Positive Influence

12 Etech Character Commitments – An In-Depth Look 6-12

No matter what technological advances may bring, a company’s employees remain the essential component of its success. At Etech, the following character commitments promote an employee-focused servant leadership approach. Adaptability When faced with new situations, company leaders often make two major types of mistakes. While some steadfastly refuse to accommodate any changes, others get carried away and completely throw out older approaches. Neither of these actions is likely to lead to success. Adaptability, which is the art of integrating innovation with established processes, helps companies stay current even as circumstances fluctuate. As today’s technology continues to grow by leaps and bounds, you need an adaptable team that can rise to the challenge and integrates tech solutions with creativity and adaptability. Humility Humility does not mean underestimating yourself. Rather, this characteristic showcases a sense of proportion and the understanding that one can always be better and learn more. Whether you are an entry-level employee or the CEO, practicing humility is essential to achieving the full range of your potential. It encourages openness to new approaches and a willingness to listen to others, which in turn build loyalty within the company. It also means seeking out good resources when necessary, rather than trying to do everything on one’s own. Creativity Thinking outside the box remains a vital ingredient of successful customer service. Encouraging creativity in solving problems within the scope of a particular function empowers employees to think of themselves as part of the big picture. This approach also promotes real solutions that increase customer satisfaction, as opposed to rote responses that only serve to check off a box. Teachability Learning and adapting is the key to future improvement. Employees at all levels benefit from teachability, as they learn new skills to improve their performance. AI data gathering and pattern analysis can identify areas where particular changes may need to be made; based on this information, managers can change instructions for customer interactions and upgrade employee training. Positive Influence This aspect of servant leadership is often neglected, as it can be hard to define. However, making a concerted effort to promote positive influence as a character commitment can go a long way towards creating a productive, motivated environment. Leading by example and developing individual relationships with employees can help establish an environment of encouragement and positivity. Courage Courage as a character commitment can take a variety of forms. It can mean taking an extra step to implement a creative solution. It can mean being open to new technology and its integration with your existing workplace. It can mean choosing to take the long, hard way rather than the shortcut. In terms of servant leadership, it can take courage to do the right thing rather than the easy thing. This characteristic is often necessary to put into action all the other Etech commitments such as humility, creativity, and adaptability. Developing a clear, thoughtful approach to implementing servant leadership in the workplace can help you build a strong, motivated workforce. AI resources can be of immense help in providing the data analysis you need to develop specific ways to integrate these Etech character commitments in a particular setting. However, no AI can make these character commitments; investing in your employees’ development is the only way to achieve that.

Easy To Follow Tips To Stay Positive At Work

To be positive it is very important to first understand what does being positive actually imply? People misunderstand the entire concept of positive thinking. Being positive does not mean that you have to be smiling and happy 24/7. That is impossible, you can’t be happy when you have just lost your greatest deal of your business. But, instead of mourning over the loss you can gather yourself and work towards what can be done next? That’s positive thinking. Positive thinking is about embracing life’s challenges with a positive standpoint. When it comes to work life, it does have a great impact on your overall performance and success. The competitive world demands you to be on your toe always, deadlines have to be met, requirements need to be fulfilled, and among all this chaos, you might be wondering how to stay positive? To help you out, here are a few tips that will help you to stay positive in your work and become more productive at what you do. Constant Learning “Give me six hours to chop down a tree and I will spend the first four sharpening the axe”- Abraham Lincoln. To excel in your work you need to sharpen your skills and for that you need to constantly learn and update yourself with the latest trends and technology in your field. Being knowledgeable about your field gives you a sense of confidence and boosts your morale. It will help you to become more efficient at your work and ultimately will make you more positive towards your work. Help Others Help your colleagues. Share your knowledge with your co-workers. There is nothing more rewarding and positive than being at service to others, helping others when they are stuck. Breathe in Positivity Now this is the easiest one. Take a few deep breaths at regular intervals. While we are engrossed in work, we tend to shallow breath. Deep breaths help in getting more oxygen into your body system and to your brain. This refreshes the brain, which in reverse helps in refreshing your mood. Connect with positive people at work place Interact more with positive people at work. Connect with people who are less into gossiping and wasting time and more into discussing intellectual topics. With whom you can have creative and productive discussions not only about work, but also about your other interests. Rendezvous with your positivity Triggers Take a few minutes off from your hectic work schedule and try to tune into your positive self. Listen to a song you love or read a few pages of a book of your liking. Indulge into an activity that will help you to relax and distress. This dose of break is very important to help you rejuvenate and freshen your mind. Set attainable goals Set realistic goals at work place. It is very important to set attainable goals. Otherwise, you will always be stressed out. Not being able to achieve your goals will also affect your mental peace Mindful meditation You can practice mindful meditation even at work. Practicing mindfulness helps you to become more aware of your surroundings. This will bring a sense of calmness inside you and will help you to be more positive and vibrant. Most importantly, to stay positive be grateful for what you have. The magic of gratitude works for everything, whether it is your personal life or professional one. Being thankful for what you have that includes even your job, will change your outlook towards your work and will make you more positive towards it.

