vision

12 Etech Character Commitments – An In-Depth Look at 1-6

Employee development is key to any company’s success. For Etech, this principle forms the cornerstone of its approach to employee relations, which centers on 12 character commitments essential to support effective implementation of servant leadership. Integrity Employees need to know they can rely on their leadership and on one another. Fostering a spirit of integrity is the first important step towards building a cohesive, motivated team. This character commitment means delineating your company’s principles and supporting your team in adhering to them. Whether interacting with customers, vendors, co-workers, subordinates or supervisors, integrity is an essential component of building trust. Valuing People Many companies approach employees as “human resources,” only taking an interest in whether they perform their current tasks. A more foresighted approach is to not only value current contributions but to take an interest in the whole person. Valuing people for the whole range of their talents and potential paves the road to participating in an employee’s development and assuring long-term success. Teamwork An effective team is vital to maintaining productivity and achieving goals. The principles of servant leadership demand attention to developing teamwork that goes far beyond each employee performing his or her assigned tasks. Real teamwork happens when each employee understands the role of his or her functions within the larger picture of the team and of the entire company. Rather than mechanically repeating a set of actions, employees who work as a true team cooperate intelligently to reach goals they are invested in. Accountability A core character commitment, accountability builds relationships and enhances teamwork. It completes the balance between working together as a united team and taking individual responsibility for one’s own role. Accountability at all levels boosts trust between employees and leaders. Unlike the popular conception, accountability does not just mean accepting blame for when things go wrong. Rather, it is an expression of a personal relationship to one’s work and an understanding of one’s responsibility to the team. Communication It is possible to exchange words without achieving communication. All too frequently, words are used to obscure, deflect or confuse. Communication as a cornerstone of servant leadership, on the other hand, means establishing honest, informative exchanges of ideas. On a logistical level, this can mean company managers may need to review processes to ensure there are protocols in place to enable employees to share information efficiently. On a more general plane, it is important to establish a setting of trust and cooperation that encourages needed communication. Vision All too often, company leaders get caught up in short-term goals. They make the mistake of focusing on meeting today’s goals at the expense of long-term vision. However, it is essential to keep in mind that the short-term tasks are important because they further long-term organizational objectives. Vision is essential to effective leadership, as it enables managers to make strategic decisions and build relationships with their teams. If the above sounds like a lofty challenge, using the right resources can help. AI solutions can aggregate and analyze data to identify areas that would benefit from improvement, as well as paths towards achieving it. Using AI performance analytics in conjunction with the Etech character commitment can help employees attain their full potential.

VISION: What is it? Why does it matter?

#6 in the Character Commitment Series VISION: WHAT IS IT? Besides the obvious as it pertains to our ability to see with our eyes; what exactly is Vision? Well, here’s a definition of Vision: The act or power of anticipating that which will or may come to be….Prophetic vision; the vision of an entrepreneur. Hmmmm………OK. That narrows it down a bit; it certainly takes it beyond the realm of physical sight to more of seeing with the “mind’s eye.” But when we hear the word “Vision” thrown around the corporate world, what exactly does that mean? Well, that’s a great question! Although I’ve been involved with developing “vision” for Etech and felt that I had a good working knowledge and understanding of vision, sitting down to write about it proved to be a bit of a challenge. To help me “sort through” it all, I relied on my usual research methods which are to look up the definition (see above) and to find some relevant articles on the subject. One of the articles I came across was a blog titled: Leadership Freak. This particular blog entry focused on Vision and provided some excellent quotes that really define what vision is. “Vision always centers on people never projects, programs, properties or profits.” This quote spoke to me because it clearly defines what the focus of Vision needs to be, and that’s people. Not that goals and profits are bad, but those should never be what drives us, not as individuals or as a business. “Vision answers the question: How will we make the world better for others?” I loved this one! If our company vision statement doesn’t answer this question, (Etech’s does!), we need a new vision. “Vision makes work meaningful.” Jesse Stoner. “Vision Points”. I think these two quotes were my favorites: Vision is the compass for our direction and that direction should always be filled with purpose. I appreciated the insights provided from this blog, because they so clearly define what vision is and what it “looks like” in action. WHY DOES IT MATTER? That’s another good question. Why does having Vision matter? The first answer that came to my mind was this: “Where there is no vision, the people perish.” Proverbs 29:18. It matters because it literally gives LIFE to a person or an organization. There has to be a Vision provided or we’ll go nowhere and eventually dry up. We all need purpose and a reason for doing what we do, otherwise, there’s really no point is there? As I wrote this blog, it got me thinking about our company, Etech Global Services and our corporate vision. Etech’s Vision is “to make a remarkable difference for our customers, our people and within our communities.” Every one of our employees can tell you our corporate vision and every employee is committed to this vision. Not only that, but we esteem vision so highly we’ve included it in the Twelve Character Commitments that are the foundation of the culture of our company. I’m proud to be part of an organization that believes in and understands the importance of Vision. As I look back over the life of this corporation, I can see how Vision has allowed us to make a “remarkable difference” and continues to give life to our company. This blog entry was written by Matt Rocco, President and General Manager of Etech Global Services. If you would like to learn more about Etech and contact center technology and service solutions, please contact us at info@etechgs.com.

