Tuesday, October 23, 2012

Lessons from CEOs Regarding Core Values

Core Values are way more than just words in a fancy frame on all meeting room and lunch room walls.  This article outlines the keys about successful core values from CEOs perspectives.



Pay Employees What THEY Want.

I recall hearing years ago about a small organization where the owner was tired of dealing with people complaining about their salaries, so he told everyone in the organization to set their own salaries.  He told employees that they could go into payroll and set their salary at the level they feel they are worth.  Here's what happened.
    • One person walked in and gave himself a small raise, just to see what would happen.  It was accepted and the new pay level showed up on his next paycheque. 
    • Another took a pay cut as she just didn't want to work that hard and felt a huge stress release of not having to live up to the expectations of the higher salary.
    • Finally, one person, who was not a great performer, took a significant raise.  However, once his salary was set at a level of what he thought he was worth, his level of performance improved significantly.
I think you will enjoy these thoughts in this article about setting salaries during the interview process.


I welcome your comments.


A great summary about the Art of Listening. 


Listening is so important.  It is said that the deepest need of the human soul is to be understood.  If this is the case, many of us are trying to be understood rather than truly listening to people empathically.  Empathic listening requires listening with the heart, ears, and eyes.  How well do you listen?  Are you and empathic listener?

Sunday, September 23, 2012

Great tips for your own career management

This article focuses on who you know, not what you know when it comes to career management.  In my experience, it seems that there are lots of people in their jobs who don't seem to know how to manage their own careers.  Doing a good job is helpful, but working with people, sharing your career aspirations, and taking career management into your own hands will help you succeed in your career.

For Your Career, It’s Not What You Know – It’s Who You Know

by Sharlyn Lauby on September 2, 2012
My very first job in HR was based on what I knew. Every other job offer after that was because of who I knew.

Read More here ....



Increase your productivity

This article has some great tips on how to be more effective and productive each day.  Who wouldn't want to increase your effectiveness at work and in life.

What Successful People Do With The First Hour Of Their Work Day

August 22, 2012
How much does the first hour of every day matter? As it turns out, a lot. It can be the hour you see everything clearly, get one real thing done, and focus on the human side of work rather than your task list.
Read More here...

Saturday, September 22, 2012

The 10 second Leadership Quiz

As a follow up to the last posting, have a look at this short article on your worldview of leadership?  How do you define leadership?



Are your employees Rats or Beavers?

Here is a very interesting perspective on looking at the kinds of employees you feel have in your organization.  As a leader in your business, how do you view your employees?  Are they rats or beavers?  This short thought provoking article is a must read for any leader.


Employees Demand Career Agility

This is a great short article based on research from Ranstad's 2012 Employment Survey.  It is written by Sharlyn Lauby of www.hrbartender.com.  It talks to the heart of what most emoployees are looking for in their jobs and careers. 

According to Randstad’s 2012 Employment Survey, approximately 86% of employees are leaving their jobs due to a lack of career development. Honestly on some level this isn’t a surprising number. Organizations have been focused on the here-and-now. They are trying to recoup the losses of the Great Recession. Expansion efforts have been slow. Career development hasn’t been a priority.

While this mindset is understandable, it doesn’t mean employees don’t want more. The Career Engagement Group’s 2012 Career Agility & Engagement Report revealed some interesting findings:

(Click on the link to read more about the findings)


Saturday, August 18, 2012

How To Foster Outrageously Awesome Employee Engagement

A simple summary article on how to create and ensure Awesome Employee Engagement.  It is really quite simple but amazing to know that many organizations do not follow these simple ideas.



Wednesday, July 25, 2012

Employment Branding

The art of attracting and retaining great people is becoming more and more difficult.  Great employees want to work for great organizations and because they are high quality people, they can hold out for only working with the best.  Organizations must consider developing an Employment Brand for their organization in order to attract and retain the best people.  Here is a link to a very interesting article on Employment Branding.



