StrategyDriven Management and Leadership Article | Leadership Qualities

Enhance Leadership Qualities Of Managers At Work

StrategyDriven Management and Leadership Article | Leadership QualitiesAt the managerial position, leadership qualities are extremely essential because managers are in charge of building and leading a good team. Managing a team and making them work towards a common goal, comes with a lot of challenges and these challenges require good leadership skills to overcome.

While some people are born with great leadership skills, they still need training on how to showcase and execute these skills. So, it becomes very important to have regular training for managers at work, to keep their leadership skills fresh and growing. Workplace is a dynamic space, so it’s important that managers are given regular training to enhance their leadership qualities from time to time.

Here are some activities which can be conducted to enhance leadership qualities at work.

1. Resistance Dealing Workshops

Companies should organise workshops by professionals who can throw light on how to tackle resistance at workplace, whether it’s from clients or team members. Managers should be trained how to keep their calm and handle conversations that might be uncomfortable and resistive in nature.

2. Team Building Activities

There are plenty of team building games and activities that can help managers enhance their leadership skills. Organisations should conduct regular corporate events and activities that will get the entire team together for some fun games and activities, which will not only help build a good team, but also help leaders play their role better.

3. Recognition and Appreciation

How should leaders decide which employee deserves recognition and appreciation? Managers should be trained on how to recognise and reward talent and appreciate their employees for their hard work. Managers should be asked to give recognition and rewards to an employee at regular intervals, so that they can understand their team better and push them to do better, hence playing the role of motivating leaders.

4. Creativity Workshops

This is a great exercise for teams and their leaders. Creativity always makes way for better ideas at work. Everybody needs a push to get their creativity flowing. Conducting workshops, games and activities that would stimulate creativity can help leaders and their teams in enhancing their creativity and increasing their work productivity.

5. Sharing Tips

The best way to get new tips on effective leadership is to hear it straight from other leaders. Conduct a forum where leaders of different teams get together and share their leadership experiences. They can share instances of tough leadership challenges and decisions. This would give insight and helpful tips to other managers of the same organisation on how to deal with similar situations.

6. Coaching

There are many coaches who are experts in leadership building. Bringing in a leadership coach for some one-on-one lessons in leadership can give managers some great teachings about leadership. This will also give managers the chance to discuss specific instances of leadership with their coaches and enhance their skills.

7. Dreams Of The Leaders

Leaders spend most of their professional lives making the dreams of their employees come true, forgetting that they have dreams too, buried under the pile of emails. Companies should encourage leaders to dream of their growth too. This would boost their confidence, motivate them to do better and grow. Companies should hold events where they discuss and motivate the leaders of the organisation to dream big and work towards their personal and professional future.

Conclusion

It’s important to motivate team members to work together and work better, similarly it’s important to motivate team leaders to lead better and lead more. Leaders need to grow as well to build better and lead bigger teams. This is extremely important for companies that want their leaders to progress and grow in their company. Investing in leadership skills of managers will ensure better teams which will ultimately lead to better work productivity.

StrategyDriven Diversity and Inclusion Article | Bretton Putter | Culture Decks Decoded

Exemplary Diversity and Inclusion Practices from a Culture-Driven Company

StrategyDriven Diversity and Inclusion Article | Bretton Putter | Culture Decks DecodedThe conversation about diversity and inclusion (D&I) has gathered a lot of momentum in the last few years, in the corporate world as well as in society more generally. Thinking about D&I is by and large no longer a tokenistic gesture. We have grown in understanding that we all have unconscious biases and that our companies and society as a whole benefit when we strive to support and empower under-represented groups. We have come to realize, too, that there’s a clear benefit when we utilize people’s skills, creativity and life experiences – particularly of those whose voices, skill sets or perspectives have historically been unheard or marginalized.

In many culture-driven companies, thinking and talking about diversity and inclusion is non-negotiable. Culture-driven leaders recognize the immense value that a diverse team brings. They think about diversity and inclusivity on a number of different levels, including ethnicity, age, nationality, gender, expertise and experience, personality type and neuro-diversity, to name a few.

By paying extremely close attention to making their culture a conscious, tangible asset, these companies are helping to set the precedent for what an exemplary D&I conversation and set of practices looks like. Leaders who want to create companies that thrive commercially while simultaneously supporting their people to thrive, too, can learn a lot from studying these companies.

In my new book, Culture Decks Decoded, I do just that. I review the slides of culture decks from a wide range of culture-driven companies in order to provide inspiring examples of best practice in terms of all aspects of company culture, including D&I. One of the most outstanding companies in this respect is Patreon, which addresses diversity and inclusion with a depth of thought that shows how genuinely important they consider it to be.

