In this series we are talking about connecting – connecting to people, connecting people to the business results you want, and getting those results.
In Step 1 you selected up to three of the most critical strategic themes or objectives. In Step 2 you mapped these themes to your Strategy so that key objectives can be prioritized and contrasted (it is not uncommon to have conflicting objectives that need to be sorted out). And in Step 3 you prioritized so that you’d be sure that what is most important gets done.
Now before we move on, it is critical to have a plan for identifying and removing roadblocks. You will face at least one. I’m going to list a few of the most common ones here, along with answers that have worked for others. I’d love to have comments and additions from readers.
Here are three common roadblocks to getting what you expect: Continue reading “Leadership -Connecting with (your) people to improve results. Step 4: Removing roadblocks”
What’s in it for me? (aka WIIFM). You may be asking yourself this right now. Do you think there has been a disconnect in communication, and strategy, in corporate America? I know there has! When people are not communicating transparently and with empathy, the disconnect between what people do and what leaders expect (aka Strategy) grows larger. Reconnecting people – at all levels – into performance management systems and to the performance of the company is critical. And it is do-able! I’ll step you through. First, take 3 minutes to watch this presentation, and subscribe to this blog at the upper right of the home page to keep tracking, and improve your performance now!
Click here to open this presentation in a new window
Note: This presentation was created under my former name, Lori Evans (aka Lori Leavitt Evans). I now go by Lori Michele Leavitt. Abrige Corp. does business through its Aligned Momentum performance software, M2M/IoT company C-Secure Systems and performance coaching and consulting firm Lori Michele Leavitt.
Question: How do you get employees motivated and passionate about the mission of the organization so that they strive for self improvement and improved work performance without micromanaging from management or finger pointing at their colleagues?
You’ve put a lot of great keywords into your question: motivated, passionate, mission…
This tells me what a great leader you are – congrats!
But guess what? -No one in your company will care about the practice in the way that you do. That is because the WIIFM (what’s in it for me) for you IS your company; that’s not the case for your employees.
I also love that you brought up finger-pointing. It is a sign of unclear roles and expectations (read: measures).
Continue reading “Motivating employees – discover their “WIIFM””
What message would you communicate to your employees if you are (or were to be) a leader of a company suffering from lost profits, lost customers and/or lost value during these still uncertain times? How would you communicate it? What would you expect the employees to do next? What might you tell employees about changes you/leadership will make? How would you handle your own emotions caused by uncertainty? How might you refocus yourself, your mastermind (those around you that help with decisions) and your employees on solutions? How might you keep the communication… and the positive sparks it should create…alive?