Thursday, July 19, 2012

Six Ways to Drive Employee Performance and Motivation

Here is a short blog post on Six Ways to Drive Employee Performance and Motivation.  As you will see from reading this article, these ideas are not new.  They are common sense.  However, as with many things that appear to be common sense, they are often NOT COMMON PRACTICE. 


I hope you are following these 6 steps as a leader in your organization.


How Leaders Become Self Aware

A key component to successful leadership is Self Awareness.  This is an interesting blog post on how you can become a self aware leader. 


People Insights, Inc. works with organizations in leadership and organizational development to help Executive Teams and key leaders work well together to ensure productivity and maximum organizational success.


WorkSafe BC Develops Discussion Paper on Workplace Bullying

I am working with more and more clients on Respectful Workplace policies and training.  An issue that is more and more a part of the workplace discussion is Workplace Bullying and Harassment.  Worksafe BC is now working on developing policies for dealing with Workplace Bullying in the workplace.  Here is a copy of the discussion paper.


On page 5 of this discussion paper, the employer's obligations in relation to Workplace Bullying and Harassment are outlined in section 6.4.  In preparation for dealing with such issues and as the proper and appropriate course of business, your company should be implementing appropriate policies and training to ensure you have a Respectful Workplace.  Please review to my June 11, 2012 Blog entry to see the approach People Insights takes in this regard to assist organizations in this area.


Monday, July 2, 2012

The Downfall of RIM

Further to my last post, this article summarizes how large companies can make big mistakes.  Lots of lessons to be learned here.  Enjoy this article about the downfall of Research in Motion.  I suggest you evaluate your company to see if you are living any of these pitfalls.



Naysayers sholud never deter innovation

This is a great article about how people try to put down success before it happens.  Yet, in speaking to several consumers at the time, it was amazing to hear how impressed they were with the iPhone when it first hit the market.  It truly redefined the industry.  Companies like Research in Motion (makers of The Blackberry) was probably a naysayer to the iPhone as well.  Their arrogant attitude that they owned the market has cost the company dearly - likely the end of the company.

Some morals from this story:
  • Never be detered from introducing new ideas.  Perserverance is a key to success.
  • Never become complacent thinking that your product or service is the best and will never be improved upon.  Continual innovation is the key to success.


Saturday, June 23, 2012

2012 Compensation Increases in Canada

The link below is a summary report of expected Compensation Increases in Canada for 2012.  Although during these tough times, increases in base pay in many corporations have been low or non-existant (wage freezes), it is interesting to note that companies are increasing their salary structures by less than 2%.  However, likely due to limited increases in the past few years, salary increases on base pay are expected to be in the 3% range for all levels of the organization.  I see this as a leading indicator that companies are getting concerned about their ability to attract and retain employees, as the struggle to get employees becomes stronger and stronger.  This can be seen as a warning sign that companies should look deeply at their retention strategies.


Friday, June 22, 2012

Courage Leadership

I came across this article today on twitter.  It adds a nice perspective on Leadership by speaking about "Courage Leadership".  It is a great read and a good reminder that anyone can be a leader.  Courage is a key component to successful leadership.  Enjoy!


Tuesday, June 12, 2012

Human Resources Defined: The Architect of Work

This is a really great article explaining the true role of Human Resources.  It was written by Sharlyn Lauby on June 3, 2012 from the HR Bartender website.  www.hrbartender.com .  Enjoy!!

Human resources is a tough profession to define. Whenever people ask me what I do and I say “human resources”, their first response is … oh, you hire people. Which is true, human resources often has responsibility in the recruitment arena. But it’s certainly not the sum and substance of the role. By far.

But then, when I try to explain what HR does, it becomes this long list of things – benefits, compensation, safety, employee relations, etc. etc. People’s eyes begin to glaze over…

So when I have to describe what HR does, I like to say – HR is the architect of work.

To Read More, Click Here

Leadership Intimacy

So, what does Leadership Intimacy mean?  It sounds a bit over the top, doesn't it. 

