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New employee selection is an important business move for every leader. Hiring the right candidate can be a bit of a mystery if leadership does not have a good idea of what they are really looking for. It is essential to have a structured process that clearly lays out what you are looking for and what a suitable candidate can bring to your team. If you go into the hiring process without a thought to culture, purpose and fit then it is a near certainty that you will hire someone ill-suited for the position. Chris Young
discusses six steps that will enhance your hiring process to help you make better employee selections.
Step 1: Commit to hiring the best talent possible – every time. Committed managers do whatever it takes… They commit to carefully hiring the very best talent possible. They commit to studying the performance difference between top and bottom talent. Committed managers do not rush the employee selection process because they know the costs of getting it wrong are high.
Step 2: Do not rush the employee selection process. All too often I see a sales manager who is tired of hiring low performing sales people who says, “I am tired of the headaches. I will do what it takes – I will wait until all steps are taken and the right candidate is found.” Then they need a sales person next week and they rush the employee selection process. Within weeks, they regret rushing the process because the new hire is not the ideal candidate. Take the time necessary to hire the best possible talent.
Step 3: Partner With Stakeholders. As a manager, it is your job to get results. The best possible talent will help you get there. Identifying and hiring the best possible talent requires partnership and the most important partnership is with HR.
I have a “love-hate relationship” with HR. Some HR professionals are incredibly intelligent and some are incredibly… less intelligent.
Whether your HR person is brilliant or not – you need to partner with them. You cannot do it alone nor can you work against them. You need HR and/or at least an external recruitment firm to help you with the employee selection process.
…More at 6 Steps to Better Employee Selection
Employee selection is vital to your business and every leader needs to have hiring experience. Leaders are best-suited to know the strengths and weaknesses of your teams. This makes being able to think critically and truly examine what your team needs of paramount importance in the hiring process. There are many factors to consider when selecting new employees and you are in the best position to notice whether a candidate is going to work out. Consider the six steps above and try integrating them into your employee selection process. Employee selection is one of the most important moves a leader can make for his or her company.
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There are certain traits that high performance teams exhibit and leaders need to recognize and emphasize to improve the success of their teams. Leaders can encourage high performance out of their teams but it is important to know traits that are exhibited by teams to help nudge team members in the right direction. A high performance team is a unit that acts as one entity while performing tasks with ease and a seamless quality. A team that exhibits such behavior can be said to be in “flow” or in the “zone”. This is commonly witnessed in sports where a player can perform incredible feats that have never before been accomplished. Read the ten traits of high performance teams given by the folks at Talent Dynamics.
1. Leadership. Instead of ‘I tell, you do’ the team members participate in the leadership of the team. Each team member reflects the purpose and values of the team. The team members use their skills and experience to solve problems.
2. Decision making. We make decisions in two ways, reason and intuition. Both have strengths and weaknesses. Reason is detailed and slow. Intuition is sketchy and fast. Different circumstances require different decision making processes. High performance teams not only display a balance of both but they also know when each is needed.
3. Communication. Team communication needs to be open and transparent. The goals of the team are regularly reflected upon, progress is fed back and problems addressed quickly. High performance teams recognise that each member communicates differently and use the best communication channel for the information AND the team member.
4. Diversity. High performance teams embrace the diversity and difference in the team’s collective background and experience. This leads to many viewpoints and a greater understanding of problems. High performance teams use this diversity to make better decisions and create solutions faster.
…More at Traits of High Performance Teams | Talent Dynamics
Leaders can use this list to their advantage and start improving their success today. A high performance team is one that “clicks” and can be very difficult to attain. People are inherently different and diversity is a positive advantage when team members understand their role and responsibility but ego and a whole host of other emotions can impede the achievement of developing a “flow”. Leaders need to recognize when a spirit of competition rather than cooperation crops up and take action to alleviate this tension before it affects output. A team cannot achieve high performance without an atmosphere of mutual trust and respect. Leaders can recognize these ten high performance team traits and emphasize improvement in key areas to increase their own success.
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Every good leader understands the role of trust in relationships among co-workers but might not know what they can do to help build or even solidify that trust. Trust is essential to any relationship whether in or outside of the workplace. Trust must be gained to start laying a proper foundation of mutual respect and awareness. Leaders can help monitor the workplace environment and assess the level of trust among employees by having frank conversations with them or simply engaging their team in conversations and gauging the interactions that take place. Every leader can lend a helping hand to their team no matter what level of cooperation and trust your team may have. Here are five actions to do from Nan Russell to build trust.
1. Operate with respect. Respect is an essential trust building component. If you don't offer respect to others, why would someone give you their trust? The respect component operates as a transparent window giving others a glimpse of who you are. In the words of Malcolm S. Forbes, “You can easily judge the character of a man by how he treats those who do nothing for him.” What are your actions communicating about you?
