Make Gender Balance a Smart Strategic Goal


If you are working on launching or accelerating a push for more gender balance in your company, you need to focus on the opportunity – not the problem – to engage others. Approach the conversation by first laying out a set of future objectives, targets, and milestones. Then describe how gender balance is a key lever to help you reach those goals.

It helps to consider a two key questions:

1) Are you using language that accuses or language that invites people to build skills and enhance leadership impact?

2) Are you engaging with managers on things they understand are central to both their individual success and the company’s goals? Or are your efforts being perceived as politically correct, tick-the-box exercises?

Remember: the final goal isn’t just about balance. It’s having more engaged employees and more connected customers.

Adapted from “Tackle Bias in Your Company Without Making People Defensive,”
by Avivah Wittenberg-Cox

 

Curated by Trevor Lee

@trevorblee

http://www.ep-i.net

http://www.ceo-worldwide.com

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Don’t Accept a Job Offer Until You Assess the Organizational Culture.


You got the job. Now for the hard part: deciding whether to take it.

Start by doing due diligence on the organization and its people to learn whether you would enjoy working there.

Ask yourself, “Is this a place where I will be happy? Where I will be challenged? Where I will thrive?”

Reaching out to your contacts and LinkedIn network and ask questions such as “What is the organization like?” and “How long do people stay?”

Find out what happened to the last person who had the job you’ve been offered.

If you can, do a trial run at the company. You can say, “I really want to learn more about this organization. Can I spend a few hours with the team?”

You will not be able to negotiate or change the organization’s culture, of course, but it’s helpful to know beforehand what you’re getting into.

CULTURE 2

Curated by Trevor Lee

https://www.linkedin.com/in/trevorblee

http://www.ep-i.net

http://www.ceo-worldwide.com

@trevorblee

To Motivate Employees, Show Them How Their Work Helps Customers


We all want to know that our jobs matter.

When an employee’s work seems lacklustre, or office morale is low, remind them of who their work helps.

Giving someone a concrete picture of their work’s impact can be self-affirming as well as motivational.

Studies have shown that cooks feel more motivated and work harder when they see people eating their food, for example.

Even if the results of your employees’ work aren’t so tangible, giving them specific names and stories of those who’ve benefited from their efforts can offer a window into the good that their work does.

So take time to talk about the customer who is able to make more sales (and therefore a better living) thanks to your company’s software, or the parent who’s driving a safe car thanks to diligence on the assembly line.

The key is to make a direct connection from the employee to those who benefit from their work.

MOTIVATE 2

Curated by Trevor Lee

https://www.linkedin.com/in/trevorblee

http://www.ep-i.net

http://www.ceo-worldwide.com

@trevorblee

To Motivate Your Employees …


It’s not always easy to get the most from your employees.

If you’re struggling to inspire the people on your team, look to your past.

Think about your own experience and what motivated you when you were in the lower levels of a company.

Who was the best boss you ever had?

What did that person do to make you want to perform at your best?

Reflect on what made your boss’s motivational strategies so effective for you.

What specifically did they do to earn your trust and admiration?

Now think about how you can apply those lessons to your own team. Which motivational tools will work for them?

Be fearless in examining your own behavior and curious about how your employees respond to you. Re-purpose your favorite boss’s techniques and make them your own.

Adapted from “Motivating People Starts with Having the Right Attitude,” by Monique Valcour

MOTIVATE 1

Curated by Trevor Lee

@trevorblee

http://www.ep-i.net

http://www.ceo-worldwide.com

Top tips for the digital world! from Andrew Grill*


1. Learn a new language.  

“To get digital, you have to be digital. Instead of learning Spanish, learn the “language of digital”. If the terms Internet of Things, Blockchain, Cognitive or Cloud leave you scratching your head, research these technologies and understand how they can impact and enhance your company and industry.

2. Walk a digital mile in your competitor’s shoes. 

Alan Mulally (former Ford CEO) was once asked what car he drove. His response: “I make a point to drive a different vehicle every day, including the competition, so I understand the customer’s view”.

You need to do the same! Interact with a competitor via digital channels, then you will see what your competitors are doing and how you compare from a digital standpoint.

3. Look at the composition of your board. Do you have Digital Diversity?

To benefit from digital disruption, you need a board that can see things through a digital lens. So, rotate people on your board with those that have a deep grasp of the digital scene. If the board isn’t ready to be disrupted, put together a digital advisory board to play the role of Digital Non-Exec Director until you are truly ready to shake things up.

