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. 

http://ldrlb.co/2012/07/six-ways-to-drive-employee-performance-and-motivation/

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

Neil

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. 

http://blogs.hbr.org/tjan/2012/07/how-leaders-become-self-aware.html

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.

Neil

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.

http://www.worksafebc.com/regulation_and_policy/policy_consultation/assets/pdf/BullyingHarassment.pdf

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.

Neil

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.

http://m.entrepreneur.com/blog/223910

Neil

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.

http://www.loopinsight.com/2012/06/29/iphone-turns-5-here-are-the-naysayers/

Neil

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!

http://www.hrvoice.org/courage-leadership-step-up-to-your-next-level/

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.

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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.

http://blogs.hbr.org/cs/2012/06/conversation_starter_how_intim.html?awid=5721751176237590195-3271