Interactions and Environment

Do you struggle with the interactions you have with your boss, peers, or direct reports? Do you find that some just flow and are extremely productive where as others seem stagnant and have minimal benefit/results?

Everyone is on overload so we need to ensure our interactions and meetings are meaningful. We’re all pretty good about having an agenda and talking points, but as leaders we also need to set the right environment.

E-Coach, one of our strategic partners, believes that it’s up to us as leaders to create the right environment in order to achieve desired results. They have identified the 3 most important elements as:

  • Trust– the general belief that members can rely on each other. Two kinds of trust are important: task-related trust and interpersonal trust.
  • Cohesiveness– the attachment members feel toward each other, the group, and the task. In other words, the bonds that hold the group together.
  • Supportiveness– the tendency for members to encourage each other, care about each other, and treat each other with respect.

A few other suggestions include:

  • Strive to understand other people’s point of view
  • React openly, honestly, and freely
  • Communicate clearly, concisely, and directly
  • Treat every participant as an equally valued contributor

For those with a QwikCoach license, click to read more

How would you rate your interactions and environment?

QWIKTIPS AT WORK  –  click to read more!

Worst Behaviors

Leadership should be born out of the understanding of the needs of those who would be affected by it.–Marian Anderson

Gallop reports that 70% of motivation levels are attributed directly to leadership.

Last week we shared the results of a global study for the reasons people quit their jobs and the 5 step PRIDE process to help with retention.

This week we’re sharing yet another perspective. The University of California found that motivated employees were 31% more productive than those less engaged, and were 87% less likely to quit their job. And, Gallop reports that 70% of motivation levels are attributed directly to leadership.

We frequently share effective leadership skills and behaviors, and now want to share “Worst Behaviors” as listed by Dr. Travis Bradberry.

  1. Making a lot of stupid rules
  2. Letting accomplishments go unrecognized
  3. Hiring and promoting the wrong people
  4. Treating everyone equally
  5. Tolerating poor performance
  6. Going back on their commitments
  7. Being apathetic
  8. All companies have rules and processes, and as leaders we may not have the ability/authority to change them.  What we CAN do is explain the rationale and listen to and acknowledge how people are feeling.

We regularly share the need for consistently recognizing and rewarding accomplishments – enough said!

Our mottos are “Hire Hard or Manage Hard” and “It’s essential to hire the right person for the right job”. If you don’t, everyone suffers.

Number 4 sounds fair, but is it? Should a star performer be treated the same as someone who merely “shows up”?

When leaders don’t address poor performance, the morale and attitude of the entire team is impacted.

Authenticity and trust can not be compromised – EVER.

People wanted to be treated as people, not as productivity statistics. Invest the time to get to know your team, their likes/dislikes, what they do off hours, etc. Relationships improve motivation and grow results!

What are you doing to improve motivation levels?