Organization Culture

Cultivating Professional Trust

Being in a leadership position in any sort of environment is challenging. No matter the uniqueness of their individual situations, all leaders typically find themselves facing the same obstacle at some point: mistrust. It’s often a natural reaction for subordinates to feel as though those operating above them achieved their positions by only looking out for their own self-interests. This makes being able to cultivate an environment of trust one of the most important leadership skills that one can possess. If you hold a position of authority within your company, it ’s important that you understand the impact that mistrust can have on your team. Not only does affect the way that your employees receive instruction and guidance from you, but it also impacts how they work with each other. When no trust is present, people live in fear of not only asking for help, but also offering it. This “every man for himself ” sort of attitude is the primary obstacle to developing an effective organization culture. How to Show Employees that You Care The responsibility falls to you, then, to create a work environment that’s conducive to trusting in each other. Here are just a few examples of workplace practices that can help to build it: Show how relationships are mutually beneficial: To say that every team member’s role is important can be viewed as incredibly cliche, no matter how true it may be. Employees need to actually be able to see the impact that their work has in order to truly value it. Thus, rather than trying to manage every aspect of employee workflow, consider giving more ownership of your employees’ responsibilities directly to them. This not only introduces an added measure of accountability, but it also demonstrates the level of trust you have in them successfully filling their roles within the team. They, in turn, will trust in your promise to offer them support in order to fulfill them. Let employees do what they do best: No two employees will share the same strengths and aptitudes. When you’re working in an environment where multiple people share the same job description, it’s easy for employees to feel as though their talents aren’t appreciated. Keep a sharp eye out for what each of your team member’s talents may be, and then consider revising their roles to allow them to do more of what they do best. This helps to take unwanted workflow off of other’s plates and raise the overall quality of the work being done. It also shows to your employees that you’ve paid close attention to them and recognized their skill sets. Prove that relationships are more important than outcomes: You don’t want to be viewed as the over-demanding taskmaster driving your team to near-collapse. Simply driving an unmotivated workforce to work harder is only increasing the output of mediocre work. Instead, put people before projects, and let your team know that being at their best means taking care of themselves both in and out of work. If that means taking a day off here or there, so be it. Your success as leader depends largely on having the trust and support of your team members. We here at Etech Global Services have years of experience in working with companies and corporations to help improve their processes. Part of that has been helping individual team leaders develop the skills necessary to motive and inspire those that they manage. Let us help you ensure the full effort of your team by creating an effective and efficient atmosphere of trust and respect.

3 Ways to Help Others Develop Valuable Leadership Skills

Leadership skills do not come naturally to most people, but almost everyone will need them at some point. Most people will inevitably be faced with situations that require them to exercise leadership skills in various aspects of their life ranging from personal to professional. As a leadership coach, it is important for you to understand the various stages of the leadership journey. Once you understand what it takes to become a leader, you will have an easier time helping others develop valuable leadership skills that will help them throughout their lives. According to Blanchard’s Situational Leadership® II model, people who are learning a new task or skill go through four predictable phases. They start in the Enthusiastic Beginner stage then make their way through the remaining stages until they are Self-Reliant Achievers. Those who have made it to the latter level feel confident in their current roles. Due to the level of comfort and familiarity they have achieved in their current positions, they often have trouble adjusting when they take on leadership roles for the first time. As a leadership coach, it is your job to turn Self-Reliant Achievers into confident leaders. Here are three ways you can utilize your coaching skills to help new leaders get past their initial nervousness and uncertainty until they develop the leadership skills they need to succeed. Set Realistic Expectations One of the most common problems new leaders run into is setting unrealistic expectations for themselves. As a coach, it is your job to reinforce the fact that developing new skills takes time and effort. Once individuals in leadership roles realize that each attempt they make is a step towards success and greater experience, they will see their professional journey in a whole new light. Leadership skills don’t just pop up overnight. They must be learned and developed before they can be mastered. Put Knowledge Into Practice You can’t learn a new skill unless you put your knowledge into practice. Even if you fail, you still grow and learn something new from the experience. One of the most important things a new leader can do is try over and over again until they get it right. Accept Help When placed in a new leadership role, it may feel like you are expected to know everything right from the start. However, the best leaders are those who know how to ask for and accept help from others when needed. Most people will not look down on you if you ask them for their advice or expertise. In fact, they are more likely to be flattered at the opportunity to share their knowledge with you. There is no need to try and do it all alone when you have helpful resources all around you. Collaborating with others is also a great way to enhance organization culture and improve interdepartmental cooperation. Becoming a successful leader is a difficult process that can be painful at times. However, with perseverance and proper coaching, anyone can accomplish their goal. Great leaders become invaluable assets to their companies and communities and enjoy rich rewards for their hard work.

3 Reasons Why Company Culture Is so Important

Corporate culture is a term that is here to stay. When you hear that phrase, you may think of tech startups, millennials and remote employees with unlimited vacation days. The funny thing about culture, though, is that every organization has one, whether intentional or not. An organization’s culture has been referred to as one of the greatest competitive advantages a company can leverage. This means that, all other things being equal, the organization with the more intentional and engaging culture is likely to attract the most talent. Here are three reasons why taking the time to mold your company’s culture pays off. Happy Employees Equal Happy Customers When your team members are happy and engaged, their enthusiasm rubs off on your clients and your internal culture manifests itself as a positive brand image. Happy, helpful employees make for happy, satisfied customers, even when problems arise. Happy customers and a positive corporate image may also pay off in the way of attracting investors. Intrinsic Motivation Is More Powerful Than a System of Punishments and Rewards A supportive, intentional culture drives employee engagement. When your vision, purpose and brand values are clearly expressed, your employees are more likely to find satisfaction in doing meaningful work. When team members feel accountable because they are committed to your organization’s clearly stated purpose and to the customers they serve, they motivate themselves to do their best work. They maintain a sense of ownership that you can’t legislate or pay for. Another factor in this process is a culture that gives people room to grow and freedom to do their best work. Developing People to Their Full Potential Yields Better Results Than Training Drones If you are trying to create a factory atmosphere, you will be focused on molding people to fit your business needs. If, on the other hand, you wish to create an environment that celebrates creativity, innovation and service, you should focus on helping employees develop their personal strengths. Instead of outlining a particular career path for your company, such as sales rep, shift supervisor, team manager and so on, help your people grow and develop and they may fill needs you never knew the company had. Implementing a Culture That Works Every organization is different. Some companies do offer unlimited vacation and free meals during the workday. For others, though, these specific perks may not be feasible or even relevant. When choosing what kind of perks or activities to offer, think about what you value most and what sorts of investments would best sync with those values. In the end, fun perks are not the ultimate culture-creators. You should focus on what things are of value to your ideal employee, and go from there. For some businesses, that may be free lunch and bring-your-dog-to-work-day. For others, equity options and the space to be innovative may create the biggest draw. It may take time to get your employees’ work environment set up just the way you want to.However, because culture is an ever-changing thing,it will morph and grow over time. Instead of trying to create the ideal environment right this minute, focus on creating clear objectives for your brand, attracting team members who embrace those objectives and building connectedness throughout the company.

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