Opportunity engages hope for the future

As we continue to provide a culture of constant learning, growth and personal development, people feel even more positive about their future. The desire to grow and develop is an intrinsic part of being human, and applies to many parts of our lives. Growth is one of our six core needs and will be met in some way or another.

To maintain engagement with our people it is therefore imperative that we ensure they are planted in a fertile soil that produces growth, and that we continually nurture and water their seeds with new opportunity.

It is sometimes difficult for a leader to accurately predict when an opportunity is needed to keep a team member fully engaged. The best way to facilitate this is to have a win-win scenario where the team member is in the drivers’ seat, openly communicating to you their individual needs. This must happen on an ongoing basis and not be left until they have already started to disengage. Every organisation needs to foster in it’s people a proactive approach to the concept of “opportunity needs assessment” so that early indications can be acted on in good time. Often taking on a new opportunity will require some preparation on the team members part. It may involve further education, mindset shifts and behavioural change. The earlier the need for opportunity is identified, the better you can work together to meet the need in your organisation. Recruiting from within will help to reinforce this culture.

In developing people, focus more on enhancing their strengths, rather than concentrating on weaknesses. Do some team analysis to see if everyone is in the right position to use their best attributes. Sometimes opportunity can come from a sideways direction, not always by promotion.

What if you train people and they leave? Well, what if you don’t train your people and they stay? Even if you train people and they use it to find outside opportunities they will leave on favourable terms and word of mouth will create an attraction to your business of people who value opportunity. They may even become your newest client, or return to you in the future.

The bottom line is that you can keep developing your people or develop increased people turnover – the choice is yours!

Have a great week, creating opportunities. You deserve it!

Cheers

Grant Herbert
The People Builder

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For what Purpose?


To feel truly engaged in what they are doing, people need to have a sense that their role has real purpose beyond simply making a living and generating profits for the organisation they represent. An inspirational leader helps to reframe the work they do, creating a higher purpose and meaning for them.

The good news is, creating purpose and meaning has little or no extra cost associated with it. It just requires a little extra thinking and planning time. The return on that minimal investment will have a huge positive impact on the success of your people engagement.

No matter what we do, it has a purpose. The key lies in satisfying our inherent need to know what it is!

Purpose ensures work has true meaning, beyond the work itself or the time it takes away from our lives. Chunking up to a bigger picture creates a higher value and perceived reward for effort. One bricklayer may say “I slap bricks together with mortar all day” and another says “I build hospitals and schools for local communities.” A financial adviser helps others fulfill their dreams whilst a teacher contributes towards the educational excellence of our future generations. A fashion designer makes people feel like a million dollars and a funeral director makes a difficult time less stressful and more manageable for families.

Any organisation can achieve an extraordinary level of people engagement when they make clear the overall purpose the organisation has and the contributory role it plays in society. Step 2 helps each individual understand the value and purpose of particular role they play. In the work environment, 93% of engaged employees feel that the business has a purpose beyond making profits.

Creating your bigger picture

Why not take a moment right now to stop and think about the true purpose of your organisation and in turn the role you play! Have the courage to ask yourself the question….”For what Purpose?”

For me, I help people overcome the things in their life that are holding them back from bringing out their personal best. I help fathers enjoy more time with their kids, husbands and wives build balanced lives together. That line of thinking serves me far better than limiting me myself to the label of an Executive Leadership Coach. The latter sounds important but doesn’t fuel my passion as the former things do.

Have an outrageously amazing week serving your purpose in a passionate and engaging way. You deserve it!

Cheers

Grant Herbert
The People Builder

Standard of Living versus Quality of Life

Smart leaders and successful organisations understand that it is unsustainable to keep asking for more from their team members. It does not serve them well in the quest to secure happy, engaged, productive or balanced people who do more with less. It is equally as important to recognise that there has been a shift in recent years away from status and position towards a better lifestyle.

