Aaron Green’s Post

https://lnkd.in/dBkHRGEV It is highly tempting for managers to hoard good talent. We understand this temptation, however, as described in the article below, we also understand that by developing talent, rather than hoarding it, we serve the long-term interests of ourselves and the organization. This is particularly true the higher in the organization one sits. Being an enterprise leader truly means making decisions and being intentional about your efforts in service of the whole enterprise, not just your functional area of responsibility. Executive teams with more true enterprise leaders are more likely to be able to navigate the complex challenges of business while also ensuring depth of bench to help support these efforts. #talentmultiplier #enterpriseleadership #development

The MIT Sloan Management Review reveals that assessing character alongside competency is crucial for enhancing organizational culture and performance. 👉 Read more about these insights and their impact on the Talent industry on Mexico Business News! #Hiring #Leadership #OrganizationalCulture #CharacterAssessment #Integrity #Inclusion #MexicoBusinessNews

In my penultimate post on management in this short series of tips, we move on to the subject of transparency and trust. One topic that can becoming highly-corrosive in an large and multi-site organization (or a family-owned business) is promotions and the process that leads to promotion. In large, remotely managed organizations, unclear promotion processes can erode trust and morale. When employees don’t understand why someone was promoted, speculation and resentment fill the gap. People may believe favouritism, politics, or arbitrary decisions are at play. This uncertainty leads to disengagement and undermines efforts to retain top talent. A transparent appraisal process solves this. Clearly defined criteria for promotions, consistent feedback, and open conversations about career development are essential. Employees need to know exactly what’s expected for advancement - whether it’s performance, skill-building, or leadership potential. Regular, documented performance reviews help employees see where they stand and what they need to improve. Leaders should also ensure that promotion decisions are communicated openly, explaining the rationale and criteria used. A transparent promotion process doesn’t just prevent frustration; it motivates employees to strive for excellence. When people trust the system, they’re more likely to stay engaged and invested in their career growth. #TransparentLeadership #EmployeeEngagement #LeadershipDevelopment #HRBestPractices #CareerGrowth

Communication And EQ: Communication and emotional intelligence are crucial soft skills for today's leaders, particularly in engaging Gen Z. Companies that align with these values have seen improved employee retention and success. So, what are the most adaptive management strategies that can win the loyalty of the Gen Z workforce? #leansixsigma #sixsigma #continuousimprovement #processimprovement #operationalexcellence #leadership

How would your organization change if every leader modeled their behavior on yours? As HR Business Partners, we often find ourselves caught up in the day-to-day operations, focusing on policies, compliance, and HR processes and systems. However, it's crucial to pause and reflect on the influence we have on shaping the culture and leadership within our organization. A great thought-provoking question you might consider for this is: How would your organization change if every leader modeled their behaviors on yours? You can use this question not only for self-reflection but also as an invitation to examine the impact of your actions, decisions, and interactions on the broader organizational culture. As HR professionals, we are in a unique position to inspire change, drive leadership development, and foster an environment where every employee feels valued and empowered. Here are a few key areas to reflect on: 1. Empathy and Understanding: Do we practice empathy and strive to understand the diverse perspectives of our employees? Modeling empathy encourages a culture of inclusivity and openness, where every voice is heard and valued. 2. Integrity and Trust: Are our actions guided by integrity? Trust is the foundation of any strong leadership model. Demonstrating honesty and transparency in our dealings sets the benchmark for ethical behavior throughout the organization. 3. Continuous Learning and Growth: Do we exhibit a growth mindset, seeking out opportunities for personal and professional development? By prioritizing learning, we not only enhance our own skills but also inspire those around us to pursue their own growth paths. 4. Collaboration and Teamwork: How do we contribute to team dynamics? Promoting a culture of collaboration and mutual support leads to increased innovative solutions and a more cohesive work environment. 5. Resilience and Adaptability: In times of change or challenge, do we remain resilient and adaptable? Modeling these qualities can help create an organization that is better equipped to navigate the uncertainties of the business world. I found reflecting on these questions a very powerful exercise. Try it out for yourself. It may encourage you to lead by example and to consider the ripple effect of your behaviors on the organization's culture. By embodying the qualities we wish to see in our leaders, we can drive meaningful change and contribute to building a more positive, productive, and inspiring workplace. What do you think about that? Do you consider the impact of your behavior in that way? Maja Chabińska Rossakowska, Piotr Lipa – I'd love to hear your opinion! #HRLeadership #OrganizationalCulture #LeadershipDevelopment #GrowthMindset #HRBusinessPartners

Supporting the shift of the company's culture from a toxic, competitive, and disengaged environment to one of high commitment, excellence, and collaboration was a pivotal moment in my career some years ago. Here's what really happened and how I influenced organizational changes in the company I worked for. ☑️The 1st. STEP: I took my time to understand the culture, employees, leaders, behaviors, engagement reports, interviews, etc. ☑️2do. STEP: I designed a cultural transformation strategy, and as in many of my previous jobs, this was in partnership with Senior Leaders. ☑️3rd. STEP: I sold the cultural transformation project to regional senior leadership to get their buy-in. It wasn't easy, but working in a team helped a lot!   My secret for doing this behavioral change was to work on topics that were unusual and uncomfortable to work on about ten years ago.😉 I utilized Don Miguel Ruiz's principles in his book The Four Agreements to develop #self-awareness, #accountability, and #emotionalintelligence, which can help leaders have more #assertive #communication, awareness, and collaboration. ☑️The last STEP involved partnering with a consultancy firm, like mine today. We developed a 6 to 9-month program to help leaders develop in an impactful way they will remember. "Oh, that sounds great, Ivett."😯 "But what was the ROI?"🤨 After a year and a half of developing two cohorts, we successfully obtained the first ranking in the company's global employee engagement survey. 🔝 We created a safe and non-punishing environment for employees to be themselves and transformed the region's culture of collaboration and winning mentality. 😀 In addition, we accelerate the development of the second line of managers, filling our talent gaps internally with successful leaders. 🚀 And these "Four Principles of Don Miguel Ruiz" remain in my life and business today.  If you're looking to transform your company culture through the development of your leaders, I'm here to help. Reach out to learn more about how we can create a workplace where leaders can succeed and shine through their authenticity. #leadershipdevelopment #employeeengagement #accountability #consciousleaders #culturalchange #self-awareness

