Tag Archives: Business

Good to Great

Good To Great is a book for people looking for success – to take that step towards greatness. Despite it mainly be aimed at companies, I feel as an individual there is plenty you can take from it. For that reason, I have included the eight key points to take away from the book – enjoy!

1. Great leaders have humility and professional resolve
They are not focused on self rewards, instead they are driven to see their company be successful as they want to put their company first.

2. Hire/work with the right people
Companies are only as good as their employees. To be successful, you must identify and work with the best people available. The right people are your biggest asset, so pick the right recruitment company to work with.

3. Must find brutal facts and difficulty realties in order to overcome them
When doing this, you must believe you can overcome this and it will make you better because of it. The biggest recommendation to achieve this is, don’t work with ‘Yes’ people and be transparent, honest and direct in your actions/communication.

4. Find what you’re best at and stick to it
Companies and individuals often stick with what they’re known for or what they have been doing for years but this may not be the best decision going forwards. Instead, they must find what their core competency is and ensure they stick to it.

5. Be self-disciplined
The right people are self motivated and focused on the company’s and their goals. This means there won’t be a need for discipline or incentives which may cause distraction or resources that can be used elsewhere.

6. Use technology to accelerate your goals
Technology should be used to accelerate and build on the individuals or company’s success. Positive financial results are often dependent on the success and efficiency of the technology that is acquired and used.

7. Be persistent, patient and consistent
Going from good to great doesn’t happen over night. Instead, it requires patient effort in order to achieve it over time.

8. All the principles are timeless
Economies are always changing and moving. There is always another challenge. However, the principles that ‘Good to Great’ provide are timeless as laws, regulations and people change – you can still use the principles provided to reach a level of greatness.

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Showing Millennials attention will provide a greater ROI

To get the best out of millennials for your organisation to get a return of investment, you must give them your total attention. Attention sounds very negative when people use the word in relation to providing attention to another individual however, all negative stereotypes can be turned into positive attributes when understood.

If you’re in a leadership position to millennials: the first thing you must do to show them attention is to be a coach; not a boss – they want access, they’re looking for a mentor and they want an environment where they can have a platform to be successful.

Perhaps even more so than other generation, Millennials want to feel that their work is making a difference and they would like to be recognised for it. For this to be achievable they need constant feedback (weekly minimum) and the feedback must be critical, best using the Sandwich Technique, to get the best out of their potential. You may also be surprised to know that while they’re brilliant at navigating the digital landscape, they prefer face-to-face communication so when you feedback ensure you sit down and have a conversation about it.

The final part on attention is to give the young person a significant role on a project – this responsibility will provide a lot of confidence in the person to go and progress further and feel like he or she is valued within the organisation. This one move could significantly increase loyalty and performance to generate further returns to your organisation.

What do millennials want #4

Millennials want freedom within a frame work. They’re fed up of the rigid corporate structure and environments that many organisations still rely on, now they’re driving for freedom within a structured organisation.

Millennials have a true entrepreneurial mind-set; they like flexibility, independence and are determined to pursue their passions. This means that within this framework there needs to be freedom to roam and grow. To second this: 66% of millennials want to be entrepreneurs (Bentley University, 2016). This trend has led to more frequent job mobility until a satisfactory environment is achieved to meet the needs of the millennial. From the same report, 79% reported that their employer encouraged creativity (impressive!) and 78% reported they’re loyal to their company because of this (hint).

My advice to assist you: is create a hackathon competition/events to drive creativity within tasks to see what ideas and initiatives can be created within your suggested framework. This will drive confidence, stronger relationships and better communication between employees as well as management.

What do millennials want #3

Millennials want to see a pathway within the organisation they work in or have been offered by. They expect a rapid progression in a varied and interesting career – the latest figures suggest a graduate in this generation will likely change their job 8-10 times in their life.

Millennials have ambition, a desire to keep learning and see the job as a development opportunity. Millennials value development more than other generations do which is a key difference. Gallup’s, How Millennials Want to Work and Live, reveals that 59% of millennials say opportunities to learn and grow are extremely important to them when applying for a job.