2. Eliminate the blame game. Finger pointing, assigning fault, or condemning others' mistakes diminishes trust. That ferret-out approach instills fear, not innovation; reduces engagement, not errors; and reinforces scapegoating, not accountability. But people who step up to accept their mishaps and acknowledge their mistakes build trust, enhance accountability, and enable future-focused solutions.
…More at Five Trust Building Dos | Psychology Today
Trust is greatly enhanced with active involvement among all parties and leadership should be providing the path to a respectful and trusting team. Leaders need to be aware of the relationships among their team and should monitor them to head off any problems before they occur. One way to do this is to routinely engage employees in trust building exercises that emphasize the five methods presented above. Leaders can take these five to-do items and put them in their toolbox for their next retreat or seminar as a way to build trust in their teams.
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Today we bring you ten tips for team-building. Team-building is all about acknowledging your employees for their hard work and to help them develop healthy and productive relationships in the workplace. A team that works well together and can work synchronously is one that will be very productive. Effectively incorporating the following tips into your next team-building event will provide great returns. Jennifer Gregory
brings us these ten tips for team-building.
A staff with solid working relationships will be a more effective team, have higher job satisfaction and will give your customers better service. Team-building days can be a great way to both reward your employees and help foster closer relationships.
MySocialCloud.com, a 10-employee startup company, hosts regular beach days. “The team goes out to the beach and relaxes, plays games and gets to know each other better. We also have regular pizza parties and sponsor some events, like painting parties, that we ask the whole team to go to in order to have fun outside of the office together,” says Stacey Ferreira, co-founder of MySocialCloud.com
However, without proper planning, team-building activities can dampen morale if it becomes just another work obligation.
…More at 10 Tips for a Better Team-Building Event : Managing :: American …
Team-building is an essential process to enhace the office environment and improve the working relationships therein. Planning a team-building event will be much easier with these ten tips. We hope you are able to incorporate these ten tips for team-building into your next event to create the best connected team you can.
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Here are five easy project leadership tips to make you a great leader. A great leader works for his or her team. They support their team consistently and fairly. A project leader has to realize that they are in service to the team rather than vice versa. A team leader who is selfishly looking for results to drive their own motives will not garner the same respect and dedication as one who shares in the success of their team with all. If you are looking to improve on your team leadership skills then take a look at this article from James L. Haner,
who brings us five tips to becoming a great project leader.
True project leaders are not project leaders for themselves. True project leaders seek to bring out the best in their team mates . . . not put themselves on a pedestal. They let team members realize their own success. True project leaders are remembered for the right reasons.
False project leaders, on the other hand, are those who acquire a project leadership position for their own glory. They talk a lot about “I” . . . and not a lot about “we.” False project leaders are remembered for the wrong reasons.
You can become a true project leader by practicing these five teambuilding steps.
…More at Five Steps to Becoming a True Project Leader « Perspectives on …
You can become a great project leader by following the five tips presented in the article above. Project leadership is ultimately about achieving results but the difference between doing this the right way and the wrong way is as big as the Grand Canyon. A leader should have the mentality that they are working for their team members by seeking ways to empower them to do their job better. A leader needs to take charge and proceed by showing a positive example for their team to emulate. Just follow the five easy project leadership tips to become the truly great project leader that you have been striving to be.
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It is important for every hiring manager to hire people that fit your company's culture. Leadership will initially be responsible for implementing key components of company culture with their first hires and will continue to help shape it over time. Everyone at a company should fit into the culture and believe in the basic tenets of the culture. Hiring good people is a major driver of your success and a fundamental way of making or breaking a business. Elad Gil writes more about his experience with company culture and hiring the right people to fit.
Your company culture is the foundation on which everything you do rests. Your culture acts as an unwritten set of rules that drives behavior and cohesion across the company.
Cohesive, insular cultures are more resilient and can withstand shocks to it (e.g. pivoting multiple times) as well as can be extremely motivational / draw out the best in people (e.g. engineers at Palintir sleeping under their desks in their belief they are helping national security, the emergence of Google's “don't be evil” doctrine).
…More at Elad Blog: Never, Ever Compromise: Hiring For Culture Fit
It is necessary for every potential employee to understand what a company's culture is before being hired. Those doing the hiring will need to be keen observers in order to ensure that new employees are the right fit. It is impossible not to notice when a person is not right for a job and does not fit in well. A strong belief in the company culture and a positive attitude are great indicators that a candidate holds potential. There are many ways to engage a potential new employee and more than one approach should help to safeguard against bad hires. Always keep in mind that company culture is an important consideration when hiring new people for your company.
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Leading a high performance team is of paramount importance for business leaders in every sector to optimize their market share. The capability of a leader to outline a project that gives the team adequate direction, information and outcomes desired is necessary to developing a truly high performing team. This leader needs to work with each team member to guarantee that they know their role and how it connects with other member's roles. Chris Musselwhite
brings us a great overview of high performance teams and what skillset is required for the leaders of these teams.
“A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.”
Using this definition, we can outline three important competencies for the effective team builder and leader.