Leaders who offer talented people a balanced work life, which in turn enables them to give time to all areas of their life, stand alone in having the most engaged, productive people in their team who rave about them to everyone.
The secondary benefit is that it attracts more talented people who want to join your team.

Do you have people in your team who seem to have lost the enthusiasm and drive they once had?

The original impetus for working longer and harder was the increased opportunity for higher salaries which could be used to have a higher standard of living. The reality is that a big fat bank account is not much use if you do not have the time or energy to enjoy the lifestyle it can “buy”. The other alternative choice is to work flat out and wait until retirement to enjoy your life. The challenge with that approach is that by then they may only know how to work and have forgotten how to live!

25% of people would happily take a pay reduction in exchange for a better life balance.

As a husband, father and successful business owner (who has just reopened the office after a relaxing week off), I can testify to the greater level of clarity and energy that comes from building my life in balance. Setting non-negotiables and building my business around them has served me far better than the 90 hour weeks that produced a great income but not an enjoyable lifestyle.

As with each of the key engagement drivers, communication with your people is they key. Lifestyle Balance is an individual thing. Some people can run hard all day if they get to exercise at lunchtime, others can give their best all week in exchange for having their weekend for themselves. The only way you can find out what works for your team is to sit down and ask them how this motivational driver can best work in your relationship, creating a win-win.

So what can you do to promote balance in your organisation?

Creating a culture starts with the leader. When you embody lifestyle balance, this sends a strong message to the rest of the team that success does not have to come at the cost of life balance. You could start lifestyle balance programs for your senior leaders, demonstrating the importance and overall organisational benefits. Once you have them on board, the rest is so much easier. Thinking outside the square, not just doing things the way they have always been done, is the key to engaging your people.

The bottom line is simple, if lifestyle balance is a key motivational driver for your people, help them get it or someone else will

Have an outrageously balanced week. You deserve it!

Cheers

Grant Herbert
The People Builder

VISIT OUR WEBSITE FOR SOME FREE BALANCE TOOLS YOU CAN USE FOR YOU AND YOUR TEAM

People don’t leave organisations; they leave leaders

People are looking to be lead by someone who inspires them to be who they need to be, rather than someone who constantly points out what is lacking. The key ingredient in your people engagement recipe is your leadership. When a team member feels they are appreciated, listened to, respected and kept informed, they will always engage themselves in whatever they are asked to do by their leader. They want leaders to act from a place of sincerity and realness, keeping one eye on the bigger picture and the other on them. The only way we as leaders can live up to this expectation is to “lead people” and “manage process”. When we allow ourselves to see our people merely as resources that we must manage well to receive a high return on the investment, we lose the bond that is necessary to attract, retain and engage good people.

The cost of continually replacing good people, far outweighs the investment into great leadership initiatives. If you are having a challenge with the people in your team not producing the results you expect, ask yourself, or better still them, “How well am I leading them?”

Have a great week. You deserve it!

Cheers

Grant Herbert
The People Builder

What a privilege it was this morning to …

What a privilege it was this morning to host John McGrath, CEO of McGrath Estate Agents, at our professional services network breakfast seminar. I personally went in hungry, had only a light breakfast, and still came out full. Here is just a sample of the wisdom he deposited in a manner that left no excuses available to those who received it.

“Everyone on the planet has a desire to be great; some people have just forgotten”

“It does not matter where you are are right now; what matters is where you are thinking”

“Take of the mental handbrake”

“When you make a claim on a slogan; you need to make it happen”

“You must have clarity in what you want to achieve and convince yourself that it can be done”

I just want to publicly thank John for his generosity with his time and experience and for empowering our members to become who they need to become to have the world class business they know is within them. If you want more gems for your life and business you can follow this link to his blog.

http://www.johnmcgrathblog.com.au/rss/

Cheers

Grant Herbert
The People Builder

http://www.peoplebuilders.com.au

You complete me

People expect to feel that what they are giving their time to, is fulfilling a higher purpose than the job at hand, if it is to satisfy them to the point of being engaged. As we all spend a large portion of our adult life working in some capacity, it is essential that it provides a sense of structure, belonging and identity.

