Articles tagged "Change"
As you well know, the most brilliant change initiative will fail if it’s not implemented well. A brilliant change initiative will also fail - or at least not go as seamlessly as it could - if there is no intentional communication strategy - before, during, and after the change. With clear communication before, during, and after, the likelihood of team acceptance and implementation improves drastically. Without clear communication, acceptance and implementation is much more difficult.
A client called me yesterday. She was really hurting because of the low morale and the state of divisiveness she's seeing in her team, her family, her community, and the country because of the pandemic, ongoing social issues, and our current political turmoil. So we talked.
Given today is another day of spiking emotions with a potential second impeachment of President Trump, I thought I'd share some of what I shared with her.
The Herman Group issued a great report that indicates more and more employees are seeking employment with organizations that value their corporate values. As Roger Herman’s report indicated, “More people, in their work environment, are basing work and life decisions on personal and organizational values. People are talking about values with their co-workers and their employers.” The report also indicated that more employees are no longer seeking employment with organizations that simply offer higher compensation than the competition. Instead, they're looking to work with – and stay with – organizations that believe in not work-life balance, but life-work balance.
So what is life-work versus work-life balance and how, as employers, do we take note of this trend?
Life-work balance is an understanding that to more and more workers in the workplace – and soon entering the workplace – life comes first; work second. To many of us employers this is a stark shift from what we've become accustomed to. For years we've had the luxury of employees who were willing to sacrifice family time to ensure the job got done. Now, trends are indicating that employees are looking to continue to “get the job done”, but in more flexible ways that ensures they don’t miss out on their lives with their children, elderly parents, etc. More employees are seeking employers who offer a more varied benefits package. Packages that offer such things as flex-time, full-family health insurance, day care, elder care, laundry/dry cleaning pick-up, pharmacy drop-off/pick-up, grocery drop-off/pick-up, on-site salons, manicure services, chair massages, and many other services that help employees fulfill their “life” responsibilities, while they get the job done.
In addition to providing benefits most desired by their employees, organizations that are life-work oriented, also firmly believe in living their corporate values day in and day out. From the business owner to the newest hire on the front-line, the corporate values are discussed and projected each day by every employee in the organization. It becomes unmistakable to anyone who visits the organization or interacts with it, what kind of values they hold.
If the values and character of the organization match the values and character of the individual employees, their time together is more balanced, focused, and productive. However, this can only happen if both the company and the employee focus on living good lives and producing good work. Then they'll be in balance together.
Copyright MMVI - Liz Weber, CMC, CSP - Weber Business Services, LLC – www.WBSLLC.com +1.717.597.8890
Liz supports clients with strategic and succession planning, as well as leadership training and executive coaching.
We have all experienced it. The boss says one thing then does something else. Isn't that irritating? Yeah—you bet! So why do YOU do the same thing to YOUR employees?
In order to reap the rewards of any new initiative, leaders and managers better be willing to ‘Walk the Walk and Talk the Talk’ whenever we want the best from our employees. This is critical when we are trying to institute a change in our employees’ behavior. Because, at the end of the day, if we can’t exhibit the desired behavior, how can we ever expect it of our employees?
Something as basic as showing up for meetings on time is crucially important. However, how many of you use the excuse when you arrive late to a meeting, “I was trapped on an important phone call?” You're wasting everyone else’s time, but for some reason that’s OK because you're The Boss.
If you don't set a better example for how you expect your employees to act, they will act the way they observe is accepted and acceptable. And that may be acting like us at our less-than-best behavior: showing up late for meetings, making personal phone calls at work, gossiping about co-workers, or bad-mouthing a client. (Don't discount how caring more about making a buck than building a relationship with your customers, can create morale, productivity, and eventually, financial problems.)
So show ‘em how it’s done. It is Leadership 101.
Demonstrate to your employees that you care about wasting their time when you are late to a meeting. How? It’s a no brainer—don't be late. Show the employees how you expect each and every employee to treat customers and co-workers. How? Lead by example.
You gotta show ‘em. Because, if they don't learn appropriate on-the-job behavior from you, they may just learn inappropriate on-the-job behavior from someone else—like that person (you know who I mean) you would not want teaching anybody, anything, ever.
Copyright MMII - Liz Weber, CMC, CSP - Weber Business Services, LLC – www.WBSLLC.com +1.717.597.8890
Liz supports clients with strategic and succession planning, as well as leadership training and executive coaching. Want more information? Check her out on LinkedIn!