Promoting understanding of why a group of people need to be a team. The team needs to understand its shared goals and what each team member brings to the team that is relevant and crucial to its overall successes.
Ensuring the team has adequate knowledge to accomplish its task. This includes information relevant to the team's goals and individual job competencies.
Facilitating effective interaction in such as way as to ensure good problem solving, decision making and coordination of effort.
….More at Building and Leading High Performance Teams | Inc.
A team that works well together with balanced skills that function independently to serve a common goal is very effective at completing tasks. Each team member is held accountable by the team leader as well as other team members because each team member understands that everyone else depends on them. A team leader must be able to convey this message to their team without alienating them. Leading a high performance team is a delightful experience that every leader should strive to achieve.
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It can be hard to determine the wellness or well-being of an organization without knowing what organizational well-being is. There are certain characteristics that help to guide us which may include: respect, collaboration, and fairness. These tenets are driven by company culture which starts with the leaders of a company and trickle down. It is a leader's job to dictate the type of environment that they want to perpetuate for their company. Stephanie Andel and Rachel Permuth-Levine write about the close inter-connection between employee well-being and organinzational well-being.
Richmond and colleagues (2006) explain that job-related stress and job dissatisfaction is evident in those who work in environments with little managerial support. In fact, in a survey of over 90,000 employees, management’s interest in the well-being of employees was one of the main factors for motivation (Gallup, 2011). The question then becomes: how do we cultivate a workplace filled with enhanced psychological well-being? What can managers do to ensure that their employees are happy and healthy?
outlines various methods in which management can focus upon employee wellness, such as (1) clearly stating expectations, (2) allowing flexibility in the workplace, (3) recognizing employees for their efforts, and (4) providing opportunities for personal development within the workplace can have a serious impact on employees’ motivation and job satisfaction. All of these components tie into the psychological well-being of employees.
…More at 'The Manager's Role in the Psychological Well-Being of Staff', Rachel
The overall well-being of an organization depends directly on the well-being of each and every member of the team. It is the job of leaders within an organization to foster an environment conducive to psychological well-being. Employees often thrive in an environment that has clear expectations but that allow for flexibility within that structure. A place where achievements are recognized and rewards are given are aspects of positive workplaces. Employees also flourish when given the opportunity to develop personally and have the time to work on their growth. Leaders must pay attention to their management strategies because they can have a major impact on the well-being of their organization and all employees.
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The High Performance Team (HPT) is a great way to energize a business. A high performance team can provide benefits such as increased productivity, increased efficiency, better service and lower cost. The HPT is a pathway to success for those that are looking to help invigorate and motivate their employees to reach new highs in their professional development. Bruce Mayhew sheds some insight on what a high performance team is.
High Performance Team (HPT), must meet many priority criteria to function well and be worth the investment (listed below), otherwise the investment may simply generate employee frustration and low results. Most importantly HPT’s have:
The full support of the organization
Clearly defined goals that are important for all team players
Team players that demonstrate relevant personal talents
Thoughtful and effective communication
Shared respect for team players
Measurements for success
Members of High Performance Teams must also be committed to each other’s personal and professional growth. This combination can result in exceptionally high team performance and ROI for the organization. This combination also holds High Performance Teams together during inevitable setbacks.
…More at What Is A High Performance Team? « Bruce Mayhew Blog …
Putting together a High Performance Team is something that takes careful consideration due to the significant investment of resources it takes to get a high performance team running at full productivity. Your business must be fully committed to the high performance team in order to reap the rewards that it has to offer. It is important to lay the groundwork before making a decision to establish an high performance team by defining what the goals are and what you will do to measure the success of the HPT. The high performance team has the potential to transform your business and provide the boost that you have been looking for.
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To gain the allegiance of our employees and ultimately our customer, it is important to start by leading the way to loyalty.
Leaders today talk a lot about loyalty, retention, and the business value of empowering employees to be brand ambassadors. Nonetheless, research literature and blogs abound which discuss the erosion of employee loyalty to the workplace, especially among Gen X and Y. The prescriptive leadership and talent management advice runs the gamut, from changes in compensation structures to more flexibility in work schedules, team building and more, all aimed at encouraging employee engagement with the employer’s brand. But the worry persists and with good reason: can the damage inflicted on employee trust by years of layoffs, pay cuts, IPOs and benefit claw-backs be overcome?…..More at 5 Leadership Behaviors Loyal Employees Trust
Loyalty like trust is easily lost and challenging to build. Yet loyalty is a key to success. A great example is Apple. Though they have a small percentage of the personal computer market, they have truly loyal customers. Part of this is the building of loyalty within their employees. So how can you create loyalty in your business?
Start by showing loyalty to those around you. Like trust, when it is given it is likely to be reciprocated. Show support for their goals and their needs. No, you can’t meet every need, but the compassion and understanding shown lets others know that you care, that you are loyal to them.
I challenge you to leading the way to loyalty in your business. Share your successes to help others in leading the way to loyalty!
Success is the result of perfection, hard work, learning from failure, loyalty, and persistence.