EffortlessHR Blog » Leadership http://www.effortlesshr.com/blog A comprehensive human resources blog with a focus on small business labor laws and employee issues. Mon, 01 Aug 2011 21:35:01 +0000 en hourly 1 http://wordpress.org/?v=3.3.1 How to be an effective leader http://www.effortlesshr.com/blog/management/how-to-be-an-effective-leader/ http://www.effortlesshr.com/blog/management/how-to-be-an-effective-leader/#comments Tue, 14 Dec 2010 15:00:16 +0000 Lola Kakes http://www.effortlesshr.com/blog/?p=730 Before we begin to discuss being a leader, we probably should define what a leader is.  This is important because there can be a distinction between being a “boss” and being a “leader”. 

Your position may define you as a boss, which provides you with the authority to accomplish tasks and objectives.  This authority does not define you as a leader, however.  It simply makes you the boss.  Leaders can be defined as a person who influences others to accomplish the tasks and objectives.   A leader makes others want to achieve the tasks and goals they are given.

That isn’t to say that leaders don’t have tasks to perform.  It is just that when they do have tasks they often use the following three “C”s to keep projects running smoothly.  There may be others that are important, but we will just discuss these three for now.

  • Communicate
  • Coordinate
  • Collaborate

Communicate

A “Boss” may have important information.   Having this information may also make them feel important.  How you use the information or what you do with it can make you a “Leader”    The challenge is the sharing of important information.  Other employees may not be eager to share information with someone they don’t know well or do not trust. 

Leaders must work hard at establishing good lines of communication.  Communication helps everyone agree on roles within the organization, the tasks to be accomplished, the time lines to get projects out the door, learning what the customer wants and describing that need to others, and listening to what is being said. 

Coordinate

A “Boss” may just give an employee an assignment and assume it will be accomplished.  A “Leader” will coordinate the completion or hand-off of a project/task with those who can best accomplish the goals.  They know their people and realize who works best in what area.  They don’t just hand an employee a task, they delegate the authority to the employee to get the job done.

Collaborate

A “Boss” may not want to roll up their sleeves and get the job done.  They may not want to get their hands dirty as they may believe the job is not theirs to do.  A “Leader” understands that collaboration requires working side-by-side to meet the goals and objectives of the organization.  Leaders use their collaborative skills to achieve significant accomplishments and they understand, appreciate, and leverage the differences in their people to produce the greatest solutions for complex challenges.

The three “C”s cannot be effectively used, however, unless you have built a solid foundation on TRUST.  The relationships that Leaders build form the foundation upon which a company flourishes.  Leaders understand that by knowing their employees, they know who they can count on to get the job done.  

There are trust builders and trust busters.  Look at the following list and see where you are in building your leadership.

Builders                                                                                          Busters

  • Share needed information                                                     Sharing Confidential Information
  • Loyal                                                                                               Giving information to outsiders
  • Acceptance of others                                                               Withholding information
  • Valuing others                                                                             Vague instructions
  • Awareness of what is happening                                          Hidden agendas
  • Openness                                                                                        Fear tactics
  • Honesty                                                                                          Public criticism or embarrassment

 

And remember, the deepest foundation builder for developing leaders is good communication!

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    Source: Effortless HR Software's HR Blog | How to be an effective leader
    ]]> http://www.effortlesshr.com/blog/management/how-to-be-an-effective-leader/feed/ 8 From Employed to Engaged http://www.effortlesshr.com/blog/employee-issues/employed-engaged/ http://www.effortlesshr.com/blog/employee-issues/employed-engaged/#comments Tue, 21 Oct 2008 16:27:26 +0000 Cathy Baniewicz http://www.effortlesshr.com/blog/?p=154 Mary Weather is one of your key employees. The customers ask for her by name and she is one of your best team leaders. Today she comes into your office and tells you that she has accepted an exciting opportunity. You are taken aback. What happened, you ask yourself? Of course, you’ll have an exit interview, but it’s too late to save Mary,

    Turnover is costly:

    • At least one and a half times an entry level employee’s salary – much higher for management level staff.
    • Affects other employees – someone will have extra work until the new person is hired
    • Delays the company in meeting its goals
    • Upsetting for the customers – they don’t like to “train” new people

    The latest buzz word with regard to employee retention is “engaged”. Will we recruit another body to be “employed”, or do we want someone committed to the organization, “engaged”?

    What are the characteristics of an engaged employee?

    • They love with they do – job content is the key
    • Engaged employees are leaders as well as team players
    • They have a positive attitude – enthusiastic for new opportunities
    • Engaged employees understand the importance of customer service
    • They are committed and will go the extra mile
    • Engaged employees are less likely to leave the company

    What is the secret to building and maintaining an engaged workforce.

    1.) Recruit carefully

    • Define the job – know what you’re looking for
    • Determine performance criteria
    • Don’t hire in haste! Leave the position open until you find the right fit.

    2.) Make “Onboarding” meaningful

    • Appoint a coach or mentor to ease the new employee’s transition into the workplace
    • Communicate what is expected during the introductory (probationary) period and who the employee can go to for assistance
    • Little things mean a lot – have all the basics in place like computers, office supplies, business cards, etc.

    3.) Provide opportunities

    • Employees will leave a job if it doesn’t offer career development and challenges
    • If you are a small company and promotions are not readily available, important project work that provides for skill development should be considered to keep employees motivated.
    • Offer opportunities for continued professional development, i.e., seminars, membership in professional organizations, etc.
    • Where possible, offer flexible work schedules/telecommuting. Today’s diverse workforce faces challenges regarding child care, elder care, etc. A flexible employer is an employer of choice.

    4.) Get the Wrong People Off the Bus!

    From Good to Great: Why Some Companies make the Leap…and Others Don’t by Jim Collins

    advises employers to get the right people in the right seats, and to get the wrong people off the

    bus.

    People get frustrated with co-workers who do not pull their weight. Companied who tolerate

    poor performance will drive off the good employees

    5.) Senior Management

    • Needs to “walk the talk”. So often it’s do what I say, not what I do.
    • Make a decided effort to know the employees on an individual basis.
    • Identify and weed out poor supervisors
    • Communicate on many levels, not exclusively by e-mail and text messages.

    6.) Also Important

    • Reward employee contributions – do this in creative ways and do it often!
    • Recognize the generational differences and provide opportunities for employees of all age groups to work together.
    • Conduct period employee surveys – CAUTION – do not ask for suggestions if you have no intention to do anything with the feedback. This doesn’t mean you must act upon every suggestion, but surveyed employees need to have their input acknowledged.
    • Make certain that your salaries and benefits are competitive.

    Strive for an Engaged Workforce. Your turnover will be lower, your customers will be more satisfied and your profitability will increase!

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    Source: Effortless HR Software's HR Blog | From Employed to Engaged
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