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Welcome to our First Newsletter! We shall be publishing a
"monthly" newsletter to all our customers and those
who sign-up to receive an e-mail.
This month's articles
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Motivating Your People
When
talking with Leaders a key issue faced is how to motivate
their staff. I am often asked how do I motivate them, what
do I have to do? I often reply with a question - what motivates
you? As you might expect answers differ from leader to leader.
That said, there are some common themes, such as:
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Expectations
- clarity about what I am expected to do and how these
meet or not my own personal expectations
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Reward
and Recognition - not just financial, but recognition
for doing a good job
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Respect
- my values/beliefs and ideas are respected and treated
fairly by others
What
can I do differently to change my leadership and create a
team culture that enhances positive motivation? There are
a good many leadership practices that create the right culture,
these include:
- Authoritative,
trustworthy and consistent leadership that walks the talk.
Your integrity is always on show.
- A
friendly, open and accessible leadership style where you
are willing to be influenced by the people who work for
you.
To read
the full article click
here
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Building Trust Within Teams
The
foundation of high performing teams is the level of trust
that has been built within the team. My experience of working
with and in teams over a long period of time is that when
high levels of trust exist, team usually goes on to succeed.
Trust in a team looks something like this:
- When
things go wrong or there are issues, then team members readily
apologise to each other, especially when they do something
damaging to the team
- Team
members openly admit their strengths and weaknesses
- Members
are completely open about themselves and their personal
lives. The team share what is happening with each. The team
is comfortable about discussing personal issues with each
other.·
- Members
of the team understand the different personalities within
the team and modify their communication to get the best
out of team interactions.
Trust
in teams is about how the vulnerabilities of people within
the team are dealt with. Are the members willing to open themselves
up to each other, to feel vulnerable and yet safe?
To
read the full article on building trust, click
here
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Dealing with Dissonance between Vision
and Reality
Having
helped a number of organisations review staff satisfaction
results and develop a plan to tackle the causes of dissatisfaction,
I have found that one of the major causes is the dissonance
between the vision that senior management believes is in place
and that seen by front-line staff. Here are some typical examples:
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Vision
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Reality
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"A
fun, creative environment for staff"
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gossip-ridden;
conflict unresolved; too much done; high stress and
strain
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Our
managers are "empowering, role models"
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managers
hoard information; inter-competitiveness between departments
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To
change this requires spending a great deal of time actively
communicating and sharing the vision. To read more about how
to change this, [click
here]
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Latest News
If we can help or would more information, give
us a call on 01825 712373 or e-mail at the address below:
Contact us: contact@makingvisionreality.co.uk
Picture Credits: Copyright
© 2005 Alamy Ltd
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Thought
"Kind words can
be short and
easy to speak, but their
echoes are truly endless."
Mother Teresa
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