The Positive Motivational Influence of Servant Leadership

Across the spectrum of leadership styles, those which motivate employees to approach their work with a greater degree of enthusiasm produce some of the best organizational results. Workplace cultures that foster long-term company and mission commitments also help businesses to remain competitive, innovative and successful. Servant leadership is a contemporary approach to leadership that has shown itself to be a dynamic factor in producing the levels of motivation and enthusiasm that can bring a company to the leading edge of its field. How Servant Leaders Achieve Better Organizational Results Emotional intelligence, or EQ, plays a significant role in a servant leader’s success. By remaining aware of how one’s personal behavior affects the behavior of others, the servant leader recognizes the value of emotional self-regulation. Through the visible display of high moral and ethical standards, the servant leader is able to lead others by example rather than by decree. A fundamental factor in an effective servant leader’s EQ is the ability to listen well. This is not just a method of gaining insight into what others are thinking, it also displays a willingness to hear and understand what they have to say. This builds trust by demonstrating to employees that the leader cares about their concerns and needs. Servant leaders act as mentors and encourage employee growth and development. They demonstrate a willingness to help their followers grow and become better individuals, both professionally and personally. Servant leaders make an effort to help their employees develop their full potential. They support both onsite and external training for their employees and will facilitate the implementation of new and improved company programs to help in skill and professional development. Reward and empowerment are the preferred motivational tools of servant leaders. They understand that greater long-term results are achieved through positive reinforcement than by negative threat. Servant leaders do not rely on fear or domination to achieve results – they base their authority to lead on earned respect and their visible commitment to the greater good of the workplace community. Servant leaders can see the big picture. They are not fixated on immediate goals and quick fixes; the long-term mission goal and the associated human factors are the greater priority. Servant leaders also surround themselves with people who can offer varying perspectives on a given situation so that they can get the broadest viewpoint possible. What Are the Organizational Results? Overall, an organization will benefit from a workplace culture that fosters positive motivation and employee enthusiasm. Innovation, teamwork and a willingness to go the extra mile represent valuable human assets for almost any type of organization. Studies have shown that the servant leadership model has a positive effect on customer experiences; brand name loyalty is increased and customer ratings go up. This leadership model creates an environment in which ethical conduct and a high regard for others are dominant factors – a fact which does not go unnoticed by customers and company stakeholders. In addition to producing a highly motivated workforce, the servant leadership model’s encouragement of employee development results in a knowledgeable, skilled and productive team. That alone can make a significantly positive impact on a company’s bottom line and reputation in the marketplace.

The Power of Influence

Discover the importance of being a positive influence in your organization, community, and industry. Join Etech in making a remarkable difference today!

Why Leaders Must Strive to be a Positive Influence?

“Leadership is influence. Nothing more, nothing less.” – John Maxwell Leaders demonstrate positive influence through both their behavior and overall attitude. At Etech, it is expected that our leaders are committed to developing team members who understand what is expected of them, know how to meet those expectations and understand how it relates to Etech’s mission. Below are my thoughts of the importance of proper influence and how to demonstrate that influence with your team. How to Demonstrate the Right Influence? All leaders will influence their team …. it can be a negative influence or positive one. Etech leaders serve and influence their team through passion, enthusiasm, positive energy and being optimistic rather than focusing on what is out of their span of control. Leaders should strive to build up their team members, even when offering constructive criticism. All team members should understand that performance evaluations will contain some constructive feedback that is intended to improve the team member. Team members should also understand company leaders aren’t infallible, that they too are constantly growing & developing in order to enhance their value to the company, customers and communities. When team members see leaders making a constant and intentional effort to improve and lead with humility, they’re much more likely to engage. Every day provides a new day to improve yourself and those around you, embrace the moment! Why Leaders Need a Positive Attitude? One big part of the equation is the fact that leaders must walk the talk. The DNA of the team starts at the top and trickles its way down. While team members can motivate themselves, team sustainable will be obtained with influence from the leader. Etech leaders strive to create an environment where people want to be emotionally invested. Committed team members have the ability to influence others without carrying the title of leader, when that happens the impact is powerful. The second part of the equation is the fact that being positive attracts positive energy. Moods and energies are contagious. Simply put, positive people want to be around other positive people. Leaders set the tempo for their teams. If you want a team that is engaged, energized, & committed to their work, then model that behavior! Finally, positive influence breeds more enhanced productivity, creativity and contributions. When leaders ignite each day with a positive attitude, their team members will be encouraged to do the same. If leaders are apathetic towards their work or the company, team members will be negatively impacted and may mirror the attitude of their leader. Etech Leaders strive to create a safe environment promoting courage, humility, trust, integrity, adaptability and learning. The focus is not on the numbers but are growing each other. When this happens, the numbers come. We all will influence others, be sure to always demonstrate the right influence. To the whole world you may be one person, but to one person you can be the whole world.

