Communication - The practice of leadership
http://www.thepracticeofleadership.net/tag/communication/
Stumbled over this site and it gave me pause to think ... to be an effective leader one must be relevant. It is all too easy to settle into the general operational running of "things" and to forget that we must continue to strive ahead.
I've seen situations where certainty and stability have led to a feeling of comfort, which has preceded complacency ... and this has generally been followed by irrelevancy. It is all too easy to become comfortable, but in that comfort lies danger ... become too comfy and it becomes more and more difficult to provide the direction and MOVEMENT that staff will be looking to you to provide.
The question, I suppose, is how you guard against this, and how you make sure you develop and maintain momentum for the longer term.
Stumbled over this site and it gave me pause to think ... to be an effective leader one must be relevant. It is all too easy to settle into the general operational running of "things" and to forget that we must continue to strive ahead.
I've seen situations where certainty and stability have led to a feeling of comfort, which has preceded complacency ... and this has generally been followed by irrelevancy. It is all too easy to become comfortable, but in that comfort lies danger ... become too comfy and it becomes more and more difficult to provide the direction and MOVEMENT that staff will be looking to you to provide.
The question, I suppose, is how you guard against this, and how you make sure you develop and maintain momentum for the longer term.
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Interesting question. I'm drawn to less is more, and even that may be too much :) My experience has shown me that the more fearful the organisation is, the more often it seeks to measure as a means to try and stave off the fear. It then often ends u…
I would contend never is too soon.
If you understand what engagement is and how to achieve it, then you know what an engaged employee sounds like and acts like as compared to one who is somewhat engaged or disengaged. Surveys turn people off while…
Look beyond generic engagement tools: focus on personal drivers from employees, group them accordingly and align engagement tools.
The real challenge to engage employees is to gain trust by giving them autonomy to shape their own jobs to their own wishes, interests and strengths but always aligned with an open and transparant organisational vision and strategy.
Before you start engaging an employee, know him and respect him as an individual first and engagement will follow.
Listen! Zip your mouth. Don't interrupt them when they are opening up to you and expressing there feelings. Remember, its about them not you!
Engagement is to be seen not as an activity but that is the only way the society works.
The management equivalent of ‘Air’ is to practice transparency with team members by managers.
Dr. Jose M F, India, Bangalore
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If you focus on engagement, productivity will follow. If you focus on productivity, you may not get it.
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