Patreon is a membership platform that provides tools for creators and creatives to run a subscription content service and build relationships with subscribers, and it places a very high value on D&I. The company’s overall mission is to fund what it calls “the creative class” — makers and creators from all walks of life. Their opening slide on D&I states that they work hard to fight the “unfair practices and trends” that they see in other tech companies. The following two slides go into comprehensive detail about all the things they are doing to build a diverse, inclusive environment.

Some of the exemplary practices in place at Patreon include:

  • Being direct about the language and messaging: The slide emphasises that there is no such thing as a “diverse person” or “diverse candidate” and clearly requests that Patreon employees do not use that language.
  • Informing employees that if someone slips up and uses improper language, as that person’s colleague, they are encouraged and even expected to provide direct yet kind feedback, given with compassion.
  • Making it clear that employees can and should learn about each other’s pronoun preferences via their Slack bios.Making all restrooms gender neutral at the Patreon offices.
  • Using a D&I census to collect data that report son fairness across areas such as compensation, promotions and other resources.
  • Offering trainings on unconscious bias, ally-ship and active listening skills.
  • Directing teams to set inclusivity-based objectives and key results (OKRs): the company is explicit about aiming to be “champions in this space.”

While not all of these practices are relevant or suitable to every company, the depth of thinking that went into creating them arguably is. The practices at Patreon have been developed with the aim of creating a truly inclusive workplace, and the final point is one that I would encourage leaders of organizations large and small to pay attention to: do not shy away from conversations about diversity and inclusion. As Patreon states, “Frequent discourse and debate are key to making progress.”


About the Author

StrategyDriven Expert Contributor | Bretton Putter | Culture Decks DecodedBretton Putter is a leading expert on startup and high-growth company culture, consulting companies worldwide on how to leverage culture to prepare for and execute at a rapid scale. He is the author of Culture Decks Decoded and the forthcoming The Culture Gene: Leadership and Culture Development Lessons from High-Growth Companies. Connect with Brett on LinkedIn and learn more at culturegene.ai

StrategyDriven Big Picture of Business Article

The Big Picture of Business – Each Role Matters. The Value of Support Staff

StrategyDriven Big Picture of Business ArticleEvery person in the company matters to its success. Every job is important, as is filling them with the best people for each job. The art and skill of being great support staff is a cornerstone of business success.

From pop culture, think of the great role models that we grew up watching:

Della Street was the loyal secretary to Perry Mason. She knew what everyone was thinking and was the glue to the cases. She was the model for executive assistants and office managers everywhere.

The CEO is made stronger with a good C-suite team. Ed McMahon was TV’s premier second banana. He worked as assistant, announcer, commercial pitchman and sketch narrator to Johnny Carson throughout their 29-year run on NBC-TV’s “Tonight Show.” They had previously worked together on a game show, “Who Do You Trust” on ABC-TV. Bandleaders on the late-night are vital #3 characters on the show, including Doc Severinsen, Skitch Henderson, Paul Shaffer and The Roots band.

The movie star heroes had buddies to help them navigate the adventures. John Wayne and Roy Rogers had Gabby Hayes. Gene Autry had Pat Buttram.

TV show stars had great support casts. Lucille Ball and Desi Arnaz had Vivian Vance and William Frawley as Ethel & Fred Mertz. This historic teaming became the formula for most other TV sitcoms. Shows like “The Mary Tyler Moore Show,” “30 Rock,” “The Office” and others had expanded ensemble casts.

Some performers made careers as supporting players. Ann B. Davis was Schultzy on “The Bob Cummings Show” and Alice on “The Brady Bunch.”

Back characters on TV shows included restaurant and bar operators, where the stars went top relax. There were friendly, familiar places such as Cheers bar, Arnold’s Drive-In on “Happy Days,” the Krusty Krab on “SpongeBob Square Pants,” Dale’s Diner on “The Roy Rogers Show” and other homey places. In the business world are those staff people who make us feel more like family. Therefore, our loyalty to the company rises, and we are more productive.

Still other back characters bring cohesion to the enterprise. On “Gilligan’s Island,” those glue-adhesive characters were the Professor Roy Hinkley and Mary Ann Summers. Those vital employees in the business world might include the IT guy, the receptionist, the mailroom manager, the ethics adviser and the secretary to the Board of Directors.

Great executives know the value of crediting support figures for the business success. Lt. Columbo was always quoting his wife as basis for testing hypotheses, though the character was never shown. Newspaper publisher Perry White was always upstaged by his employees, notably Clark Kent/Superman. Al Roker does the weather on “The Today Show,” and he is also the motivating segment host as well. Nobody turns letters like Vanna White, making her essential to the legacy of “Wheel of Fortune.”

