Tag Archives: leadership development

Organizational Well-Being Through Proper Alignment

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A company that takes time to reflect and act on all aspects of their business and supply chain are working on organizational well-being through proper alignment. A company has to be in sync from the lowest man all the way to the CEO. Proper alignment involves many people and processes that are hardly ever in a one-to-one linear relationship with each other. There are many aspects of a business that must be coordinated to achieve success and vitality through good alignment. Integral Advisors bring us some thoughts on alignment of a company to bring about organizational well-being. 

Every organization faces a delicate balancing act: How do you align the objectives of the organization, with the capabilities of the management team, and the needs of the employees…while taking care of the customers?

It is the most common question I have wrestled with over the last 20 years as I have worked with hundreds of organizations to help them achieve the results and sense of well-being they desire.

Where there is alignment – things work well: stuff gets done and folks feel good.

Where there is not alignment – things don’t work well: stuff does not get done and folks feel lousy.

The three main tools or methods that organizations have available to them to create this desired alignment is Strategic Planning, Team Building and Leadership Development.

…More at A Delicate Balancing Act: Organizational Alignment « Integral Advisors 

Alignment of an organization to keep all parts driving towards: a greater purpose, delivering superior products and keeping employees healthy is not an easy task to accomplish. Proper alignment of a company is a time-consuming process and one that takes a concerted persistent effort. The process of re-aligning your company could be a challenging and painful one that will experience setbacks. It is a necessary step to keeping your company on the road to success though. Achieving organizational well-being through proper alignment is a truly great reward. 


Leader’s Focus Should Be Individual’s Strengths

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Whether it's music, sports or a sales team the best leaders focus on individual strengths to get the best results.

Every company wants to utilize their employees efficiently and raise overall productivity. In order to do that, the best leader’s focus should be on individual strengths and talents and to place the right workers on jobs they can succeed at.

Happy workers are productive and innovative as well as loyal. When a worker feels proud of their accomplishments they will work twice as hard. What manager doesn’t want that? Steve Roesler on All Things Workplace points out the benefits of using this strategy in one simple example.

Leaders Should Focus on Individual Strengths and Talents

Here is a way to start thinking about where to invest energy: Building Strengths or Overcoming Weaknesses. I’ll use a sales example.

Let’s say you are a sales rep who has a track record of getting appointments and a presentation with 60% of the people on whom you call. But your ability to close the sale is 25%. You have been a sales rep at different companies for 18 years.(Stick with me, I’ve been a sales manager). What you now know is that you’re strength lies in building the initial relationship and being able to get in front of the client. No matter how hard you’ve worked at closing the sale, you’ve never gotten above 25%.

As your sales manager, I’d start thinking: If I help you focus on getting appointments and presentations–and you improve just 10%–then I have someone who can get us in front of a prospective client 66% of the time. If I start focusing on your closing deficit and you manage to improve 10%, you still only get to a 27.5% success rate. So I decide that I –or another “closer” with a high percentage of success–will come along to the presentations.

Read more of this article here

Sometimes even the workers aren’t sure where they really belong, a good leaders focus should be on the individuals strengths. When a manager takes the time to observe and assess the work environment and speak to their employees regularly they promote honest, stress free communication. They also create more opportunities to bring out the best in each employee by allowing them to use their strongest skills.



Does Your Boss Lack Strong Leadership Skills?

Does Your Boss Lack Strong Leadership Skills?

The question is simple: does your boss lack strong leadership skills?  And while the question is simple, the answer is actually quite complex and in most cases inappropriate to be discussed aloud.  Still, that does not mean that it should not be considered.  In fact, it seems like the opposite is true.  Annie McKee discusses the implications in her article published in the Huffingtonpost.com. 

Does Your Boss Lack Strong Leadership Skills?

“I can’t stand my boss.”

It’s a sad situation, really, when statements like these are at the center of so many conversations at work. But it’s true: bosses are disliked, despised, disrespected and detested. More people leave jobs because of their bosses than because of pay issues, working conditions or the job itself. In fact, in a Gallup survey, fully one half of all workers would fire their boss if given the opportunity. So, if we want to improve our workplaces and work lives, we better start by looking at why so many leaders are falling short on such a grand scale…In the end, organizations create their own monsters.

1. The first thing you need to do is check to see if you are one of them.
If you have become the person everyone loves to hate, it’s time for a change. It won’t necessarily be easy, but if you want to get back to the person you really are, you’ll need to take a hard look at what got you to this place. You’ll likely need to make some pretty major changes to your lifestyle so you can deal with the stress that is inherent in your job. You may need to put yourself in a learning mode — get a coach, find a good leadership program, develop daily routines that support you to be at your best more often, maybe even get a therapist. Yes, it might require even that. At the least, you’re sure to need to focus on personal growth. Professional development simply doesn’t happen without it.

2. If you’re not the problem — still a good leader, still creating a resonant environment for your team — you need to find ways to protect yourself from the dissonance around you. You can start by making sure your psychological defenses are strong and in place.

3. You can also take some solace in looking down and around you. Make sure that you’re not “kicking the dog.” Instead of passing on the bad behavior, do just the opposite. Get yourself to the point where you can share positive emotions, not negative. Create an environment that is full of promise and excitement, not doom and gloom. Engage your natural optimism and focus on hope. Focus on empathy and compassion so you can direct your activities toward supporting others. Hope and compassion are two ways to literally shift your brain into a mode that helps you deal with stress — while you are also protecting and inspiring others.

4. Finally, you can stop the madness by promoting the right people. Don’t focus so much on results, focus on how people get results.  No matter how unpleasant it is, you really do need to learn to give people honest feedback about their leadership skills. Complete Story Here.

Does your boss lack leadership skills is such an important question we must all ask ourselves as it directly impacts your successful development and promotion within a company, not to mention their influence on the type of leader you will become.  My personal experience with this issue has taught me if your boss is noticeably lacking leadership skills….you better run!