en
Buku
Brigette Tasha Hyacinth

Purpose Driven Leadership

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    Leaders should lead from the middle rather than the top so they could have a peripheral view of operations and be close to their team. They must be a role model. Engagement starts with you. Therefore we must recruit and train people who embody our corporate values of excellence, integrity, collaboration; who are focused on achieving our company mission; and know how to work well with others to achieve a common goal.
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    Autonomy was included as one of the factors. Human beings want to be in control; they want to have choices. Employees want meaningful work, and they want flexibility in how, when and where they work. If an employee can’t see a path to continued growth in their current organization, they are likely to look elsewhere for such opportunity. Give people responsibility and challenges that will help them to grow. Let them come up with ideas. When employees have a choice or say in the operations, they become far more engaged in the outcomes.
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    Most employee engagement efforts are co-dependent. Engagement is almost entirely on the shoulders of the employer. Employees are always looking to management to keep them motivated. If managers pull back on the acceleration even slightly, engagement falls. Sustainable employee engagement requires that both the employee and employer contribute to its success. It occurs when the employer creates the culture and employees contribute to it because they are self-motivated.
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    Employee loyalty is a thing of the past.
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    While the many indicators offered by the Great Place to Work Institute such as camaraderie, respect, and trust are noteworthy and related to satisfaction to varying degrees, none of them matters very much if they do not translate into productivity.
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    To boost the culture and improve results, it began a journey to strengthen its performance orientation through greater accountability.
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    Satisfaction seldom leads to engagement, but engagement often leads to satisfaction. Engagement relates to how committed employees are towards achieving the company’s objectives. Employee satisfaction does not “drive” enterprise value. Satisfied employees are contented with their positions — they aren’t unhappy with their jobs and aren’t pursuing new jobs.
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    An employee can be engaged even without being satisfied with their working conditions, and vice versa.
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    Presence does not equal performance.
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    Encourage them to have lives outside of work.
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    If you find that you do have to micromanage your team, then it’s time to find new team members.
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    Recognize and reward staff in ways that suit their personality. Rewards can be monetary, but people also appreciate recognition. Some members may prefer open praise while others may only want tangible rewards. When the leader talks about accomplishments, every single team member should be acknowledged by name.
    Sasha Sasmembuat kutipan4 tahun yang lalu
    Groupthink occurs when members of a group yield to consensus or the most vocal members and fail to consider all the potential options and consequences. Groupthink is a term first used in 1972 by social psychologist Irving L. Janis and is often tied to poor decisions that arise out of teams or groups.
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    Embrace Diversity; when everyone approves and has the same background or experience, you’re left with groupthink.
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    Successful virtual team players all have a few things in common: good communication skills, high emotional intelligence and an ability to work independently.
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    Promote ongoing communication by video conferencing and simple check-ins—which will help increase employee satisfaction.
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    Delegate authority. Let your team members take responsibility for the project.
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    Recommend team members ask each other for help and to offer it to each other, without feeding it all through you.
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    Support an environment of collaboration.
    Sasha Sasmembuat kutipan4 tahun yang lalu
    There must be mutual respect and a willingness to help each other. Joint problem solving must be adopted and the tendency to ‘blame others’ is supplanted with focus on understanding problems and finding solutions.
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