|
|
|
How to increase productivity in your business?
Copyright © Cecilia Chang Before discussing on your business success, let's talk about being a or work with a boss. If you are your own boss, how do you behave? How do you react when you heard 'Boss' being an employee. By doing your own...
Managing the Human Resource Project
We obtain strategic results by aligning HR mission, vision and values. The following overview highlights a macro approach to project management. Seeking a stretch assignment, such as ownership of a major corporate HR initiative, we lead our...
Trust - The Most Vital Component in Leadership
______________________________________________________ "Trust is the emotional glue that binds followers and leaders together." - Warren Bennis and Bert Nanus "If you don’t believe in the messenger, you won’t believe the message." - James...
Turnover is Not a Problem
“Ha!” you say. “For someone to make a statement like that, they obviously haven’t worked in the real world and certainly have never had to run a company.” Well, let me assure you. In my past I’ve not only run companies, but spent many years...
What To Do When Successful Training Fails
Why Successful Training Failed Elizabeth M., Human Resources Director for a mid-sized furniture manufacturer, earnestly shared with me her hopes for developing a skilled cadre of supervisory personnel who would effectively lead their work groups...
|
|
| |
|
|
|
|
|
|
Fueling the Fire of Your Star Performers
by Carole Nicolaides © 2002
http://www.progressiveleadership.com
Mary was a successful senior executive working for a large insurance company. She was the person that you wanted to have when things did not go well. Everybody loved her for her enthusiasm, never-ending motivation and her vision of taking the organization to the next level. About one year after this bright star was brought in and produced so well she started getting bored. She was quite the character, so with her humor and high spirits she was able to mask her unhappiness.
When she accepted an offer at another firm nobody could believe it. Her boss did not understand her reasons, her team was disappointed, and her peers simply didn’t get it.
So, what could have prevented this situation? What could the company have done to prevent this star performer’s departure?
Don’t Take Them For Granted
Don’t sit too comfortably just because the employment market is tight. High performers find their way to new organizations even in a recession. If they are bored, unchallenged, or simply not passionate about where their work, they will find a solution.
Face Reality - Your High Performers Are Different
High performers are usually people who need a different form of motivation in order to stay passionate about their jobs. For them, self-motivation is an innate thing. It is the fuel for their success. They do not need you in that department. They do need you to feed the fire.
Understand Their Motivational and Values Profile
What exactly feeds the fire? That could be different for each over-achiever you employ. It is not just money or power or leaving a legacy that excites them. Finding out the primary motivators and the values that they need to have in their workplace is an incredibly cheap investment in comparison to losing invaluable employees.
There are several assessment tools in the market. All of them, in one way or another, promise the same things. The key is for you to be able to interpret their results so you can manage your high performers accordingly.
DISC is a popular assessment tool that does an incredible job in explaining, in plain English, what might motivate your high performers. Assessments are not the answer for deciphering the primary motivators of your high performers but they are definitely a great way to help you feed the fire.
Coach Them On What’s Next
Stars thrive on executing results. Seldom do they sit down and reflect on the things that “just happen.” Their visionary thinking is important for your company, but their reflection is equally important. Be patient, encourage self-reflection, show them that you care for them and you want to know how they feel. Encourage genuine dialogues, connect with them on a personal level, and let them rely on you for your partnership.
Encourage Input and Participation
Star performers are not likely to sit quietly and do as they’re told. They want to be in the limelight. They want to make decisions. They want to shine. Be sure to create an environment where they can do just that.
Ask for opinions, investigate options they offer, and involve them in as many areas as you can. Then… take the time to recognize them. After all, what good does it do for a star to shine all by itself? Stars love to shine where all can see!
There is no doubt… maintaining the passion of your high performers is a very active game. There is no one solution that will help you do this. It bears a lot of responsibility, a lot of active gestures and a lot of passion on your own. You must believe in them, you must be proud that they are working for you, you must give them due recognition, and you must let them know that you are sure you’ve made the right decision in bringing them on board.
