on the working environment you work at – is it a trusting environment?  Are people worried about what others are saying? Decisions taking forever to get made? Back stabbing happening? There is no shortage of examples of what we don’t want…

What does it take for you to do to make your work environment be more trusting?

  • Assume best intent (until proven otherwise). You want to build that culture of trust, then no one, especially the manager, should not assume the worst in a person or situation. Remember that jumping to conclusion kills trust.
  • Remove barriers. One of my favorite items that help to bring trust back is to spend time working on removing barriers, like removing bureaucracy. Jumping through hoops to get work done, erodes trust very quickly. Make work easy, remove the red tape and watch things change quickly.
  • Act as an example of trust. If you want to improve the culture of trust, you have to trust your team to do their work and make decisions. That means even if that decision that was made did not go well. You still have to trust the decision and tell your employees so. After a decision has gone wrong, I usually sit down and we revisit the situation and possible decisions – and then let the employee learn from it… This should make the next decision point better.
  • There is no “I” in team. Other words like “we” and “they” should never describe the teams. Listen to how the team talks. If you hear those words or the “us against them,” time to step in and course correct. For the English majors, take out those pronouns and insist that names are used.

Building a trusting culture is difficult. As the manager, you are the key to much of the success of building that environment. People inherently don’t trust the boss… If you can demonstrate and live up to being a trusting manager, you can get your team to follow along. It starts with you!

Image courtesy of:Copyright (c) 123RF Stock Photos

 

Category: Leadership, New To Management | Tags: , , , , ,
| April 10, 2013
No comments

Incentive Programs Working or Not?

Copyright (c) 123RF Stock PhotosWith experience or being around a long time, you get to see lots of programs come and go. One of those programs that seem to change frequently are incentive programs. Wikipedia puts, “an incentive program as a formal scheme used to promote or encourage specific actions or behavior by a specific group of people during a defined period of time. Incentive programs are particularly used in business management to motivate employees, and in sales to attract and retain customers.” Can you think of some? I know quite a few (well, lots). It is one of those tools to help the organization to instill a continuous improvement in performance. Think back on those programs, did they work? How did they make you feel?

When I look over the many incentive programs that I have experience with there are some common themes of those that have been successful.

  • The incentive program was well thought out. Answering the questions of what behavior are we going to reward. That behavior has to be above the expectation of all employees. Going after the top of the class. Hopefully inspiring others to what to reach the top.
  • The program awarded past performance.  The program has a timeframe that is long enough to help develop a better picture of a sustained performance.
  • The reward is timely, specific and impactful.  What is the award that is given? Debate around money, plaques, pat on the back and public recognition need to be considered before implementation. Setting the award will be critical in how well the program is received by the employees.

Let’s face it, this is a touchy area that managers have to navigate carefully. I have seen many a program start off with the best intentions, but fail shortly after implementation. Why? The list is long. The critical ones that pop up quickly are the incentive program is not focused on top performance. Many programs are focused on getting “all” to do what their expectations are normally (attendance). Some programs are set up that the employees can work the system to be eligible for. This has a huge effect on the employee base, as they will “see” the gaming going on and the program could demotivate many folks. Lastly, the award has to be meaningful. Some expects say that money should not be a motivator, that just the recognition should be enough.

Over the last couple of years, I am seeing some new incentive programs that will be interesting to see how well they will work. Those are the incentive programs for lowering health insurance costs. Those particular incentives to be healthy. Helping add money to the flex spending accounts for employees that are not overweight. For employees that attend health seminars or complete a company sponsored information session. There are many examples. With the raising cost of health care, these incentive programs are popping up everywhere. Is it too early to tell if they are working? Are they fair? Time will tell.. I know for me, I got healthier by increasing my exercise and diet, so that I could get some additional funds to help offset my health care costs.

Do you think incentive programs work? As a manager, I know I spent more time dealing with the incentive program than maybe the organization planned. Please share the good, bad and ugly…

Image courtesy of: Copyright (c) 123RF Stock Photos

Enhanced by Zemanta
Category: Leadership, New To Management, Observations | Tags: , , , , , , , , , , ,
| April 1, 2013
No comments

Volunteering 101

When was the last time your volunteered? Volunteering is nothing new. I bet we all have done it from time to time. How did your volunteer experience go? I have had a mixed bag of experiences over the past couple of years. As many of you know, I retired from corporate America and now am working on my own and volunteering my time at many organizations.  I want to share my experiences with how to insure that when you do volunteer that you are getting the most out of your experience.

Why do you volunteer? Let’s face it, no one is volunteering for the money, there is none. We basically do it because we like how it makes us (the volunteer) feel. Giving back to makes us feel good! I also volunteer to help me to continue to learn new things. When I feel good and learn something – I am in the best place possible. Think about why you want to help and match your wants to the organizations needs.

Have you ever had a volunteer experience go totally wrong? Or was not what you expected? Some of the best laid plans go totally south from time to time. I usually like to look over the organizations website to fully understand the organizations volunteer opportunity. Most larger organizations have a volunteer coordinator that can be an excellent resource to fully understanding what the opportunity is and what you will be doing. Make sure that you have your basic questions and concerns covered before you sign up! For me, I have done some volunteer work with expectations that were communicated and followed up on. When I got there, everything was different. Put that experience on high alert. I spent the next four hours stuffing envelopes. I did it, but definitely was not overly happy with my experience.

Do you go back to past organizations? This is the true test to how well that past experience went – you come back from more.

