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People-centered workplaces

People Management – Creating People-Centered Workplaces

There is an epic shift taking place away from “talent” to a focus on “people.” Talent scarcity is still a problem, but engagement, empowerment, and work environments that are people-centered are now the real issues companies face.

We know this shift has happened because all our research shows that engagement and retention has become one of the biggest issues in business today (followed very closely by the need to give people education, training, and development). If companies can’t create a work environment that attracts people to the organization, top talent goes elsewhere. This is why new tools to understand the drivers of engagement, analyze and predict retention, and manage flight risk are among the hottest new areas of HR. (The annual engagement survey is rapidly becoming obsolete.)

A company’s ability to attract talent (the right people, not just anyone) is now one of the biggest differentiating factors in business. It is becoming increasingly important to assess your culture and find people who “fit” – fit with your strategy, your culture, your team, as well as the job.
Dialogue on cultural transformation provides the space for new-thinking about employees as “people”, and the impact of naming the HR organization “People Management” or “People Operations”. HR still has to do administration, but ultimately the job is changing to make sure “people” are engaged, trained, in the right jobs, aligned, and supported in a workplace environment that enables the organization to reach its full potential and strategic goals.
If companies start to think of employees as “people” or consumers (ie. they can always go elsewhere), then all of a sudden we think about “talent management” in a new way. It’s not just a way to integrate HR processes, it’s a series of strategies, programs, investments, and promises that make everyone’s life, work, and career better for them (not just the company). This is where work is going – we now work in a world of independent free agents, each of which is like a voluntary “consumer” who may choose to stay or leave.

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

Healthy Conversations to Improve Staff Engagement

In recent cultural values assessments conducted for clients interested in feedback about their workplace culture, several things have been showing up consistently. The desire for the following competencies related to facilitative leadership. With low staff morale, engagement and productivity, I believe we as leaders need to be the change and start having more facilitative dialogue with Staff.

The first step in transformation of any kind is to become aware of the problems and the need for change. Organizational transformation happens one healthy conversation at a time. Therefore each conversation we have with Staff is an opportunity to build engagement and empower them to be the change they want to see.

What is the quality of the conversations you are leading with staff?

How do you rate yourself on the follow facilitative leadership competencies?

Facilitative Leadership Competencies

  • Seeks advice. Builds consensus. Creates positive spirit.
  • Strong focus on continuous learning, continuous renewal and innovation.
  • Actively engaged in own personal development, and supports personal development of direct reports.
  • Empowers staff to make decisions. Resists the temptation to micro manage the work of others.
  • Adaptable, courageous and enjoys challenges.

Tips for Healthy Conversations:

Speaking: Say what you mean

Speaking with care enables people to understand and dialogue with your ideas

  • Think before you speak
  • Your voice and body communicate
  • Stick to the topic
  • Speak with the person or group
  • Say what you intend
  • Imagine the results

 

Listening: Hearing what others mean

Listening is about trust, respect, involvement and information more that it is about ears.

  • Stop talking
  • Look, act and be interested
  • Don’t interrupt
  • Try to get inside the other’s perspective
  • Listen between the lines
  • Watch body language

 

Asking: Interacting with intention

Questions are the vehicle that take us to interaction and understanding.

  • Clarify what has been said
  • Probe to find deeper meaning
  • Generate non-linear, creative thinking
  • Promote looking below the surface
  • Encourage reflection
  • Move toward action

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an- Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

 

Feeding the Human Spirit

What inspires a person to give countless hours to community service and not be willing to go the extra mile for their employer?

This question came up yesterday in a seminar on Creating Cultural Impact I was delivering to a group a public servants. They were interested in learning how to create a high performing workplace culture in the aftermath of deficit reduction.

Culture in this sense is defined by how people do things, they way they work together, make decisions and management style.

I could sense it was an ‘ahha’ moment for the group, discovering the power of inspiration that drives people to give of themselves and want to make a difference for no financial return.

If they aren’t doing it for the money then what motivates people to do volunteer service and how can leaders tap into this source of inspiration and performance to create a high performing workplace culture. That’s the million dollar question for organizations.

We all have motivational drivers that cause us to do certain things and ignore others. These drivers make us unique and they add to the challenge in the workplace of managing diversity on a team. What inspires one person may not be the same for another person.
For example teamwork may inspire one individual while autonomy may be another’s preference in work style. The secret to creating a high performing workplace is valuing people for who they truly are and enabling those values to be lived.

