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Here are five actions that leaders can take to bolster achievement. Achievement is frequently oberved to happen in only a moment. What is often lost in the picture of achievement is all the hard work that went into that final moment which produced a spectacular achievement. Untold hours of preparation are almost sure to precede any great achievement. David Byrd gives us five great actions that leaders can encourage in their employees to start reaping the rewards of high achieving employees.
Achievement is, again, simply doing the right things consistently over a sustained period of time, and the “sustained period of time” comes to you moment by moment, one day at a time. The quality of your daily choices and actions are measured by their effectiveness, and it is the quality of that effectiveness that determines the degree of your achievement.
Highly effective leaders achieve greatly while ineffective leaders deliver sporadic results and low quality achievement. The difference between these two groups is this: the consistent effectiveness of their actions. You have been blessed with the significant power and freedom to choose. Those goal-directed, consistent, daily choices and actions are the stepping-stones to your future. Choose today to be an effective leader who is committed to consistently effective action that leads to achievement!.
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Achievement is earned through hard work and dedication. High achievers will display certain characteristics that allow them to perform better than their peers. A high achiever will be one who makes effective choices with a positive attitude. People who strive for achievement are very focused and remain accountable for their actions. When someone is able to consistently incorporate these actions into their work then they will be ready to start achieving awesome outcomes. How is your leadership doing with these five actions to bolster achievement.
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Everyone wants recognition. Don’t believe me? Think about it – a desire for recognition starts early. As an infant we cried for recognition that we needed something. As we became toddlers and could voice our needs and wants, we said “mom” repeatedly or may be poked our mom until she stopped what she was doing and paid attention to us.
In large that is all that we are looking for in recognition. It isn’t just about getting praise for a job well done. It is about being acknowledged.
Shift your focus from yourself to the team.
All great leaders put their team’s interests ahead of their own. As Jack Welch counsels new leaders, “It’s about them, not about you.” Think about why each person is involved and what’s in it for him or her if the team succeeds. Set up touch points that have value for each team member – financially, professionally or intrinsically. For example, before sending your next email, think about what additional value – such as information sharing, recognition or coaching – you can add beyond addressing the specific task at hand. Can you share an update on a related project? Maybe you can provide a strategic view of how this work fits into the bigger picture. Is there something the team has recently done that deserves praise? Moving from a task focus where you manage others to a mission-led focus where you serve your team opens up the potential for deeper engagement, better alignment and higher performance….More at Managing Virtual Teams: Three Keys to Success
Trish Gorman’s suggestions apply not just to the virtual team, but to any team. Further, recognition can be as simple as awareness of the individuals on your team. If you know your team and put them first, you will find greater success. Recognition big and small count in their eyes.