Leaders need to get to know their people, and REALLY listen to them.  This is how organizations grow and prosper.  Leaders need to go out regularly to talk to people and find ways to improve their organization.  The people doing the jobs always have great ideas to improve the business, but often aren't asked or are afraid to give their opinions.  By knowing your employees well, you will be able to get open and  honest feedback from them.  The key is the people need to know their leaders as people, not as their positions or titles.  Once this is established, people will share ideas freely and safely and help improve the company.  Enjoy this read.


Monday, June 11, 2012

Workplace Bullying, Harassment, and Sexual Harassment

Bullying, and in particular, Workplace Bullying are more and more becoming topics of discussion these days.  In fact, WorksafeBC will be allowing bullying disability claims and are now in the process of developing tools for employers to implement to prevent bullying in the workplace.  Here is a great article outlining more details:


I have found that one of the most effective ways of dealing with the employer's duty to deal with bullying, harassment, and sexual harassment is to take a proactive positive approach to this topic.  Many organizations have used the strict legal approach to the topics of harassment and sexual harassment.  Employees often leave training sessions such as this fearful that they can't even talk to each other or have fun at work.  This defeats the true intent and can put limiting factors on a creative and enjoyable work environment.  My approach in dealing with clients has always been to deal with this topic in a positive way.  The training sessions are fun and interactive and are called "Respectful Workplace Workshops".  This sounds so much better than "Harassment Seminars".  Although these sessions seem light and upbeat, the message gets clearly delivered that bullying, harassment, and sexual harassment will not be tolerated.  Also, all the legal issues are fully addressed through training and the Respectful Workplace Policy/Guidelines.

Here is an outline of how I usually approach this sensitive topic in a short 45 minute workshop:
  • Link the training to the organization's core values
  • Define why it is important to have a Respectful Workplace (Group Work)
  • Define Harassment, Sexual Harassment, and Bullying
  • Review the Law in Canada - Canadian Charter of Rights and Freedoms, Human Rights Legislation, etc.
  • Provide a "Test" for determining if harassment has taken place
  • Work through a Respectful Workplace Quiz outlining different workplace scenarios
  • Provide a copy of the Respectful Workplace Policy/Guidelines
  • Answer any questions
These sessions are fun and interactive.  Attendees always leave the room enlightened on the topic with a new sense of the importance of analyzing their behaviour at work.  It is a positive experience that helps the effectiveness of any organization.


Saturday, June 9, 2012

The Secret of the Great Workplace

I think this is an excellent summary of the elements of a Great Workplace.  I especially like the model in this blog outling The Dimensions of a Great Place to Work.  This is a short article and well worth the read.

Great Workplace

After you have reviewed this, you may want to ensure that these ideas are abundant in your organization.  There are several ways to do this and People Insights can help. 

People Insights, Inc. Website

Making the Workplace GREAT!

Some thoughts on improving your workplace

People in leading organizations often talk about how great it is to work where they work.  Others working in poor work environments listen in envy and often don"t even believe that a workplace can be a great place to spend a good portion of your life.  Based on my experience, here are some key elements of a Great Place to Work:
  • The leadership of the organization truly believes in their people.
  • Complacency is not tolerated.
  • People are given the opportunity to learn and grow.
  • Respect is pervasive throughout the organization.
  • People's ideas are listened to and truly valued.
  • Open and honest communications are part of the core values and operating framework of the organization.
  • The direction of the organization through its mission, vision, and core values are clearly communicated and understood by all.
  • People are recognized and rewarded for their contributions.
  • Leadership is encouraged, expected, and supported throughout all levels of the organization.
  • Teamwork is part of the organizational culture.
  • Performance criteria are clearly defined and results are expected.
  • People are very approachable and open to new ideas and suggestions; they like to be challenged.
  • People at all levels are empowered to do the right thing.
  • The organization is a fun place to work.
With the expected upcoming shortage of labour in the future, these elements are critical to any organization's success.  A small investment in these areas today will result in a huge payoff for your business in the future.