Who are you? Some of the answers to this question are your personal values.
For example: I’m creative, I like teamwork, open communication, building relationships, commitment, integrity, honesty, respect, cooperation, making a difference, giving back … the list goes on. These values feed the human spirit. Some people would say they are the human spirit. They inspire us and are a source of life force energy.

What makes each of us unique is our personal values and beliefs. These values and beliefs drive our behavior. When you are able to live and experience your personal values they give you energy and a positive mental attitude. When you are not able to live these values, or they are being ignored or stepped on how do you feel? Do you want to continue working there and giving your 100%? No. Your engagement and performance drop off. Many people leave organizations because their values are not being respected or lived.

Gallup research shows the average level of engagement in organizations in North America is between 26-30%. What a waste of performance. People are coming to work but leaving their best at home.

The law of performance states: Positive Mental Attitude x Ability = Performance.

If positive mental attitude is 0 then no matter how much talent or ability you have, the performance will still be 0.

Personal values are what drive people to give of themselves and countless hours to community service. These same personal values will also drive individuals to excel and go the extra mile for their organization.

Hence a key factor in creating a high performing culture is aligning with personal values in the workplace. This means tapping into the personal values of individuals and finding out what will drive high performing behaviors. This knowledge serves to create a high performing culture.

We all want to wake up in the morning and be happy to go to work don’t we?

 

Be sure to visit our Resource Center for valuable leadership development resources

Our Elearning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

The High Cost of Low Engagement

Increasing employee engagement and performance are top of mind issues for business leaders.

  1. Do you know the cost of low engagement on your bottom line?
  2. What would you do differently if you did?

Low Engagement Scenario:

  • There are 100 people in the organization with an average annual salary of $50,000 = 5,000,000
  • Employees are at some level demotivated, but still competent – 40% demotivated
    • (Gallup average disengagement level in North America is between 65-70%)
  • This means they are operating at a level of performance – 60%
  • Operating loss of = $5,000,000 x .40 = (2,000,000)

Note: This loss does not count the cost of lost customers/clients because of dealing with one of these employees.

Demotivated and disengaged people do not like to be alone. They recruit others in the lunch room, company picnic… where ever there are opportunities to play the game “isn’t it awful”. Therefore if you do nothing the number of disengaged employees and costs will increase even more.

Demotivated employees usual stay for a minimum of 6 months or more.

How long do you want them to stay?

Have you considered what it really means to be engaged?

The new business paradigm of the 21st century has put more attention on culture, how things are done, decisions are made, and the work environment. Times have changed and with these changes management styles and leadership must understand and respond to what employees are looking for.  There are three key elements that will increase engagement.

Employees want to:

  1. Understand what they are responsible for;
  2. Be committed to the goals;
  3. Excited about where the company is going and helping it get there.

Why do Employees Become Disengaged?

  1. “Lack of energy” – they are not well-matched for the job, want to make decisions and not being allowed to
  2. “Lack of endorsement” – they do not feel valued, supported or included in the organization by their superior (recognition)
  3. “Inability to adapt to change” – they do not understand what is expected of them. The change strategy does not include training to support development of new desired behaviours.

To Shift Engagement

What would it be worth to your organization if you could measure your level of de-motivation and create a true atmosphere of full engagement that meets your corporate initiatives for growth? Check out the RESOURCES tab and download Improving Your Business Through Values to learn more about mapping and measuring your culture.

Does this interest you?

In our scenario with 100 people and 40% level disengagement, you are CONSERVATIVELY spending a minimum of $2,000,000 a year on demotivated employees.

Let’s SHIFT the perspective to what can be done cost effectively. If you were able to move your employees and increase engagement by only 10%, you would gain $200,000 to your bottom line.

Is this doable for you?

The way forward is changing what you value and associated behaviours. Change behaviours and you change business results.

The gains:

  • New ways of working with staff
  • Pinpointing exactly what is needed
  • More business focus and results orientation
  • Creating a positive “want to” íattitude toward tasks

The changes:

  1. New leadership behaviours to change the culture
  2. New employee behaviours indicating shifts in culture
  3. Improved business results

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.