Guest Article: Using Culture to Drive Policy Decisions by Ben

Decision making isn’t always a process of identifying and communicating facts. There’s often an underlying foundation of history, preferences, and other elements that add a layer to the decision making process. Recently I talked about how even something as seemingly simple as a policy decision can be affected by the organization’s culture.

The corporate culture influences the determination from the initial consideration through to the final steps of implementation. Over at the Brandon Hall Group blog, we’ll look at some of those underlying factors and how you can leverage them to make policy decisions stick.

Check out Culture Drives Policy Implementation at Human Resources Today to learn more

The post Using Culture to Drive Policy Decisions appeared first on upstartHR.

Article source:Ben - Using Culture to Drive Policy Decisions»



Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Leadership by Ranting is No Way to Inspire People by Jennifer Miller

It’s tough to respect a leader who’s always losing his cool. Case in point: during college, I worked in a family-owned Italian restaurant whose proprietor had a fiery, larger-than-life personality. When he was frustrated, ‘Tony” was prone to emotional outbursts. One day, I received this upbraiding for not setting up the salad bar correctly: “You make me so mad, Jennifer, I wanna poke your eyes out!”

The eruption was so ludicrous that I had to fight from laughing. Tony was truly angry with me, but his continual tirades had begun to fall on deaf ears. Clearly, self-control was not Tony’s strong suit, and his behavior taught me this: “leadership by rant” is pretty darn ineffective.

A leader’s emotional self-control is like a car’s gas tank: some folks’ tanks are bigger, but eventually, all tanks run out of gas. Leaders who stay tuned into their “fuel level” are able to refill before damaging their work relationships. In his book “Making Habits, Breaking Habits: Why We Do Things, Why We Don’t, and How to Make Any Change Stick,” psychologist Jeremy Dean puts it this way: “It’s crucial to respect the fact that self-control is a limited resource and you are likely to overestimate its strength. Recognizing when your levels of self-control are low means you can make specific plans for those times.”

As a leader, do you ever feel your self-control slipping? Here are three ways you can minimize this respect-damaging aspect of leadership:

Use your fuel gauge. Pay attention to when your emotional gas tank is full; reserve those times for particularly challenging mental work or conversations that require significant emotional self-control. Likewise, take note of when your tank is nearly depleted. Even if your reserves are low and you can’t put off a difficult task, it’s acceptable to negotiate time for a quick recharge: “Sam, we do need to talk about this. I’m just finishing up on this report. I’d like to take a quick break so I can switch gears and give you my full attention. How about if we meet in 10 minutes?”

Adjust fuel quality. What quality of gas do you need to put in your tank? Some days, all that’s needed to refuel is a quick break and you’re back on track. For especially challenging days, be sure to fuel up with something higher octane. For example, if you have a busy travel itinerary planned, be sure to eat as healthfully as you can. A diet of donuts and soda pop causes your blood sugar to plummet, increasing your irritability — sapping your ability to stay calm and focused.

Heed the warning light. Most cars have an indicator that lights when the vehicle has only a few miles of gas left. Are you aware of a similar indicator in your leadership life? What are the situations that trigger a less-than-positive response from you? For example, a manager that I know has a pet peeve about a particular phrase. She’s told me that when she hears people say, “it’s not our job to …” it angers hers and causes her to tune out the remainder of the message. “It’s not a rational reaction, and I’ve missed some important information by allowing myself to focus on that phrase rather than hear out the speaker,” she says.

This manager has learned to cope by mentally acknowledging that she’s heard a “trigger phrase.” She then takes a deep breath, focusing on the speaker’s entire message. When you learn to spot your self-control triggers, you’ll be better prepared to head outbursts off at the pass.

My boss Tony had emotional reserves the size of a sub-compact’s gas tank. Even if your “tank” holds much more fuel than Tony’s, you still need to recognize the factors that contribute to loss of emotional control. The occasional outburst shows you’re human; anything more than that and you risk losing the respect and trust of your team.

This post originally appeared on Smartblog on Leadership as Leadership self-control: 3 ways to avoid losing your cool.

Copyright: bialasiewicz / 123RF Stock Photo

Article source:Jennifer Miller - Leadership by Ranting is No Way to Inspire People»

4 tips for a healthier workplace

Is your company making you sick? Been stuck in that uncomfortable office chair all day? Becoming

accustomed to the sounds of colleagues sniffling their way through flu season or are you tempted on a regular basis by nearby snacks to get you through the day? 

If you answered yes to one or more of those then don't panic, but your workplace may be having a negative effect on your health, and in turn may be affecting your productivity and even desire to work! There are some simple changes all leaders and individuals should incorporate into daily routines to combat the wrath of the unhealthy workplace:

      Get out of the chair

Sitting is the new smoking. No really, if you’re like most office workers and are sedentary for more than 6 hours a day, you’re putting your health at risk. Research suggests that our fat burning mechanisms switch off when we’re inactive, consequently we’re putting the sit into obesity. Set aside some time after completing major tasks and go for a walk around your office.Talking to others around the office, and using your lunch break to get some fresh air will also help to keep your mind fresh and ready for the day's challenges!

