Leadership Development

As someone in a leadership role or someone who oversees leaders in your organization are you taking the necessary steps to safeguard that those who report to you are leveraging their own capacity for the better good of all? Are you doing that for yourself as well?

Organizations may have people in leadership roles where the following are missing:

  • An articulated purpose that is shared amongst the individuals that are being worked with;
  • Clear understanding of the power and dynamics that each leader has too work with at a formal and informal level;
  • Vested understanding of the roles and systems in place for the direct reports involved.

Spending time and energy on learning the latest leadership development concepts and models is tempting. However, the real work may be engaging in your own leadership development. In other words, use our own tool-kit to identify our own leadership challenges. In doing so you are in a better position to develop the leaders around you.

What actions are you taking around leadership development in your organization?

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

Revitalizing your Business

Are you as an employer, business owner or manager meeting or exceeding your goals?  Are you hitting the high points during the term or year?  Do you have influence over the business, the culture, and the outcomes? If not keep reading.

Most employers and managers would state that they have a strong influence overall within the business they are in.  They would further go on to state they have their ear to the ground and know what is going on.

  • Do you emulate the type of behaviour and culture you want to see around you?  Are you a strong proponent for having employee’s views and feedback be a part of your daily operational routines?
  • Are you open to constructive criticism that leads to change?
  • Do you look for ways to improve workplace dynamics and performance?

If you are more of a closed book than a new chapter in the making, what would have you embrace a different style of leadership and a change management dynamic?  A business will change over time.  The question becomes are you ready for revitalizing yours?

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

Talent Shortages or More AI Automation

Technological changes continue to dominate workplaces. However, the need for skilled talent to mange these processes seems to be increasing.  Companies are examining the scope of their workplace technology investments on one hand. On the other hand, the need to ensure that their work forces are equipped with the skills necessary to mange AI are prevalent.

Temporary and contract workers in this gig economic environment will continue to dominate. Business leaders should expect to see the rise of remote or virtual workers, freelancers, and contract workers.

Is your business ready for the technological changes coming your way? Do your hiring and engagement strategies involve having people onboard that will foster the new era of human and AI automation learning?

Do share your thoughts. I am genuinely interested.

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

Strategies for Managing the Winter Blues

With the arrival of fall and the coming winter season – the days get shorter, and darker the temperature drops in some cases plummets to Arctic lows. Businesses may see a spike in the increased use of health and wellness programs including Employee Assistance.

Seasonality is often a factor in mental health and is frequently associated with shorter darker days. The increasing attention on individual mental health and wellness lays the groundwork for employers to consider methods to offset the winter blues.

The following suggestions coming may go a long way to ensure productivity and office morale stay stable over the coming winter:

  • Plan a winter planning retreat for your team it could be a day gateway close to the office where high level plans for the upcoming year are discussed;
  • Provide snacks that have contents of vitamin C and D throughout the office;
  • Offer weekly meditation or yoga classes;
  • Encourage employees to utilize Employee Assistance programs to address personal concerns.

What other strategies have you used in your office to offset the changes brought on by winter?

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

Reasons for Hiring Workers Over the Age of 45

Strategic managers and HR professionals need to address the skills, knowledge base, and institutional memory that is required for their company to grow. Date from StatsCan there is now an equal number of workers aged 25 to 34 and those aged 55 and above who are active in the workplace. That number strongly suggests that to keep up with the demands of running a business – older workers are now a necessity.

Efforts to retain and attract older works need to be top of mind for those who want to ensure the viability of their businesses in the long term. Offering older workers flexible work arrangements, training and development opportunities is important.

Benefits of keeping a mature workforce include:

  • Knowledge based on experience;
  • Dependability and commitment;
  • Established networks that add value;
  • Matching clients to your employee base – mature clients like to deal with mature employees.

What strategies is your business undertaking to ensure that the mature employee stays on?  Do let me know as I am genuinely interested.

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

 

Employee & Company Growth Are Often at Different Paces

You were hired for your dream job at company XYZ. For the first few years you were in the zone – you meshed with the company culture and were a great fit in terms of your attitude and behaviour.  Suddenly or maybe gradually you began to feel less aligned overall with the company.

As an employer you notice that one of your star employees is indifferent. The person maybe quieter or appear to be less involved. An underlying tension or apprehension is evident. The company or the employee may have grown by leaps and bounds. What started off as a great fit is no longer. 

When facing a situation with an employee who is no longer a good fit there are some steps you as the employer can take to mitigate the situation. First you can meet with the employee and develop a transitioning out plan.  Working with other businesses to find a home for the employee is a win-win scenario. Another option is to look internally to determine if there is a role that will use put the talents and skills of the employee to good use.

What have you tried to ensure both you and an employee come out as winners when the fit is gone?

Marie-Helene Sakowski – Business Consultant Change & Transition – info@effectiveplacement.com

Freedom from Stigma

Policies are a starting place from which to develop deeper strategic processes to have that allow for the safety, security, and levelling of the playing field. Employees need to trust that their disclosures and requests for additional support will not cause a backlash reaction of additional harm. Most organizations whether they be business, not for profit, or non-governmental agencies have policies in place for addressing physical illnesses.

The stigma of declaring that you require support for a mental health illness or that you require time off to address strategies for the interpersonal violence is real. There are Employee Assistance Plans (EAP) in place to help employees with confidential counselling services. These services do provide critical assistance.

Workplaces need to take a deeper look into providing the framework for employees to feel comfortable enough to overcome feelings of shame and humiliation of the condition or illness they are trying to deal with. Inhouse seminars are one way to ensure ongoing training and education of all employees is in place. Another is to develop mentorship approaches or those facing additional challenges such as interpersonal violence.

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

 

Productivity Increases with Focused Work

You arrive at work ready to go and then the distractions start. Even if you work remotely you are still expected to address emails, texts, LinkedIn, Twitter, Instagram to name the most common digital and social media distractions. Replying to instant messages from wherever they are generated is a reduction in productive focused work.

The term focused work refers to doing work that requires increased concentration free from the interruptions of digital and social media messages. Workers are often engaged in tasks that require minimal effort with decreased amounts of concentration. Focused work is not that.

When workers are free from the mundane distractions of keeping up with the less important tasks before them, they create the space to address larger projects. The ability to focus on new product development, or new operational processes take precedence. When that occurs productivity and worker engagement increase.

Batching the less important tasks during a working day assists greatly with increasing time for the purpose of accomplishing the scope of work required. You gain a whole new lease on time when not checking for messages etc. every 6 – 10 minutes.

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

 

Building Trust at Work

Trust is a necessary requirement in the workplace. Despite the importance of having it is not a common feature between, managers, and the executive suite.

Research by various firms indicates that fewer than 50% of employees trust their managers or their company. As bleak as that number is there are certain steps that everyone who manages a group or is part of team can take to develop trust over time.

Theses steps include:

  • Being honest with your team or group even when facing difficulty or adversity.
  • Own and admit to mistakes that you have made and the resulting cost of those mistakes.
  • Train your team and yourself in the process to become aware of unconscious biases so that different approaches to solving problems or issues emerge.
  • Put yourself on the line and show vulnerability by asking for feedback and then implementing the information gleaned into the day-to-day operations.

What other steps have you used to develop trust in your teams? Do let me know as I m genuinely interested.

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