4. Increase your intake of news items and topics related to digital transformation from outside your industry. 

How do I learn about the latest happenings in the digital world? Not from my own industry, but from others! Use Twitter and LinkedIn to scan other industry discussions on digital disruption. The paid version of Pocket, also suggests relevant articles, which has been a great way to keep up with the deluge of digital thought leadership and debate produced daily.

*Andrew is Global Managing Partner at IBM, Practical Futurist, TEDx & Keynote Speaker, Board Advisor

DIGITAL AGE

 

via Trevor Lee

http://www.ep-i.net

@trevorblee

http://www.ceo-worldwide.com

 

New Managers: Take a Listening Tour to Understand Your Company’s Strategy


When you manage a team, your strategies and goals must align with the priorities of those above you. If you don’t fully understand how your group’s work fits into the bigger picture, consider going on a “listening tour” — a series of conversations with people who can clarify the company’s strategic objectives.

Of course, start with your boss, but also talk with other leaders in the organization, including peers and people lower in the hierarchy. Ask yourself: Who’s been at the company for a long time? Who’s worked closely with the current leadership? Who recently transferred from a company that went through a similar change process?

When you reach out, demonstrate that you have a basic grasp of the strategy and ask for their input. For example, you might say: “I hear you saying that innovation is a priority for my team. Where would you like to see us focus?”

Adapted from the Harvard Business Review Manager’s Handbook

 STRATEGY 3

 

Trevor Lee

http://www.ep-i.net

http://www.ceo-worldwide.com

@trevorblee

Lose your EGO to become a LEADER


We all know leaders need to do a lot of things. Have a clear vision is just one of many things being discussed. I couldn’t agree more, but the key is to keep it simple and focus on what we can do as leaders, to make it about the people and be the best example we can be.

It all starts with losing the ego. When we eliminate ego, we can become “a part of” instead of “apart from”. This is crucial in developing trust with your employees. Most people want someone who treats them like they matter and makes them feel “a part of” the team. The following LEADERSHIP acronym has some suggestions and principles to practice, that can help eliminate ego or at least reduce it some.

Listen.

This is our best assessment tool. Listen to your employees or people in general. Everyone has a voice and deserves to be heard. Ask questions and really listen. Look at yourself first. If you are asking others to do something or act a certain way, make sure you are doing it as well. Learn from others. Everyone is capable of teaching us something.

Engage.

Employee engagement has been a popular topic recently. Leaders need to engage with their employees. Be interested. Take a minute when you can and let them know you care. Be an Example. Always.

Assess.

Asses every situation, all issues, obstacles and opportunities. Take appropriate Action based on your assessments.

Develop.

Develop new leaders. This is a must. We need more quality leaders. Be a mentor and show others how it is done. Make good and timely Decisions. Above all else, make a Difference.

Encourage.

Encourage others. It means a lot to be encouraged by a leader. This also sets a good example for other employees to encourage each other. Have Enthusiasm. Show your followers (employees) you are excited about your job as a leader.

Respect.

Show respect for all your employees and staff. They all deserve it, from the CEO to the maintenance person. Recognize and Reward others for their efforts. Be Responsible. Always.

Serve.

Leaders must Serve others. It is not about you. It is about them. Put them first and they will follow you. Always try and Smile and keep a positive attitude. Share your knowledge with everyone.

Help.

Help out when you can. A Hands-on leader will be more liked and respected. Be Honest and practice Humility.

Inspire and Influence others.

As a leader, you can make a huge difference in the lives of others. Believe in them. Give them Hope.

Lead with Passion and a Purpose.

People can tell when you have it and when you don’t. Plan. You have all heard it. When you fail to plan, you plan to fail. Be Prepared for anything. You just never know. Put others first. Always.

These two don’t fit with the acronym, but they are very crucial for leaders. Practice Gratitude and be Optimistic. If we continue to practice the basics, we will not have to “get back to them.”

If we as leaders practice these basic and simple principles, the rest will come a lot easier, your employees will be more likely to “follow the Leader” and the future of leadership will continue to shine brightly

Remember, with ego you are “apart from.” Lose the ego and be “a part of”. It’s a beautiful thing.

 

What do you think ?

EGO 2

Curated by Trevor Lee

https://www.linkedin.com/in/trevorblee

http://www.ep-i.net

http://www.ceo-worldwide.com

@trevorblee