This is the third in our 6 part leadership speaker series of articles that looks at stimulating change for passion & profits. Do you want to build trust and cooperation in your organization? Then walk the talk. It may sound simple, but it’s one of the most effective ways to build trust internally and get people to support your vision. In my experience as a change instigator and consultant, there are certain things that all leaders must do and a number of critical moments where you can implement impactful change and build trust. 7 Ways for Leaders to Build Trust Trust starts with leadership and filters down. It is the cement that binds people together who have similar shared values but with different talents, skills and interests. One of the most important ways to build trust is to ensure that people have a shared/common set of values. When you share… Read more »
Leadership That Stimulates Change
LEADERSHIP THAT STIMULATES CHANGE focuses on the critical relationship between leadership, employee engagement and delivering an exceptional customer experience as a competitive advantage.
Bill is recognized as the Performance Excelerator™ because of his uncanny ability to create profound change and deliver extraordinary results with the most demanding organizations.
As a senior executive with over 30 years experience, he works with senior leaders to navigate change and influence and inspire higher performing, customer-focused cultures that create long-term, profitable relationships with your customers and excelerate performance and productivity with leaders and employees.
In times of uncertainty, it is especially important to go above and beyond to strengthen employee engagement. Leaders may set the direction, but it is the people throughout the organization who make things happen, including building and maintaining a competitive advantage. Happy, engaged employees aligned with your corporate values, goals and strategy produce amazing results. A culture of pride of ownership permeates the entire organization and results in better products, better customer service and better business results. The first step (and arguably the most important) is communicate, communicate, communicate. Don’t sit in your office and send out e-mails; walk around and reach out to folks personally, and coach your team leaders to follow your lead. Really talk to people about what is going on – and listen to what they say; it’s amazing what you can learn from them. If you don’t already regularly survey your people, it’s a good idea to have… Read more »
In the article Giving Firms an ‘E’ for Effort: Consumer Responses to High-Effort Firms by Andrea C. Morales, assistant professor of marketing at the Marshall School of Business, University of Southern California their research indicated that customers reward companies that are seen to go the extra mile — even if they don’t personally benefit from that effort. In fact, customers are willing to pay more for a product, frequent one store rather than another, and, in general, have a more positive impression of a company or brand that is perceived to put in more effort. Andrea’s explanation is that customers recognize that effort is a controllable behaviour, and as a result, feels gratitude toward firms that work hard. It reminds me of a review an advertising agency got from a client (our customer) where I worked many years ago. In that review the client was very critical of the creative product and… Read more »
In our current economic climate, many companies are wondering how to maintain an enthusiastic, engaged employees. Employee Recognition and Employee Engagement experts agree that recognizing employees with thank-you’s and small rewards are the foundation of all strong Employee Recognition Programs (ERP). They answer the basic human need for something fundamentally important; Emotional Capital. When integrated into a rewards program, this approach to recognition is more powerful and has more lasting impact than financial compensation. We have all heard that people join an organization for money, but leave because of lack of recognition. A recognition program that appreciates, thanks and rewards employees can lift staff out of the recessionary downer that many are falling into. This Emotional Capital builds on our need for belonging, self-esteem and feeling good about the contribution we make. Cash cannot meet this need. Recent studies that support this philosophy include: Spot awards to employees resulted in… Read more »
Much has been written about the need for communicating with employees. People are often put in charge of internal communications and spend their time creating newsletters and memos that get sent far and wide informing folks about what is going on in the organization. Often we designate the employees as one of our key target audiences or stakeholder in our planning documents. This is all a good thing. However, being the provocative person that I am, I have to ask, “Is that really what you want to do?” MY PERSPECTIVE: I would suggest that communicating usually means creating and delivering messages to an audience. Further, I would suggest that what you really want to do is facilitate a conversation or a dialogue with your employee community. For many, you are probably saying, “That’s just semantics — that’s what we mean”, so let me ask, “Is that what is happening?” Are… Read more »