Tag Archives: Trust
A global study from Walking the Talk, titled Managing Behaviours in the Workplace, surveyed 745 people including 189 leaders, and found that only 34% of those in leadership roles believe they are able to influence or alter the behaviour of employees.
This is despite the fact that 78% of leaders thought their organisation had adequately equipped them with the skills needed to have a positive influence on others. And despite 86% feeling confident in creating the right atmosphere to allow workers to behave appropriately. The research suggested this contradiction is due to leaders being more comfortable operating at a macro level – for example putting in place frameworks and policies – rather than dealing with the more human element of individuals’ behaviour.
When it came to who should be held responsible for employee behaviour, 76% thought leaders should always be aware of what their employees are doing, and 69% agreed that leaders should be held accountable for the behaviour of people working for them.Walking the Talk - Managing Behaviours Report
When asked at what point leaders become responsible for employee behaviour, 19% said they should always be accountable no matter what the situation. One in five (21%) thought it should start when a group of employees have behaved poorly at least once before, and 27% saw the responsibility starting when employees have behaved badly on more than one occasion.
Conflict is a normal part of any healthy relationship and arises from differences, both large and small. Everyone needs to feel understood, nurtured, and supported, but the ways in which these needs are met vary widely.
Differing needs for feeling comfortable and safe create some of the most severe challenges in our personal and professional relationships. Learning how to deal with conflict – rather than avoiding it – is crucial.
When conflict is mismanaged, it can cause great harm to a relationship, but when handled in a respectful, positive way, conflict provides an opportunity to strengthen the bond between two people.
This activity will help you see your conflict management style from a new perspective. The insights you gain depend on your honest appraisal of the conflict management inventory.
This activity is designed to help individuals reach a better understanding of their most significant values.
It can be used by an individual or as part of a team development activity.
To download this activity Click Here
This report provides important insights from business leaders on both the various benefits of employee engagement and the ways to increase engagement.
It suggests that employee engagement is not just an optional extra, but should be a critical part of an organisation’s strategy.
The importance of employee engagement cannot be underestimated. Engaged employees are typically happy employees who feel an emotional connection to their employer and who feel motivated to perform at their best.
Engaged employees are more likely to remain with their employers for longer, deliver higher levels of customer satisfaction and, ultimately, boost an organisations’ bottom line.
In summary - employee engagement is crucial in helping businesses boost customer satisfaction, productivity and, consequently, their bottom line, which is why it should be ignored at leaders’ peril.
This report explores the complex concept of engagement and explains why it is essential that every business in pursuit of profitable growth needs to understand fully the fundamental drivers that help engage staff and help them to perform at their best.
To read the full report: Click Here
Transactional analysis (TA) is a widely recognised form of modern psychology that involves a set of practical conceptual tools designed to promote personal growth and change.
It is considered a fundamental therapy for well-being and for helping individuals to reach their full potential in all aspects of life.
TA is based on the theory that each person has three ego states: parent, adult and child.It is a simple yet accurate means of situating our own behaviour patterns within the wider context of human interaction.
As a leader - understanding the concepts behind TA can help you understand your own and others behaviour.
To read a short introduction to TA - Click Here
Watch and Learn - Click Here
The 4 P's of Persuasion consist of a framework designed for written communication typically used by journalists although also applied in marketing, advertising and corporate communication.
It might be used also in oral communication such as video or audio messages. The 4 P's of Persuasion are a persuasive technique that suggests stressing some critical points, the 4P's, to generate convincing, forceful, powerful, seductive and strong messages.
The 4P's stand for Promise, Picture, Proof, and Push:
Promise: the first part or phase of a text has to grasp the attention of target receivers. The promise should be contained in the headline and then continued in the aperture of a message. The promise, and thus the headline of a written message, is the most important part because it is the first chance to bring a reader to read your message. The promise should contain the most important reasons why a reader should read your text.
Picture: in this stage, the promise and its benefits are explained in more detail with a descriptive language that should stimulate visual memorisation: a reader starts imagining pictures representing the content of the message. An effective way is to describe benefits and let the reader imagine them in his specific context; for example, if
The following ten employee perceptions are deal breakers when it comes to improving employee engagement and morale.
In other words, if your employees feel this way about you as a leader or your organisation as an employer, you must find out how you are creating these perceptions…and eliminate those actions.
What To Do: As you reflect on each perception, ask yourself:
- How likely is it that our employees — or my team members — have this perception? If I say “not likely”… why am I so sure?
- What do employers and what do managers do that foster this perception? Do we — and do I — engage in any of these behaviours?
- Have I, or we, done anything lately that would naturally foster this perception?
10 Employee Perceptions You Cannot Afford (more…)