Moving Beyond Intrinsic Motivation

For years, the leading theory in motivation has involved extoling the virtues of intrinsic motivation over extrinsic motivation. However, the latest research indicates that even intrinsic motivation is not enough to gain optimal performance in the workplace. The newest results of research points out the legitimacy of moving beyond intrinsic motivation and assigning value to the work they do. As many people know, extrinsic motivation is based on tangible rewards that a person receives. This type of motivation occurs outside of the individual and can include fiduciary rewards such as money or emotional rewards, such as favoritism or an alteration of behavior based on what is received. Research has always pointed to the failings of extrinsic motivation as a temporary measure that cannot be sustained long term. The reason for these failings are two-fold: motivation will lag once the reward is removed or increasingly larger rewards have to be granted in order to sustain motivation. Another threat to extrinsic motivation is that the individual will start to feel overwhelmed by the work. Traditional studies on motivation point to intrinsic motivation as long-term and sustainable. Intrinsic motivation theory relies on the fact that good feeling of accomplishment. Intrinsic motivation is internalized to the individual and relies on the principle that work is its own reward. Therefore, it is considered more sustainable and long term. However, modern research suggests that while intrinsic motivation is important, it is not the end of the motivational spectrum. Modern leadership theory holds that in order for a person to truly remain motivated, that a sense of ownership must be involved. This increased sense of ownership creates three sets of optimal performance: Alignment, where an individual’s goals are in synchronization with that of the company. With alignment, ownership is implied because the person strives to what is in the best interest of the company and sees that as the same interest he or she holds. Integration, where implied ownership exists because the person sees an organizations goals as meaningful and purposeful. Inherent, where the company’s goals follow instinctual goals of the individual. Ownership is apparent because the goals of the company fall in line with the individual’s sense of self. In terms of employee motivation, moving beyond intrinsic motivation involves the positive influence of encouraging workers to take ownership of their work. In many ways, this ownership can be likened to that of any ownership relationship versus that of leasing. Owners tend to invest more time and care into something that belongs to them, assigning it value based on that stock that they have. Employees who value their product and see it as an extension of themselves will produce more in less time and of better quality.

Turning Conflict into Creativity

Conflict. It’s one of those buzzwords that people in the professional world run away from. To most, conflict means anger and frustration, which leads to a fracturing of employee morale, which then leads to poor or decreased production. Managers and team leaders understand that resolving team conflicts are an inevitable part of their jobs, yet few realize the team-building potential that they present. Just how can conflict have a positive influence on your team, you ask? First, you need to understand that conflict and creativity are born of the same thing: disagreement. The way a situation ends up depends largely on how you handle it. Disagreements that cause your team members to take a defensive position around those ideas and practices with which they feel the most comfortable will inevitably end in conflict. However, disagreements that cause them to look at alternatives outside of their everyday line of thinking are what lead to creative change. How to Control Disagreements How can you help push employee disagreements away from the potential of conflict and towards this more creative line of thinking? Simply exercise quality leadership by following these steps: Let your team know that disagreements aren’t always bad, and are even encouraged: One thing that many employees automatically assume is that, based upon their position, their opinions won’t be respected. This often keeps people from saying anything at all, allowing one voice to rule on all issues and decisions. Yet who’s to say that one voice is always right? Often, a dissenting view is needed in order to get a better understanding of the issue being dealt with. It’s all about how you react: Whenever an idea is set forward, the immediate assumption is that it’s in direct challenge to any others that have already been presented. This leads many to believe that if someone offers up another idea, it’s implying that their own was a bad one to begin with. That’s why so many often react defensively when their ideas are challenged. You need to let your team know that every idea has merit, and that any differing ideas put forward are not intended to be insults, but rather another way of viewing things based off of another’s unique knowledge and experience. Stress the importance of compromise: If you’re able to show that differing ideas each have their own strengths and weaknesses, then suggesting that the best portions of both be combined may not be that difficult. Those who presented the ideas originally feel that their opinions are valued, and they’re given the opportunity to acquire new skills and experience by working with those who offered a different viewpoint. Having worked with a number of different competing companies and departments, we here at Etech Global Services have seen plenty of examples of workplace conflict. In some cases, companies allow them to grow into high-level issues that threaten jobs and stability. Yet in others, forward-thinking leaders have used them as chances to improve both their employee relations and the effectiveness of their organizations as a whole. Knowing both the good and the bad, we understand which conflict-resolution techniques can work best in the management of your staff. We invite you to trust in our ability to help strike the delicate balance between conflict and creativity in your company.

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