Why Do Leaders Require Vision to Drive Success?

Have you ever noticed how the word “boss” is often used in a negative context? Very rarely do people use the word in praise; rather, you more often hear terms like “the boss is getting after me again” or “my boss is so demanding.” Perhaps Theodore Roosevelt summed up the reason behind this trend best when he said “People often ask the difference between a leader and a boss. The leader leads, and the boss drives.” At face value, driving may seem simple. After all, you know where you’re going, and as long as your workforce is on board, everyone will arrive where you need to be together. Yet what if circumstances compel you to relinquish the wheel? Do the passengers traveling with you as you journey towards call center success know and understand the destination? Are they even aware of the route you’re taking? They are if you’ve made the decision to lead rather than simply drive. Do You Know Where You Going? Yet passing the vision of where your contact center may be going on to your employees requires that you first acquire it yourself. Do you have a destination that you are heading towards, or do your operations indicate that you are simply content treading water? Determining what your professional goals may be can turn your vision from a perceived desire to an achievable accomplishment. How Do You Show Your Staff How to Get There? Having a professional destination in mind helps in better leading your workforce towards improvements and success. It allows you chart a professional course by establishing the following five elements: A fundamental knowledge of what you’re doing : Too often, employees fall into the trap of doing what they do simply because that’s what they were told by their contact center manager. This can easily breed an atmosphere of content because they feel as though their only supporting his or her individual success. However, if you show them how what they’re doing supports your organization’s goals, your staff’s work becomes more purposeful. An operational framework : Once your workforce understands how the “why” gets them to where you all want to be, they then need to know the “how.” That comes by developing a framework designed specifically to help secure achievements rather than simply generating workflow. An achievable goal : Don’t allow your goals to simply be figurative; that makes it easier to justify not reaching them. Rather, establish a well-defined indicator of success that employees can see and experience once they reach help you to reach it. Continuous monitoring : It’s easy to get lost in your pursuit of an objective if you never assess where you currently are. Monitoring performance in relation to your goals allows you to become more engaged with your employees in your pursuit of success. Not only does it make plotting your course easier, but it allows you to identify areas where certain individuals are either struggling or over-achieving. An attitude of adaptability : Your plans will rarely go as you initially anticipated them. Thus, when new obstacles or opportunities present themselves, you need to be willing to adapt your operations if you see them leading you away from your objective. Every employee at every of a company is on a journey, and like all journeys, each must have a destination. It’s up to you as a leader within your contact center to convey your vision of where your organization’s journey will ultimately end up, and what collectively must be done in order to get there. Doing so ensures that you’re not simply driving a group of uninterested people along the pathway, but rather leading an engaged group of travelers.

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