Leadership
The cost of strategic disagreement
Assess the behavioral fit of your leadership team
Adapting your business strategy is important, but execution is what determines success or failure. That begins with assessing senior team/strategy fit. Which executives are behaviorally suited to the task at hand? Who may struggle to perform while trying to execute the revised strategic priorities? You may be tempted to assess the team based on gut…
Self-awareness of your leadership superpowers
Manager self-awareness is a key contributing factor to employee engagement. A manager that’s aware of their own natural behavioral tendencies and has the ability to adapt to the needs of others, is a manager that can motivate others and get the best out of their team members. During times of stress or pressure, we all…
Inspiring high-performing teams
During times of rightsizing and reorganization, consolidation of teams is inevitable. Even when the changes are seemingly small, each team alteration can change dynamics based on new co-worker relationships. And, if you’re not careful, the performance of these groups can falter. At a time when resources are so valuable, every team must be optimized to…
Developing self-aware leaders
Leadership opportunities provide another means of engaging employees. They also upskill your people at a time your organization needs it most. When developing leaders, it’s important to teach the value of self-awareness. Using behavioral data, you can objectively walk employees through their unique behavioral strengths and caution areas. Then, you can compare their behavioral makeup to others…
Maintaining career pathing
Traditionally, career pathing is an opportunity to identify and create new roles as your organization grows. It’s also a way to incentivize employees and reward high performance. The dynamics change significantly in a crisis scenario. You may have a hiring freeze in place. Without the ability to bring on new employees, you don’t have the…
Promoting leaders at every level
Your culture is not defined just by those at the top. Every person in an organization has the ability to impact the culture. That’s why it’s important to support culture leaders at every level. Sometimes, even those with the least amount of formal authority can play the biggest role in culture. Give employees an opportunity…
Coaching employees
Managing your employees and providing feedback is important, but coaching them on how to get there is vital to their success. Schedule a recurring meeting to have open discussion about their personal and professional development. Remember, your responsibility isn’t to directly set a goal for them. Instead, ask clarifying questions and discuss paths they can…
Holding employees accountable
Much like feedback, holding someone accountable to something means there needs to be a clear goal or expectation set. Even CEOs struggle with holding people accountable. So, how do we get better? Consider yourself. Are you holding yourself accountable? If the answer is no, then you’re not setting the right example for your employees. Demonstrate that…
Giving feedback to employees
Now that your employees have something to work towards, it’s critical they’re able to assess how they’re doing through feedback. Providing feedback is something many struggle with, but there are principles you can follow to make giving feedback easier: This way the employee understands exactly what they did right or wrong and how the company…
Building career paths
Giving people something to work towards will inspire them to grow. Progressing toward a goal is a strong motivator and opportunities to grow professionally is a top driver for employee engagement. This is why creating career paths for your employees has a direct impact on your business results. Clear career paths can help you motivate employees in…