About the Author
Carole is President and Executive Coach of Progressive Leadership, offering business coaching and leadership training to business owners & leaders around the world. Improve your business relationships, communication, team performance and bottom line starting now. Visit http://www.progressiveleadership.com for more info & subscribe to Carole’s FREE Ezine.
|
|
|
|
|
| The Art and Science of Leadership |
| The very essence of leadership is that you have to have a vision. ... Leadership Development Outline - contains the leadership guide listed to the right, ... |
| www.skagit.com |
|
| LeadershipJournal.net | Church Leaders & Leadership Training |
| Leadership's award-winning and relevent editorial provides timely insights on critical issues facing today's pastors and church leaders. |
| www.christianitytoday.com |
|
| Leadership - Wikipedia, the free encyclopedia |
| Leadership can come from an individual, a collective group of leaders, ... Though advocates of the "big man" school of visionary leadership would have us ... |
| en.wikipedia.org |
|
| Leadership - Forbes.com. |
| Careers, Jobs, Management, Money, Compensation, Salary, Bonuses, Corporate Citizenship, Corporate Responsibility, Corporate Social Responsibility, ... |
| www.forbes.com |
|
| LeadershipNow - Leadership Development - Main Page |
| A source for free articles and shopping for leadership resources. |
| www.leadershipnow.com |
|
| Leadership University |
| Collection of articles in PDF format for distribution to classes, leadership teams, or outreach audiences. Sponsored by Campus Crusade. |
| www.leaderu.com |
|
| Center for Creative leadership: leadership at CCL.org, leadership ... |
| leadership at CCL.org. Specializing in leadership development, leadership training, executive coaching at CCL. |
| www.ccl.org |
|
| U.S. Senate: Senators Home > Senate Leadership |
| It shows the Senate's relationship to other branches of the Federal government and provides a quick view of Senate leadership, officers, and committee ... |
| www.senate.gov |
|
| Leadership |
| Quick Search This Journal:. Leadership. Sign up for SAGE Email Alerts today! Select an Issue from the Archive February 2005—November 2006 ... |
| lea.sagepub.com |
|
| Leadership |
| Describes programs, products, and services of the Covey Leadership Center, The goal of which is to help solve personal, professional, and organizational ... |
| www.ncrel.org |
|
| Academic Leadership |
| Articles and Essays for those in academic leadership roles - from unit coordinators to university presidents. |
| www.academicleadership.org |
|
| United States House of Representatives, 109th Congress, 2nd ... |
| Leadership Offices. Office of the Speaker · Office of the Majority Leader · Office of the Democratic Leader · House Majority Whip · Democratic Whip ... |
| www.house.gov |
|
| Amazon.com: Leadership: Books: Rudolph W. Giuliani,Ken Kurson |
| Amazon.com: Leadership: Books: Rudolph W. Giuliani,Ken Kurson by Rudolph W. Giuliani,Ken Kurson. |
| www.amazon.com |
|
| Leadership.com |
| Welcome to Leadership.com: Shaping the leaders of the Internet era ... Leadership.com offers several modules that empower leaders to build more effective ... |
| www.leadership.com |
|
| Leadership Network |
| Identifies and connects innovative senior pastors in the US and Canada through Leadership Communities and other events. |
| www.leadnet.org |
|
| Educational Leadership |
| Selected responses will be included in either the print or online versions of Educational Leadership. The deadline for this special section is December 8, ... |
| www.ascd.org |
|
| The Leadership Trust - Excellence in Leadership Development |
| The Leadership Trust has launched a new leadership development programme specifically ... The Leadership Trust recently welcomed The John Smith Fellowship ... |
| www.leadership.co.uk |
|
| Progressive Policy Institute: Defining the Third Way |
| Progressive Policy Institute, Democratic Leadership Council Home ... It is time for progressives to fill the leadership void on energy policy by offering a ... |
| www.ppionline.org |
|
| Business Leadership Skills - Leadership Development Training ... |
| Inc.com's Leadership Resource Center covering topics such as leadership development training, business leadership training, and business leadership skills. |
| www.inc.com |
|
| Leadership |
| These pages aim to expand the readers knowledge and understanding of the continuing debate in management studies about the role of leadership in the ... |
| www.ee.ed.ac.uk |
|
|