     Avoid Temptation
When you're day is feeling extra repetitive it can become all too simple to take frequent walks to the fridge or food table. Test out that will power against unhealthy snack choices, you know you have it in you. Better still; bring simple pre-prepared snacks to work from home. It’s a full proof plan; you’ll have healthy snacks to scrape you past 3:30-itis and you’ll save money!

     Hygiene
Is there anything more soothing than the background noise of sniffling and coughing in the office? Well that’s debatable! We can’t control our colleagues but we CAN protect ourselves from contracting that dreaded flu. Practicing good hygiene and hand washing is always important, but even more so in the winter months, or when a bug is going around the office.

      Walking meetings
 Have you ever considered going for a walk outside the office with a colleague to discuss your ideas? It’s a productive and healthy alternative, so long as your walking meeting doesn’t turn into a conversation about what shocking revelation took place on your favourite TV show last night. Who knows, the fresh air might motivate you into realising new and interesting ideas.

A lot of these tips are centered around getting up and getting moving but it’s of paramount importance. Australians now spend the equivalent of a full working week sitting down. This may seem alarming for some but does anyone actually spend much time out of their chair at work? If you focus on all of the above tips you will be well on your way to jumping back onto the health bandwagon.

Guest Article: Myer sacks lying executive on his first day: How were they duped? by Ross Clennett

It was a highly embarrassing day for Myer this past Tuesday. After announcing the previous Thursday that 'Andrew Flanagan, has been ­appointed group general manager for strategy and business development', Myer confirmed on Tuesday that Flanagan had been fired after it was revealed that he was not, as reported, 'formerly managing director and Asia-Pacific

Article source:Ross Clennett - Myer sacks lying executive on his first day: How were they duped?»



Check out more of Ross Clennett's work at his blog

What do you do when it can’t be done? Learning to say ‘No’

You have just been assigned another project on top of your already full in-tray and you cannot imagine how you will get it all done. The work is piling up and there is barely time for the current projects, let alone adding a new one..

 

But can you say no to your boss?

Well you can if you have a good reason. Although this conversation is by no means easy, it is necessary, and if handled correctly, will leave you much better off in the long run. Without your boss knowing that there is too much on your plate, you’ll be left to figure it out (and stress about it) alone. The stress that eventuates will decrease the quality of your work and potentially place you in a worse position than  if you had  said no in the first instance. However, saying no is not something you can just do on a whim; make sure you have a really good reason for doing so. Your boss is probably not going to look too kindly on excuses such as “it’s too difficult” or “it isn’t part of my job description”, so make sure you truly believe it is not possible before you begin.

 Questions to ask yourself before you say no

• What other assignments am I working on that will leave me no time for this one? Writing up a list of tasks to complete is an excellent way to conceptualise how much work has to be done.  
•  Will this new assignment prevent me from completing other, potentially more important and valuable work?
• Am I the only person who can successfully complete this project?
• Can I delegate some of my current work to give me more time to work on this?

If there really is no other option you need to have a conversation with your boss as soon as possible. So how do you tell your superior that you need to lighten the load? Here are 5 strategies to consider:

1. Speak up straight away

By informing your boss as soon as you know you cannot take on an additional project, you are giving them plenty of time to find somebody else, change the deadlines or explore other options. 

2. Get a handle on your emotions

Do not walk into your boss’ office feeling out of control and emotional. You need to relax and address the issue calmly and professionally; if you do this your boss is more likely to listen and take onboard what you are saying.

3. Include specific information

Explain to your manager what you are working on and give clear estimates for how long each project will take and the tasks involved. Presenting a clear picture of what’s on your plate will give your boss a good idea of how much work you have and exactly why you are saying no.

4. Discuss quality concerns

If you think that your other work will suffer by adding another project to your workload, admit this fact to your boss. They will probably appreciate your dedication to your work as well as your honesty.

5. Explore solutions

Come into the conversation with a few possible alternatives to you undertaking the project. Options may include considering sharing the project with a colleague or a team,assisting with some of the work in an advisory role, or suggesting a colleague who may be better equipped to handle the project.

 

At the end of the conversation express your gratitude for your boss taking the time to listen to you and assisting you with your workload, and be sure to agree on the final take away decisions.  As difficult as it is to have this conversation it is important to appear dedicated to the organisation and demonstrate that you are actively completing tasks.   

Guest Article: 30 Articles on Navigating Change by Jennifer Miller

Guest Article: Leadership Musicality – 3 Tips to Make Your Communication Hit the Right Notes by Jennifer Miller

When my daughter started ukulele lessons, her instructor explained that music is composed of three things: “melody,” which is made up of notes along the scale, “harmony,” which is the chords, and “rhythm,” the beat of the music. In listening to this explanation, it was easy to draw parallels to how leaders communicate messages to their teams.

Think about the next important message you must communicate. As a leader, are you making full use of all three musical elements? Here’s how to ensure your communication hits the right notes.