And then there were those mentors behind the scene who were responsible for lots of creativity. The Beatles had George Martin as their producer. Steven Spielberg had John Williams as music composer for his films.

A host of people make the CEO look good. Further, they transform the company to greater plateaus. Warmly recognize the contributions of executive assistants, trusted advisers, mentors, support staff, hier apparents, adjuncts, vendors and outside stakeholders.

Here are some characteristics of support personnel and rising stars who will make it as professionals and business leaders:

  • Act as though they will one day be management.
  • Think as a manager, not as a worker.
  • Learn and do the things it will take to assume management responsibility.
  • Be mentored by others.
  • Act as a mentor to still others.
  • Don’t expect status overnight.
  • Measure their output and expect to be measured as a profit center to the company.
  • Learn to pace and be in the chosen career for the long-run.
  • Don’t expect that someone else will be the rescuer or enable you to cut corners in the path toward artificial success.
  • Learn from failures, reframing them as opportunities.
  • Learn to expect, predict, understand and relish success.
  • Behave as a gracious winner.
  • Acquire visionary perception.
  • Study and utilize marketing and business development techniques.
  • Contribute to the bottom line, directly and indirectly.
  • Offer value-added service.
  • Never stop paying dues and see this continuum as “continuous quality improvement.”
  • Study and comprehend the subtleties of life.
  • Never stop learning, growing and doing. In short, never stop!

About the Author

Hank MoorePower Stars to Light the Business Flame, by Hank Moore, encompasses a full-scope business perspective, invaluable for the corporate and small business markets. It is a compendium book, containing quotes and extrapolations into business culture, arranged in 76 business categories.

Hank’s latest book functions as a ‘PDR of business,’ a view of Big Picture strategies, methodologies and recommendations. This is a creative way of re-treading old knowledge to enable executives to master change rather than feel as they’re victims of it.

Power Stars to Light the Business Flame is now out in all three e-book formats: iTunes, Kindle, and Nook.

StrategyDriven Talent Management Article | Employee Turnover | Schedule

3 not-so-obvious reasons to use employee scheduling software in your small business

StrategyDriven Talent Management Article | Employee Turnover | ScheduleMakes a bigger dent than you might think

Turnover rates in the restaurant industry are among the highest in any industry. In 2017 the employee turnover rate in the US restaurant industry edged over 70%. The estimated turnover rate for front-line staff like servers and waiters came in even worse at 110%.

The Center for Hospitality Research at Cornell University estimated the average cost to a restaurant of a turned-over employee is $5864. This works out to employee turnover costing an average full-service restaurant $146,000 every year. In a low margin business like a restaurant this can’t afford to go unchecked.

The cost of employee turnover goes beyond the recruiting, hiring and training of a replacement. This accounts for around 50% of the total cost. The balance is made up of a host of hidden costs that accompany employee turnover that don’t necessarily show up on the balance sheet.

Let’s delve into these hidden costs and what restaurant can do to mitigate them.

Loss of Institutional Knowledge

There’s a famous saying “it takes a village to raise a child,” and this same idea applies to business.

Every time you lose an employee whether it be a waitress, server or cook, you lose important knowledge regardless of whether that employee was working for your business for a year or ten years. When an employee leaves, they take the history and knowledge they accumulated at your company with them as well.

To make matters worse, you need to pay to re-train the replacement employee, and sometimes you can’t teach all the knowledge that was lost. Although it’s difficult to measure the cost of knowledge, you can be assured that time and energy will definitely be wasted with every employee turnover.

Demoralized Staff

It should go without saying that employee turnover strikes at the heart of the morale of your entire workforce.

When an employee leaves, other employees must pick up the slack to account for this void while you search for a replacement. This creates for some unhappy people. Employees can begin to feel resentful if they are taking on more responsibilities with no pay raise or benefits. They might even start considering leaving themselves.

Thus, losing one employee could easily turn into losing a few more throughout the year. It can lead to something like a domino effect where your productivity declines long after the initial employee leaves.

The health of a company is closely tied to the employee turnover rate — so stay keen on keeping your employee morale high if turnovers ever do occur.

Distracted Management

Your assistant manager and shift manager will have to dedicate a good portion of their time to replacing lost employees. These new responsibilities could easily come at the expense of other crucial functions in your company.

Effectively, you will be paying your employees top-dollar salaries for recruiting employees when they could instead be focusing on actual business strategies and expansion. Your business suffers as its primary responsibilities are stalled while your management searches for an employee replacement.

A business usually relies on its best people to recruit new employees. However, with them now busy finding and training new employees, your entire business suffers. The ones with the best business practices and the most know-how in management will distracted looking for an employee replacement. This is always a net drain on your business.

