How much of your working day is controlled by OPP? If you run a business, organisation, team or family, then I'd guess that most of it is!
So what is OPP I hear you ask? 🙋 OTHER PEOPLE’S PRIORITIES! 😀 Managing your workload when also trying to manage OPP can feel pretty impossible and extremely stressful...
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How often do you ask yourself, "how and where can I make the most impact in the least amount of time?"
This is a great question - and one most people don't ask themselves often enough. We often spend our days lurching from one crisis to another. Constantly firefighting and reacting to our day...
Is it really time to invest in your workforce now? Or perhaps it's time to practise self-control, batten down the hatches, tighten the belt, etc? Sadly, people development is frequently the first thing to be postponed in hard times.
Even if some people's budgets are undoubtedly tighter, I believe it is now more important than ever to demonstrate to our teams that we value them by supporting their growth. BUT... "Good to Great" by Jim Collins is a book that explores what it takes for a company to transition from being a good company to a great one.
Here are my top lessons and big ideas from the book: Did you know that research shows that your new team members first day on the job can have a huge impact on what they think about working for you and how long they will stay?
Sadly, a lot of organisations and businesses don't get this right! It seems that if you are lucky you'll get a half assed induction and if you are not, you'll get enough information to scramble your brain by 11am! It's either a case of too much too soon or not enough. The first day of work is an experience worth investing in. In fact, let's take it back a step - the weeks leading up to the first day can be equally important to how someone feels on their first day... If you are like many businesses, the answer could be - not often enough!
According to the book ‘No Rule Rules’, at Netflix it is tantamount to being disloyal to the company if you fail to speak up when you disagree with a colleague or have feedback that could be helpful. After all, you could help the business—but you are choosing not to. I really love this. It shows a culture of trust, both in the management team and in each other. I often encourage clients to run either an anonymous team survey and/or a 360 survey to find out how their people are really feeling. Sometimes I come up to some very strong resistance in the beginning, usually because they are scared of what they will find out and reluctant to make the changes they know their staff will ask for.
Interestingly, a LOT of managers and leaders really struggle to praise their team.
This can often depend on their DISC profile (if you are not sure what this is and manage a team - we REALLY need to talk 😊). D profiles will struggle to praise unless you go way above and beyond their expectations. I profiles will be over the top and possibly even praise you for arriving to work every day. 😉 S profiles will take giving praise seriously and will probably be pretty good at it. C profiles probably won’t think to unless your work is perfectly perfect. It’s your job after all. How good are you at praising? |
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