Make it memorable. In music, a melody is defined as “a pleasing series of musical notes that form the main part of a song or piece of music.” The melodies to our favorite songs are easy to remember and something that we enjoy hearing repeatedly. A catchy tune on a TV or radio commercial lingers long after we first hear it. In much the same way, your message’s main point must be memorable and easy to repeat. For example, a vice president of claims for an insurance company implemented a “one-and-done” customer service philosophy to emphasize the need for claims representatives to close claims after the first customer contact.

Add the supporting elements of your message. Musical harmony refers to the supportive aspect of the notes, defined by Merriam-Webster as the “pleasing or congruent arrangement of parts.” Harmony in music is about bolstering the melody’s key points in a way that enhances the song. When you are crafting your leadership message, think about the sub-points you will make that reinforce your main message. Also consider the ways in which you can enlist your team’s support of the message.

Establish a beat. What is your message’s rhythm? Think of it as a drumbeat. Some messages require people to act quickly or with a sense of purpose; others require time for reflection. Does your message have the upbeat tempo of John Philip Sousa’s “Stars and Stripes Forever”? Or, is the cadence you’re setting more contemplative, like the languid, adagio tempo of a classical song? Much like orchestra members take their pacing cues from the conductor, your team will pick up on the beat of your message and act accordingly.

Ask yourself these questions to help determine the musicality of your message:

• If your message could be put to music, what musical genre would it be?


• What emotion do you want people to feel after hearing your message?


• In what ways can people “harmonize” with your message — by providing support, asking questions, and even pushing back on the theme to gain clarity?


• How quickly do you want team members to take action?


• How will you conclude your message — with a crescendo or a fade into silence?

Even if you have no interest in playing a musical instrument, your leadership practices can still benefit from “Music 101.” By keeping the three musical elements of melody, harmony and rhythm in mind you will craft memorable messages that move people to action and inspiration.

This article originally appeared on Smartblog on Leadership as 3 key elements of leadership communication.

Image credit: Fotalia

Article source:Jennifer Miller - Leadership Musicality – 3 Tips to Make Your Communication Hit the Right Notes»

5 simple ways to show employees appreciation

Have you ever been in a workplace where the job satisfaction and morale of employees is low, often resulting in rumours, tense attitudes, difficulty in concentration and eventually high turnover? Research has shown that by simply showing your appreciation to employees that the overall engagement and productivity of workplace will increase dramatically!

Employees that feel appreciated and valued by their employers feel more motivated to go the extra mile for the company, and deliver on results and targets. In addition, they feel happy with their roles and will be more inclined to stay long-term with the business.  This brings you reduced costs in resolving conflict and delays that may potentially be the result of employee dissatisfaction, and increased performance all round!

So, here are 5 simple ways that any employer can show their employees real and effective appreciation:

1. Be transparent and clear

When giving feedback and comments on the work of employees, give them the honest and direct truth. By being vague and protecting them from reality, you will let them continue to make the same inaccurate assumptions and mistakes, reducing the quality of work output in your company. Apart from mistakes, be sure to always bring up even small successes and positive achievements with your staff, and articulate that even if their achievement was small, it can have much larger connotations for the business. This will re-establish an important ongoing positive feeling that their role has a larger influence than they may think.

2. Provide opportunities for new experiences

When your employees show interest in an area that is different to the one they usually work in, pay attention so you can provide them an opportunity to broaden their skill set. If you don’t have a task for them that suits their growing interest straight away, be sure to ask them more questions to see if there’s something similar, and take note of what they’d like to work on. This will not only give employees the chance to continuously improve their skill set, but will allow for flexibility in the workplace when changes occur in projects or overall staff size.

3. Reward performance appropriately

For example, if a team has successfully secured a deal with a difficult client, or fixed a large problem, you can take employees to a group lunch as a reward or sign of appreciation. Becoming more formal with rewards such as group emails or ‘employee of the month’ systems is another idea, but be sure to keep competition friendly and engaging rather than ‘us vs. them’.

Other easy ideas include:

• Leaving notes written work with what you liked and why you think it will have positive outcomes
• Encouraging staff  to leave on time or early if they’ve really been pushing themselves
• Let staff know what new projects or benefits await them upon achieving certain targets, and DELIVER!

4. Don’t act like you don’t care, relate to your staff

Refrain from being cold and unapproachable, instead, show that you care for the wellbeing of your employees. Acknowledge staff member’s birthdays with a simple happy birthday wish, or a morning tea to show that you care for them; not only professionally but also at a personal level.  Keep an open door policy and give your staff time, even if it has to be quick. If your employee has a problem, empathise and take time to talk to them about it. You can share your similar situation that you’ve experienced and how you overcame that situation. By putting yourself on their level and showing your imperfections or vulnerabilities, you can help them face their challenges and enjoy the benefits of leading by example.

5. Be creative and set yourself apart

A high salary is not the only thing that attracts a potential employee; job perks and benefits are also taken into consideration when deciding to work with a company. The benefits and perks don’t have to be costly; they just have to show that you appreciate the effort they’ve put in.  A good example is a personal trainer that comes to the workplace twice a week and does a boot camp. This promotes the health of employees and gives them the chance to get to know other co-workers during boot camp. Other uncostly ideas include being flexible with work times right after a busy period, encouraging everyone to bring food to share, or simply encourage friendly activities outside of work hours.