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There are many benefits to 360 degree feedback. However, a lot of 360 feedback projects can go wrong, which results in poor ROI and can give a bad impression of 360 feedback. It is unfortunate some perceive 360s in a… Continue Reading →
You know the old saying, “The only thing in life that is certain is death and taxes.” Well there is something else that is certain in life, change. It is inevitable, at some point we all face a change of some kind. This is a good thing. Change means we are learning, growing, and moving forward. Imagine if you never learned anything new or tried different things. You would still be at home, living with your parents, drinking from a bottle. Not a pretty picture. While this example is extreme the point is the same, growth is good. Change in business is also a given. It can include such things as new procedures, policy changes or new management. As a leader, how do you get your team excited about change?
“WE MUST PROTECT THIS HOUSE!” If you remember the commercials in which intimidating athletes stared at you with this declaration, then you remember when Under Armour started to dominate the athletic apparel, equipment and accessories market. Its CEO, Kevin Plank, is a leader that young entrepreneurs can take examples, advice, and leadership style tips from.
Here are a few reasons why Plank is an inspirational leader to learn from.
He Remembers the Past, Looks Clearly to the Future
Plank did not have success out of the gate. Shortly after college, he was at rock bottom and living in his grandmother’s basement. However, he worked hard and persevered, and now uses the methods of his football playing days to build his business for the future.
You don’t have to be a control-freak to have heard some truth in the phrase “if I want it done right, I have to do it myself.” While the base thought may indicate an admirable expectation of excellence, you – no one – can be everywhere and doing everything, either in their business or in their lives. There is no need to be a superhero. Besides, even Batman has Alfred and Robin.
The good thing is, you don’t have to do it all! Delegating to others is not only helpful, it is crucial for success.
Keep in mind, delegating is more than handing out “stuff off your to do list.” People want more than a salary from their jobs, they want satisfaction, opportunity, growth. Effective delegation not only helps you get things done, it also helps provide those who work with and for you opportunities for personal and professional growth, and increased job satisfaction.
There are three types of bosses when it comes to employee morale: the boss who is very focused on keeping morale high, the kind who is solely worried about the job and neglects the morale aspect and lastly, the clueless boss which has the best of intentions for employee morale, but still inadvertently destroys it. Whichever you may be, morale is essential for employee retention, good productivity and a healthy work environment. If you feel like your workplace lacks any of these aspects, maybe it’s time to reevaluate how you handle your employees.
Stan Slap, management consultant and keynote speaker par excellence, has a new book. It’s called Under the Hood, and it’s about employee culture; specifically, how management objectives can be either supported or sabotaged by the employee culture. Slap’s definition of employee culture is: “Your employees’ shared beliefs about the rules of survival and emotional prosperity.” An employee culture exists to protect itself; it is an information-gathering organism, designed to assure its own survival.
Which means it is anti-change, because change—including positive change–could threaten its very survival. You, even as a first-level manager, are not part of the employee culture. Instead, you are the key influencer of the culture’s survival and emotional prosperity.