Feeds:
Posts
Comments

Archive for the ‘Uncategorized’ Category

light bulb team

We have been ticking down the list of the four things you must do to create a

Team Building Culture and they are:

  1. Assess the individual employee
  2. Assess the leader
  3. Assess the team
  4. Create a culture that values engagement

Today, we’ll take a look at our leaders.  Too often, folks are promoted to a position because they have proved themselves to be very good at the job they did.  There is a huge difference between being a great “Do-er” and an engaging “Lead-er”.  Since these skills often do not go hand-in-hand, appropriate assessments will tell you about the job fit of your leaders.

If employees are the foundation of a business, leaders are the essential framework as we begin building a business to a higher level.  The ability to engage others is the most essential part of every leader’s job profile and leadership skill set. The daily actions of senior leadership, managers and supervisors are the key drivers of engagement.

Appropriate assessments will tell you about the job fit of your existing leaders. This will allow you to identify top-performing and lesser-performing leaders.  The results will reveal a predictive performance pattern.  With this, you can compare the results to these benchmarks and accurately determine if your leaders are in the right jobs.  You can then decide if the gaps are because of a selection issue or if coaching and development can provide the solution.

Always begin by identifying the leadership skills that are most effective in engaging employees.When you increase the effectiveness of your leaders’ ability to engage and motivate their team, job satisfaction, productivity and better profits increase along with it. You will need feedback about each leader from his boss, peers and direct reports to accomplish this. When you have this information, you can successfully align leader’s behaviors and skills with the expectations of the organization and his boss.   Now, by the use of on-the-job coaching and performance feedback, you can begin to close the gaps in the desired skills and behaviors.

Next time, we’ll put together all the pieces of the team!

Advertisements

Read Full Post »

Image

Creating a Team Building Culture

 

Last time, we discussed “what not to do” when your mission is creating a culture that puts a high value on strong teams.  We identified the four things you must do to create a

Team Building Culture and they are:

  1. Assess the individual employee
  2. Assess the leader
  3. Assess the team
  4. Create a culture that values engagement

We begin with employees, because they are the foundation of your strong teams.  First, make sure they are in the right jobs. The average employee wants more than just a paycheck from his employer, many want training and stimulation so they can develop and promote. You can provide this opportunity using predictive performance or job matching technology. This way, you can strategically invest in your people, fully developing them for the jobs they are in, and you can tailor specific training for career advancement.

Identify your target employees, those who fit well in their current job, are fully engaged in their current role, and whose performance exceeds expectations. This is the kind of employee who achieves goals and has the ability to elevate the performance of other employees, teams, departments, and divisions. The right assessments will tell you about employees’ cognitive skills, job-related behaviors and occupational interests. You’ll need the right data for identifying your stand-out, target employees and those employees who are doing a good job but may not yet have emerged as your rising stars.

Challenge your employees! Managers may be four times more engaged than frontline employees because they have additional responsibilities. Give your employees stretch goals and let them learn from their mistakes. This will enhance the level of employee engagement.  Get their feedback as you challenge them because what you learn from them can be extremely important in helping implement solutions. Try this approach: Encourage the employee to identify: What can be improved?  What do we need here?  What can be adjusted? What should we start or stop doing?

The actions of senior leadership, managers and supervisors are the key drivers of your employee engagement. This is critical because it needs to be a vital part of every leader’s job profile and leadership skill set.  Next time, we’ll learn the value of assessing your leaders to reveal how adept they are at engaging those on their teams.  We will show you how!

Read Full Post »

%d bloggers like this: