Peter Wilson, President of the Australian Human Resource Institute, has said that only 24% of employees in Australian organisations are engaged, 60% are neutral – just there but not really engaged – 16% are turned off. Not only are these statistics worrying, they raise a big question – WHY? Why do so many people in our organisations feel unable to take the action that would see them become more engaged?
If you had a magic wand, what 3 problems in your workplace would you like solved? Now, I’m going to challenge you to be very honest with yourself.
Have you even tried to solve them?
Why haven’t you been able to solve these problems up until now?
In every workplace. people complain about the problems and about why “someone” isn’t doing anything about it.
Those who complain become part of the problem. The more they complain the bigger the problem becomes.
The late President John F. Kennedy once said:
I thought “someone” should do something, and then realised
I was “someone”.
There is still a perception in some people’s minds that getting a coach is a sign of weakness or even failure. I’m a professional. I’ve got so many qualifications. If I was to get a coach, people might think I’m not coping.
There are other people for whom coaching is a badge of honour. It’s a sign that they are committed to high performance and to doing everything they can to develop and enhance their career. If their organisation offers them coaching, they see that as an expression of their value to the organisation, that it is an acknowledgement they have something to offer and the organisation wants to give them an opportunity to develop their talent.
I recently wrote an article for LinkedIn on 9 reasons why you might get a coach. Here is an edited version.Read More
Are performance appraisals the bane of your life?
Do you dread doing them and you find your employees hate them also?
Do you know that there is no other business practice that fails so often to bring about the outcomes it sets for itself, but continues to be used year after year?
Did you know also that increasing numbers of organisations are abandoning them in favour of better ways of motivating and enhancing the performance of their people?
You can also do that!
It has surprised me as I work in this area how many people do not realise there are alternatives to the traditional performance appraisals and alternatives that produce much better outcomes for motivating the performance of their people.Read More
When Victor Perton asked to interview me on Australian Leadership for the Australian Leadership project, I thought I would easily be able to speak about leadership in 2018. Instead I went on a reflective journey, thinking about the leaders who have impacted me most. What surprised me was how many of these were part of my life in my 30s and 40s but left a lasting legacy that has shaped my professional development and career ever since.
Victor asked me 3 questions:
What are the unique qualities of Australian Leadership and Leaders?
What do Australian leaders want from their leaders?
Who have been the leaders in your life journey ? What or who has inspired you?
To read my reflections and answers, continue reading.
If Your People are Your Greatest Asset as I wrote in a recent blog post, what do you as a leader need to be doing to look after that greatest asset. You need to convince them of that by your actions, not merely mouth the words. You need to inspire their intrinsic motivation. You need to Engage, Empower and Elevate your people. When you look after your people, they will look after your organisation. Here are 15 ways you can do that.Read More
How often have you heard that? It rolls off people’s tongues like jelly and it often has no more substance. Cliches tend to become like that. Yet these are powerfully true words. Your people are your greatest asset, but unless they are treated that way, they will react and become your greatest liability.
People join an organisation because they admire and respect what it says it stands for. They leave because the leaders who manage them don’t walk the talk. They also they don’t feel valued, appreciated or acknowledged for the contribution they are making. They disengage long before they leave.
Peter Wilson, the President of the Australian Human Resource Institute, has said that only 24% of employees in Australia are engaged, 60% are neutral – just there but not engaged – 16% are turned off. This results in a $42 billion cost in lost productivity in Australian organisations. Why is this happening?Read More
I recently re-visited Sheryl Sandberg’s book “Lean In : Women, Work and the Will To Lead”. I had 3 women approach me for mentoring in the one week. I remembered she has some excellent advice on Mentoring. While this is normal part of my work, it is always helpful to step back now and again and reflect on what I am doing as a mentor and why I am doing it.
There was one part of her Chapter 5 on “Are You My Mentor?” that really got me thinking about my initial conversations with these 3 new mentees. She believes that many women coming for mentoring want a dependency relationship with their mentor which she says is not at all helpful for women. So what she said provoked me to think about how I wanted to engage with my 3 new mentees so that the relationship was an empowering one for them. I share my 7 insights here with my readers.Read More
Mike sent me an email that went like this:
I employed a 22 year old new graduate for a position in my organisation. She presented well at interview and I was very impressed with her attitude. I wanted someone with more experience but here (in the regional centre where he is based) it is very difficult to get people with the experience I want. So as everybody says: “Hire for attitude and train for skills”, I hired her.
Her 3 month probation period is almost due and I can’t see how I can keep her on. I fear I have to dismiss her. I’m quite anxious about it and the impact it will have on her. I feel responsible because I hired her knowing that she didn’t have the skills I wanted. I thought that with her enthusiasm and my support she would develop them. Now I realise that the job is way above her and it’s not just about developing skills, but having experience.
What did Mike do that was a win/win outcome?
With everything changing so rapidly and with so much new information, ideas and opinions being available on a daily basis, there’s not a lot I want to read twice. There’s even less that I want to watch more than once. But Simon Sinek’s original TED talk from 2009 on “How Great Leaders Inspire Action” is a video I have watched at least twice a year ever since. In fact in the first few years after he presented, I would have watched it three to four times each year.
It was his book Start With Why that captured people’s imagination and saw us all begin to see the importance of knowing what our WHY was. He called on leaders who wanted to become great to find your Why because that was what would inspire their action.
I now notice that 34,288,830 people have watched it on video. Yes, more than 34 million! Pretty incredible isn’t it? He had a message that has stood the test of time. You can watch his 18 minute video here.
Is there a very attractively framed Vision, Mission and Values Statement on the wall in the foyer of your organisation? Does it tell everyone who enters through the door what your organisation is about, what its “Why” is. Are they just words on a wall, or are they lived out every day in your organisation? In other words, are the words on the wall walked in the halls of your organisation?
While this article is written for organisations and those who lead them, it is equally relevant to you even if you are not in a leadership role. Every one of us who wants to make a difference in our work and life and be successful in the process needs a personal vision, mission and values statement.
Every decision in your organisation needs to be lined up against your vision, mission and values to see if it fits before it is finally agreed on. An organisation loses credibility in the eyes of employees first, then other stakeholders and then the community, when it consistently compromises on its espoused vision, mission and values, when the words on the wall are not walked in the hall.