Hidden Factors at Work Determine Your Actions

A deeper dive into the aspects that shape behaviour, and therefore action, points to areas that operate below the surface. The “iceberg” analogy is useful here in that it describes processes operating beneath the surface that shape everyday action at work. What truly determines your actions in a work setting has little to do with the words on a wall or the quarterly goals set before you.

Behaviour at work is shaped by perception yours, and your coworkers, as to what is safe to do, and what is deemed dangerous, or not safe. The role of the unwritten rules plays a significant part in forming the actions taken.  Shared assumptions produce a realm for action as well. Tradition exemplified in the phrase “we have always done it this way” has a significant role where behaviour is concerned.

To shape or influence an organizational culture requires that the areas that are hidden, and which are in play in manipulating behaviour, do need to be brought up and fearlessly addressed.  The question that arises is the method for doing just that.

What have you found that works to bring about cultural change taking into account the above areas?

Business Change & Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com

Why Every Business Needs to Have a Code of Conduct

Large, small, or somewhere in between does your business have a code of conduct in place? From a small business point of view it may superfluous to even bother with having one in place. You and your employees are likely working flat out to be visible and sell your product or service. As a business of any size a code of conduct provides blueprint for the growth and longevity of the enterprise.  This applies to family owned businesses as well.  Here is why:

  • Having a code of conduct in place articulates the ethics that as a business owner you expect of people in your employment.
  • It provides a blue print for addressing conflict.
  • Involving employees in the creation of the code allows for buy in and cooperation within the business.
  • It sets out the parameters for clear decision making by the employees.

Working with businesses that have a code of conduct in place provides for a positive work environment and a general attitude of cooperative cooperation.  The investment of time on the front end to develop one saves countless hours and disputes over time.

Business Change & Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com

Signs of Influence at Work

Personal attitude and behavior are the platform for influence.  Being approachable and listening to employees at every level of the organization is vital to having influence.

Continuing to be approachable. Maintaining your listening skills and requesting suggestions from those working in the front lines is invaluable.  The crucial aspect of having influence is in engaging those around you and in implementing their best suggestions for change.

Requesting feedback from employees. When you request constructive feedback from employees you are opening yourself to a degree of criticism.  You are also opening yourself to receiving feedback that assists in confirming and enhancing the degree of influence you have.

Increased cooperation for change and new initiatives. When those employees who report to you and colleagues rally around you to cooperate, champion, and assist whole heartedly with the implementation of your programs or projects you can clearly see the evidence of being influential.

To maintain the momentum that has started ensure your behavior and attitude are consistent and that you are open to receive feedback from those around you.

Business Change & Transition, Marie-Helene Sakowski at info@effectiveplacement.com

Trends in Business – Are They New or Solid Stable Practices

Many articles claim there are new trends that businesses of every size must incorporate.  Many of those articles site focusing on clients, sharing of information, and having appreciation for those who have worked with you. These trends are hardly new.

Focus on the client. Tailoring service offerings to the client needs and staying focused on what is important to the client while juggling competing demands has a long history. Staying the course is a virtue especially when the client is looking for a quick fix to a long standing issue. Letting the client know a quick fix may not be the solution while maintaining open lines of communication and being transparent throughout a process is a top priority.

Sharing of information. Being clear in all communication is critical.  Sharing communication on various platforms is important for all levels of the organization to be up to date and informed.

Showing appreciation and giving thanks. Thanking those who are working with me on a project or initiative and appreciating that they are doing so on top of their day-to-day work is important. All of us require thanks and appreciation that is genuine and sincere.

Business Change & Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com

Steps in a Change Management Journey

As a leader you may be involved in several initiatives that require change in your business or organization. Navigating your way through the change process you will require key leadership traits.

Be purposeful. Having those impacted by the changes involved in purposeful and productive activity is essential for the initiative to have traction and be successful. Have the changes have meaning. Take the time to communicate at every level of your business and organization how the change will likely impact day-to-day operations and the intended benefits associated with the change.  Be clear that unintended consequences are likely and these will be addressed as they are identified. Keep it simple. Introduce one change at a time and reinforce the change throughout the business or organization ensuring it is taking place and having the desired outcomes. Recognize the success. Congratulate your team and the employees impacted by the changes on the success of the process.  Recognize individuals for the work that has been done. Follow-up. Have a feedback process in your change management initiatives. Track and change what need’s to be improved. Change must be viable and desirable.

Business Change, Marie-Helene Sakowski info@effectiveplacement.com


Complacency – it Stifles Creativity

This morning – which did you wake up with – a feeling of being ready to go and tackle the list of items to accomplish?  Or – taking your time easing into the day where nothing is pressing it is just another weekday with the usual things going on?  Like many the latter bites me every so often and I notice that I have given a few hours over to being stuck in a complacency rut.

Being complacent may be a mask for fear.  It is surprising the many masks that fears dons especially when you are in the midst of launching a new service or engaging with new clients.  Fear stops us from being creative, from taking the steps that need to be taken, and from being courageous enough to launch what you are working on.

Fear has many masks in business.  Another form it takes is in putting off doing what needs to be done.  Procrastination is a form of resistance and resistance in turn is a form of fear.

Are you willing to put yourself and your livelihood on the line to face fear directly and take the action you have been avoiding?  If not – why not?  If yes – the courage for doing so will likely provide you with countless new opportunities and unprecedented rewards.

Business Change & Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com