Loss of Credibility

In an environment of excessive employee turnover, management can easily get hit with a serious loss to their credibility.

For example, if any media begins to report on losses to your employee staff, then it could easily cause a snowball effect. Bad publicity over employee turnover and management could easily cause a downward spiral you would be smart to avoid.

A loss of credibility could affect public perceptions of your business, but this could also trickle into a real decline in sales.

For example, if a lost employee affects customer satisfaction, you can begin to see serious consequences: the company will begin to lose its most important customers. With high turnovers, customers could easily get frustrated and begin to turn away from your business.

***

It should be clear now that there are plenty of hidden costs associated with employee turnover, which begs the question: What can you do to stop it?

Create an Inviting and Fulfilling Work Environment

You can lessen demoralization of your staff when an employee leaves by demonstrating that they are a crucial part of your business. This begins with your work environment and how you conduct yourself as a business. Employees will be far less likely to follow suit and leave if they feel they are respected at work. By encouraging a community environment for your staff where they feel welcome, you can retain employees and keep them loyal. Of course, how you choose to go about creating a fulfilling work environment is dependent on the ins and outs of your company. There is no one-size-fits-all solution.

Ask yourself: Would I want to work in this environment as an employee myself? Put yourself in the shoes of your staff and work from there. Make them feel appreciated and let them know they are important to the workings of your business.

Stay Up-to-Date on Compensation and Benefits

A business that stalls on compensating its workers is a recipe for disaster, even if it happens just once. If employees cannot be certain they’ll be paid on time, they’re more likely going to head to the door if such negligence continues.

An efficient business strategy, however, is one that keeps track of how employees are developing and their rising worth, paying them accordingly for better work. This keeps employees satisfied and makes them feel as though they are adding real value to the company (and being rewarded for it!).

Engage Your Employees

You should never siphon off your employees to one section of your business and only interact with them when discussing compensation. Don’t ever limit your employee engagement to just surveys and pay: build a culture of engagement from the top of the company all the way to the bottom.

Everyone needs to be on the same page for a business to be its most successful. If you engage with your employees beyond just what’s absolutely necessary, you’ll be more in tune with the work they’re producing — and your employees will be definitely be appreciative of it.

With these helpful words of advice, you can start limiting the chances of employee turnover and create a vibrant, productive work environment for your business. All of this begins with recognizing your employees as crucial to your business. So, try cultivating a work culture of generosity and gratitude in your own business: you’ll be surprised how far it goes in retaining a productive workforce.

StrategyDriven Editorial Perspective | Healthcare | Business Technology

How Is Tech Benefiting The Healthcare Industry?

The healthcare industry has seen a rise in the tech available to them in the last couple of years. The industry is benefiting greatly from all of the new tech that they can now use to diagnose and keep better patient records. You might be wondering how tech is doing this for the healthcare industry, and you’re not alone. In this article, we are going to be looking at some of the benefits that tech has brought to this industry in recent years.

StrategyDriven Editorial Perspective | Healthcare | Business Technology
 
Improving Efficiency

One of the biggest benefits is that efficiency has been improved, and is still improving. Items like portable ultrasound machines make it possible to move the equipment instead of the patient which can save a lot of time. You know if you have been in a hospital how busy it is, and how manic it can get. This is why improving efficiency is always a goal, and one that tech happily obliged to.

Using tablets instead of or alongside paper records has made keeping patients data safe much more manageable. Now, people can’t just come in and pick up a medical history without having the proper authority. As well as this, it is far easier to lose paper copies of patient files than it is to lose that which is on a tablet. Having all the tablets linked means that any doctor or nurse can access a patient file without having to dig through mountains of paperwork.

Faster Results

With tech evolving all the time, getting the results from a test can be a lot quicker. This means that patient care can be given faster, which in some cases could save a life. Anybody who knows about the medical profession knows that it can be a case of seconds between life and death. With improved speeds of getting medical test results, patients can be treated more quickly, and given the best chance possible.

Easier Diagnosis

The more advanced the equipment, the better the imaging. This the case with items such as a portable ultrasound machine. With crystal clear imaging, it can be easier for doctors to see, and therefore diagnose what the issue is with the patient. Previously, it had been known to happen that something that looked like an issue could have been a spot on the machine, but with new tech coming in to play, the room for error here is significantly reduced.

Growing Medical Practices

Thanks to a lot of new medical equipment being available, it is a lot easier for doctors to grow their medical practices. This means that they can see and treat more patients, as the equipment is readily available to do so. By doing this, patients no longer have to go out of their way to go to a medical practice, because the one closest to them is full.

We hope that you have found this article useful, and now know some of the ways in which tech has been benefiting the healthcare industry. These are just a few of the benefits, if you want to know more, you can find these online.