What is it that made you come back? I come back when I feel that the time that I spent volunteering was worthwhile. Worthwhile for both the organization and myself. Some people love to stuff envelopes – me not so much. I also like to come back, when everything is planned out fairly well. That means that the communication channels are open and being used. It means that expectations of the volunteer opportunity are pretty clear. Nothing is perfect and flexibility is needed, but when you go into the opportunity thinking one thing and it is a complete 180 degrees from that thinking – it is tough.

The only problem with what I have written here, is that the small volunteer opportunities usually are not well communicated and expectations clearly set. You could miss out on a pretty awesome opportunity. So, I like to take a little time to call or email the folks to discuss further the volunteer opportunity. Hearing their passion for the opportunity and how they answer my questions, usually sell me.

Best advice – Do some research on the organization and volunteer opportunity.  Discuss it with someone within the organization. Decide on if this is right for you. Get behind and give 110%. This should give you everything that you wanted in that volunteer opportunity.

Anything you do differently?

Category: Volunteering | Tags: , , , , , ,
| March 9, 2013
No comments

Get Connected!

There are many things that I have learned over the years that I have shared here and one on one. The one item that everyone always agrees on is if you measure it, it will get attention and get done. I was helping out an organization the other day and we were discussing that fact on some employee feedback that they received. The leadership team was struggling with the all of their measurable matrix were not to goal. Employee feedback were pointing that the goals are unrealistic. For me, the underlying problem that they were trying to address was the employee base felt like their was a disconnect between the workers and management. How many times have you heard that? How many times have you said that?

Throughout my career I have encountered that same feeling of disconnect. It was either with me and my upper management. Or the feedback was coming from my team to me. It happens to the best of us. There are times that everyone is too busy to be paying attention to the little things that really matter. Whatever the excuse is. All you need to do is listen and act. When I am faced with connecting (or reconnecting), I remind myself of those little items that matter.

My list of items that matter! My 3 S’s if you will.

  • Stand up and own your mistakes. There are times that you will make a mistake. I have yet to meet that perfect person that has not made a mistake. How you react to the mistake will either have you lose credibility with your team or win them over. Yes, it takes a strong person to admit to their mistakes. Being vulnerable will make you strong.
  • Share your time. I know we all think that we are busy. Your are their leader, you have to make your team a priority. Give of your time as much as possible. Time is what you make of it. I am not saying that you need to schedule “time” with your team. I am saying that you need to be approachable and available. Another term I liked to use is management by walking around. Get out of the office. Talk to you team (in the hall, their workstation, café, networking events and everywhere they are).
  • Share your thoughts. Communication is key and sharing what you know (what you can) will go a long way to connecting to your team. Start a discussion or put out a topic that the team can really relate to. Once people start talking, they start connecting. Watching your team getting together and sharing will have a huge impact on the work.

When I first was leading my team, I was pretty good at getting amazing results. I wasn’t sure why? It took me sometime to understand that I was really connecting to them on a personal and team level. That connecting came easy to me. I wanted to connect, no matter what. It was just part of my DNA, so I just did it naturally. I really started to understand the workings, when I was given the opportunity to do something that I had no knowledge of. I was overwhelmed with learning the job and was a little slow on connecting to the team. I realized quickly, that I was not following my normal operating procedures. Reflecting back, made me hone in those 3 S’s…

Enhanced by Zemanta
Category: Leadership, New To Management | Tags: , , , , , , , , , ,
| February 28, 2013
No comments

Team Building: Good or Evil

How many times have you been involved in team building exercises? When someone says we are going to do a team building activity, what are your first thoughts? For the most part, I bet everyone is thinking, here we go again… I have seen data that says about 65% or higher feel they are a waste of time and money. About 25% thought they are effective with the right exercise. For me, I lean towards team building activities can be effective if we put the right exercise with what the teams needs are…

You have to know what you want to accomplish, so that you can insure the right results. There are three major categories – see below.

  • Recreational Team Building: Change the way people feel (to entertain, re-energize, socialize, teach and learn new skills)
  • Educational Team Building: Change the way people feel and think (to gain awareness of needs, to add knowledge, to understand new ways to look at old or familiar concepts differently)
  • Developmental Team Building: Change the way people feel, think, and behave (by increasing positive functional behavior, by improving interpersonal relationships)

We all know that there are struggles with team building. So, why do a lot of team building programs not work?

  • Lack of reflection = this defeats awareness. Think back to your last team building exercise, do you all talk about what happened, what could have gone better, what you learned and how it can apply back at the office?
  • The presence of resistance = if you go into the exercise with not wanting to do it - you are defeating intent. Going through the motions is not going to help you learn and grow.
  • Roadblocks to moving forward = with any team building exercise, it all goes back to how everything applies back at the office. If there are roadblocks that exist to moving forward, you are not going to be successful.

Making team building effective is not easy. How can you make team building work for you.

  • Spend time really evaluating your team for its level of teamwork and needs. Doing team building to put a check in your teams objectives is not going to work. If you can’t self assess your team, ask the team or ask your key customers what their impressions are.
  • Pick the right activity for your assessment of what you want to work on.
  • Set up the team with the what, who and why of team building… Make sure that your team is prepared to participate.
  • Get someone to facilitate the activity. You should be in the activity with them, not looking over them.
  • Reflect at the end.. Ask those open-ended questions, what happened, what could have been better, how does this apply back at the office and so on. Make sure to circle back on the what and why’s that you attempted to accomplish in the first place.
  • Document and share the results. Always good to capture the reflections and share them with your team. Especially on those items that the team wants to take back to the office.

I have done a lot of team building over the years. Some where really good exercises with some really good results. Others were not so good. Team building should not be a “here we go again” first thought. Team building should be exciting and the team wants to do.

Thoughts?

Category: New To Management | Tags: , , , , , , , ,
« Older Entries  
Rimons twitter widget by Rimon Habib