My recommendation to develop the millennials within your organisation is to show them a potential pathway if they can achieve the goals you have set them – this will drive focus, productivity and profit. The second recommendation is to build a two-way mentorship programme between a senior member of staff and a millennial to ensure that development is ongoing for every individual within the organisation.

Millennials are inpatient and don’t want to wait – it’s simple either develop your young people or they will leave to develop.

What do millennials want #2

Millennials want to be heard – it is that simple. Young people, especially in the UK, feel that the older generations do not understand them or listen to them. If you want to grow engagement within your organisation I suggest you try not to understand millennials but rather focus on listening and giving them a voice.

Millennials have many great ideas and opinions and it is my view that many ideas go to the graveyard because other generations don’t let the young people have a voice. When being listened to they expect your full focus as they don’t take kindly to being ignored so it becomes more paramount that you act on their voice.

For this to be successful – everything between a leader or older member of your team and the young person must be two-way. Ideas, opinions and final say must be communicated and discussed both ways. To initially encourage this, you may want to start two-way mentoring between a leader and a millennial.

If you’re a leader, I suggest when you’re looking to develop a millennial you do the following: Listen, watch & act.

3 motivators to ensure you achieve your New Year’s resolution

We all start with the mantra “New Year, new me” but who keeps to this and most of all achieve it?

With new goals, we all start with the same possibilities and opportunities to fulfil our dreams. Our mind-set is the difference in each challenge to achieve our goals, simply it is our ability to change that:

‘Impossible’ into ‘Possible’
‘Can’t’ into ‘Can’
‘Don’t believe’ into ‘I believe’

Here are three motivators to ensure you achieve your New Year goals:

Why do you want it?

Unless you want to achieve it, you will never choose to achieve it. Success is achieved through deliberate hustle and persistence, relevant to your goals. Firstly, you must write your goals and why you want to achieve it using ink or technology. This will assist in visualising the possibilities of achieving your goal. Once you’re content, you should feel capable of telling people publicly about your goals and why you want to achieve them.

Reward, Reward, Reward

If you’re going to be successful and keep repeating the action consistently, you must reward yourself along the journey to ensure you keep growing – even through the small progressions. You must associate yourself with the feeling of success and that feeling will reinforce your end goal and your drive with your subconscious.

Give yourself a finish line

Set a date for direction but not a deadline. The direction is important but putting a date for completion is crucial for motivation. However, this can easily work the other way, so ensure the time is achievable and realistic in regards to your goal or project.

STOP WISHING, START DOING…

3 ways to win over your employees

It’s the people who make a company successful. Your employees are the ones who interact with customers, so if your employees aren’t happy or engaged, they will not effectively sell the company to the customer. This is the main benefit to improving your relationship with your employees, but the second reason is another costly error. A recent Ernest & Young survey said 2.7 million employees leave their work place per month in the US alone because of a break down in the relationship with their boss.

Here are three ways to improve your relationships with your employees:

1. Truth, Trust & Transparency
Employees want to know the people above them or around them are being honest and that they can trust them. I recommend two processes that you can start to help the process: firstly, hold 10/20 minute weekly meetings with your employees where you can have an honest and transparent two-way conversation about movement in the company. The second process is answering every email that the employees send you, this will show that that you are always trying to communicate with them and are interested in what they have to say.

2. Praise when nobody is looking
One of the key techniques you can use to engage employees is to notice good work or effort when nobody else is looking. Often a boss will only notice an employee when they do things wrong or have finished a project, but by engaging them through recognising their effort during the process will allow them to be happy and feel valued for what they have achieved.

3. You must direct
Like a film, you must direct your story (company) and to do that you must lead the cast (your employees). To do this, you must give each employee direction, responsibility and support through mainly the first technique I provided. If you’re directing your employees, this means you must take blame for all responsibility. This will show your employees, that you’re willing to trust them and work hard for that direction to be successful.

“Everyone talks about building a relationship with your customer. I think you build one with your employees first” Angela Ahrendts.

What do you do to build the relationship?