For many of us the concept of working from home is new. And potentially horrifying. At Creative Coaching we have been giving thought to the loneliness and potential sense of isolation that may come in being prevented from going to our usual places of work as the lockdowns become tighter and tighter in the face of the spread of Covid-19.
As a new decade begins, we look towards the future with a certainty that change will be present for us in some way, although we are yet to know how.
Change brings with it challenge. Issues that cannot be solved amongst our stakeholders and direct reports get passed up to us for resolution, operational and institutional challenges get passed down to us for implementation, and personal challenges nestle in the mix too. As leaders, operating in this uncertain world it would make sense to be on standby for another challenge to tackle beyond the current one.
Our people make possible our performance in all aspects of business – they are our innovators, our developers, our delivery mechanism, our financial custodians, our relationship managers … in short, they ARE our business. To connect with our people, to create the best kind of employee experience, we need to speak to, and act in accordance with, what motivates each team member. When we do this, and truly listen to our people’s needs, all kinds of magic happens:
“When employees feel engaged in a dynamic and caring work culture, their performance, pride and loyalty skyrocket the company and its clients to success.” William Craig, founder of WebFX.
It’s kind of a domino effect: a clear and compelling purpose informs our values, our values drive our behaviours, and our behaviours influence our culture. As HubSpot suggest (they suggest lots of brilliant things about culture – check out their views here) “Culture happens – whether planned or not, so why not create a culture we love?” A good question I think.
Becoming a leader of others is a privilege, not a right and holding onto that knowledge at all times is a strong foundation for increasing our impact.
Because when we think about the gift of being able to guide and support others and the responsibility that brings (while we are also being targeted to achieve results) then we can remain continually aware of the energy required to stay in the best place possible to achieve that balance, having a positive influence on the people we lead; inspiring people to follow us and influencing through action.
Posted on Thu, January 09, 2020 in Leadership
Change can be good. Variation in our working lives keeps us fresh and is a key part of development for leaders and stakeholders alike. Constant change though, can be less helpful. Even the best of employers see some change in their staffing over time, so what do you do when the normal rate of change errs towards ongoing attrition of staff?
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