As I look to my own example I see that my passion to make a difference in the lives of others, is fulfilled by engaging in an environment where my fire will not go out. Becoming aware of what does this for you, the leader, that is the prerequisite for being able to engage anyone else in your team.

I know I and many others have left well paying, safe and secure roles that have produced nothing more than financial reward. Everyone has an itch that needs to be scratched, the key is finding which itch to scratch and when.

The nature of the day to day work consistently energises the engaged person and brings a sense of achievement in three main areas:

Skills being utilised that we are good at and enjoy using,

Challenges that stimulate us in a positive manner, and

Meaning that is in line with our own interests, beliefs and value system.

When we meet these three elements with the people in our organisation, work is satisfying and less draining. The converse effect comes from situations such as a person being asked to collect debts from people in hardship or assuming that because someone is great with numbers that they enjoy working with them.

When people are doing what they love, they never “work”, they get rewarded to do what they love to do.

People engage in projects more that allow them to use skills they enjoy to use yet still challenge them enough not to cause apathy. The work is challenging enough without causing stress or anxiety. This is they key for the “Fulfillment” driver moving them into the engagement zone.

Regular communication before, during and sometimes after someone comes or goes from our team, is the only way we can facilitate an environment that brings out the best in people. Assisting people to reach a level of self-awareness where they know what gives them a sense of fulfillment is the first step. Armed with this information, a strategy based on encouragement and support, sometimes needing a redesign of the position they occupy, leaders feel empowered to not only attract and retain the right people, they engage them to produce a far greater outcome for themselves and the team.

Remember, engaged people produce more with less. A great leader will recognise the value in putting the effort in to engage them, simply because they first recognise the value of their people.

Have an outrageously fulfilling week. You deserve it!

Cheers

Grant Herbert
The People Builder

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Reward is not all about the money


In a survey by the Saratoga Institute they found that whilst 89% of managers believed that employees leave for more money, only 12% actually leave for financial reasons. When engaging people in your team, the ‘reward’ driver is about far more than money.

Investing the time to find out what reward works for individual members will serve you well. As the leader, it is your aim to ensure there is a direct link between performance and organisational objectives where the individual feels “fairly” rewarded for their contribution to the overall success of the team.

It is not just about the money!

The reality is that some people on low salaries can be highly engaged and those on high salaries can still be miserable and just going through the motions. This shows us that whilst money can be a motivator, it may not work for everyone. The main issue with monetary reward is that it is linked clearly to objective criteria that are known and understood by individuals.

One shoe does not fit all!

The key to reward is to match them to each individual. A middle aged women receiving an xBox 360 or a teenage boy being rewarded with a spa treatment may not hit the mark successfully. Rewards that are not relevant may not only be pointless, they may be counter-productive. Communication and relationship building are paramount to a leader knowing what will motivate and what wont. Remember, the best rewards can be those that don’t cost a cent.

Pay more attention

Yes we do need to pay people more……pay them more compliments and more attention! People look to their leaders for the recognition and appreciation they desire to keep them motivated. When we starve them from it they will become disengaged, bitter and resentful. People give to their role in direct proportion to what they perceive they are receiving from it, and in most cases it has nothing to do with financial rewards.

Don’t assume you know what people want. Everyone is different and should be rewarded accordingly. Communication is the essential ingredient in the “People Putty” mix.

Reward is only one of 7 key motivational drivers we will look at in engaging our people. Balance, Opportunity, Relationships, Purpose, Fulfillment and Leadership are all important for us to attract and retain the right people; totally engaged and ready to produce more with less.

Have an outrageously productive week surrounded by fully engaged people. You deserve it!

Cheers

Grant Herbert
The People Builder