Effective leadership is paramount to the success of any company, yet so many people change jobs simply because they do not enjoy their manager. Why do some people work so well with one manager but not with others? That’s a loaded question with many different facets, but one big reason boils down to leadership style. There are several different ways to lead a team, and leadership means different things to different people. Compatibility with these leadership styles is often the real issue. Check out these 8 leadership styles to see if you can pinpoint which ones you would or would not get along with, and maybe think about which one you are or wish to be.
We were all hoping 2021 would be the year to see things return to normal, but with another round of Covid19 already making an impact, it looks like 2020’s trend of hybrid and virtual events is here to stay. Some people enjoy hybrid or virtual events because it cuts down on time away from home and/or the office, but others feel that these events hold no life and are difficult to engage with. So where do we go from here? How do you please the masses? How do companies plan for next year’s event? Take a look and see what trends and challenges businesses will need to overcome in the coming year to make their events a success.
As the delta variant of Covid19 picks up speed and effect, our world may quickly be reverting back to the hybrid workplace approach. This style of work is still new to many businesses, and although the pandemic has largely been a negative experience for most of us, it has also proven that productive remote work is possible for many who did not believe in it. As the future of the workplace continues to morph and develop, it is interesting to take a look at the past and see how far it has come already. Take a look.
Have you ever had the dreaded task of letting someone go? If you have, you know not only how horrible it feels, but also all of the thoughts you have later of what you should or should not have said during the process. Maybe that memory you have is the last time you will ever have to fire someone, but unfortunately, it is probably not. Hiring and firing are part of the gig for some but hopefully a whole lot more of the hiring portion! If you are the unfortunate soul who gets pegged with this task for the department, check out the infographic below for some tips on how to make it as least traumatic as possible for both parties involved.
The demographics of the workplace are beginning to change. The old guard is retiring, and as always Generation X never seems to get a lot of attention. Experts are looking beyond to their younger siblings of the Millennial Generation. These youngsters are taking the workplace by storm and with them, new methods, technological capabilities of how work is managed, and new definitions of success are being measured. Though this graphic is slightly dated, it nevertheless gives truthful insight into the mindsets of how this now dominant generation is seeking its share in the business world. Get out of the way or get on board as these now young adults are becoming the leaders of tomorrow and changing how work is done.
“The best time to plant a tree was 20 years ago. The second best time is now.”
That New Year’s resolution to read a book a month may be long gone, but it is never too late to start. Check out the reading list below authored by some of the most influential people in the world. From interpersonal skills to spiritual development to business-changing leadership skills, there is something, if not a few things, on this list for everyone. Meet that New Year’s resolution for the last half of the year with these great options!
Corporate culture is an incredibly important and impactful aspect of business that is often ignored. Either business leaders are too focused on the bottom line to worry about how they get there and the impact that is had on their employees or they simply are ignorant to the gravity company culture plays on their business. I have known people who make great money but hate their job and their life around it, and I have known people who make a very modest income but love their job and enjoy their life. The key difference between these two scenarios is company culture. While the first lives within a bottom line centric environment with little work-life balance and hard-driving, calloused management, the second lives in a process centric environment where if you do the work, the work will come accompanied by a healthy work-life balance and caring management. Culture is important and it can often make or break a company. Don’t let poor culture and management sink your ship. Take action, and take a good look at everything that contributes to your company’s culture and try to always strive for a healthy and productive environment.
The summertime is great for barbeques and family get-togethers, but can actually be a strain on businesses. Productivity tends to decline in the warmer months as distractions are plentiful and workers are weary of the indoors. There are several areas attributed to causing this decline in productivity. Some areas are in a business’s control while others are not. One simple way they can help control this is by keeping the temperature in the office at a comfortable level- too cool or too hot and productivity declines and errors increase. Keep the office space between 70-72 degrees for optimal production. Another aspect a company can control is vacation time. Many workers do not have the time they need to really rest and recharge. Make sure you are granting your employees the necessary time they need to rest to be at their best, not only for their sake but also for yours.
Sometimes the best intentions fail. Why is that? There are companies out there who wish to change their corporate culture, image, or just simple processes, yet they can’t seem to succeed. It turns out it is usually for the same reasons that always inhibit positive change -poor planning, poor leadership, and no employee buy-in. It doesn’t have to be this way. Often the cause for failure is due to a lack of positive and thorough communication. Don’t become one of these statistics. Make sure the change you hope to implement has been thoroughly thought out and discussed. Clearly present and encourage those in leadership to see the advantages of the changes being made, culturally or otherwise. Get people excited about the changes and the benefits it creates not only for the bottom line but for them as well such as more profit-sharing opportunities with streamlined processes or a more positive work environment. Don’t fake it and don’t be over the top. Treat your leadership team and employees as the valuable members of the company they are. Include them, request feedback, other ideas, and input. When people know they are truly valued and considered, change comes easier.