💼 "People don't leave bad jobs, they leave bad leaders." This powerful quote reveals a harsh reality: leadership can make or break a team. In fact, Gallup reports that 75% of employees who leave their jobs cite poor management as the main reason. 🚀 It's time we shift our focus from just managing tasks to truly leading people. Here’s the truth: competitive salaries and fancy perks might attract talent, but they won't keep them. 🌱 Employees seek a workplace where they can learn, grow, and feel valued. They want leaders who inspire and mentor, not just supervise. So, how can we become the leaders that people want to work with? Here are some research-backed strategies: 🗣️ Foster Open Communication: According to a study by the Society for Human Resource Management (SHRM), 72% of employees rank respectful treatment of all employees as the most important factor in job satisfaction. Make time for regular, honest conversations. Listen actively and respond thoughtfully. Your team needs to feel heard and understood. 📈 Invest in Development: Companies that offer comprehensive training programs have 218% higher income per employee than companies without formalized training (American Society for Training and Development). Implement One-on-One Development Sessions to provide personalized advice, career guidance, and skill development. 🏆 Recognize and Reward Effort: Recognition is a key driver of employee engagement. Gallup found that employees who feel adequately recognized are half as likely to leave their job. Celebrate both big and small wins to show your team that their hard work matters. 🔓 Empower Through Autonomy: Give your team the freedom to take ownership of their projects. Harvard Business Review notes that employees who feel a high level of autonomy at work are more satisfied and engaged. 🌍 Promote an Inclusive Work Culture: An inclusive workplace boosts employee morale and productivity. Encourage teamwork, respect, and inclusivity. Foster a culture where everyone feels safe and valued. Let's remember, a leader who genuinely cares can transform the workplace. By focusing on growth, open communication, and recognition, we can create environments where employees thrive and want to stay. Tag a leader who inspires you and follow me for more leadership insights! 🌟 #Leadership #TeamBuilding #EmployeeRetention #Mentorship #GrowthMindset #PositiveLeadership #Empowerment

Keeping High Performers Engaged 🌟 High performers are the backbone of any successful team. But how do you ensure they stay motivated and committed to your organisation? First, it's crucial to provide them with opportunities for growth. High performers thrive on challenges and continuous learning. Regularly offer them projects that stretch their abilities and allow them to develop new skills. This not only keeps them engaged but also demonstrates that you value their contributions and see their potential. Secondly, recognition and reward are key. A simple thank you can go a long way, but consider implementing a structured recognition programme. This could include bonuses, public acknowledgements, or even opportunities for career advancement. Remember, it's not just about monetary rewards; sometimes, the best recognition is knowing their work makes a difference. Lastly, foster a supportive and inclusive work environment. High performers want to feel part of a team where their ideas are heard and valued. Encourage open communication, provide regular feedback, and create a culture where everyone feels they belong. This sense of community can significantly boost their loyalty and commitment to your organisation. What strategies have you found effective in managing high performers? Share your thoughts below or visit https://alaska.black to learn more about how we can help you find and retain top talent. #Leadership #EmployeeEngagement #TalentManagement

50% of employees leave because of bad managers. That means half of employee turnover comes down to poor leadership. Bad management is rarely intentional. Still, countless bad managers exist. Good management takes ongoing effort. You have to juggle many responsibilities. Which category do you fall in? Take this quick quiz to assess your management skills. → If you answered ‘NO’ to six or more questions, you have work to do. → If you answered ‘YES’ to six or more, you're on the right path. Do you know a leader who could use this? All Credit to Chris Donnelly for the original insights and visual inspiration. ---------------------------------------------------------- ♻️ Spread the word by resharing! Try it for free 👉 peopleflo.co.uk

𝗦𝘁𝗮𝗿𝘁-𝘂𝗽 𝗖𝗘𝗢𝘀 𝗮𝗻𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗼𝗳 𝗺𝗶𝗱-𝘀𝗶𝘇𝗲𝗱 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗼𝗳𝘁𝗲𝗻 𝘄𝗼𝗻𝗱𝗲𝗿 𝘄𝗵𝘆 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗳𝗮𝗶𝗹 𝘁𝗼 𝗺𝗲𝗲𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁'𝘀 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀? While employees join organizations with the intention of performing effectively, numerous factors hinder their success such as unclear job descriptions, communication breakdowns, and competency gaps- Actual V/s Required competencies. Low morale, stemming from unclear career paths, feeling undervalued, and poor leadership, further exacerbates the issue. Insufficient resources, budget, technology or staff  also play a role. Rather than blaming employees, 𝗖𝗘𝗢𝘀/𝗠𝗗𝘀 𝗰𝗮𝗻 𝗼𝗻𝗹𝘆 𝘄𝗶𝘁𝗵 𝗮 𝗰𝗼𝗺𝗽𝗿𝗲𝗵𝗲𝗻𝘀𝗶𝘃𝗲 approach, significantly impact their teams by providing clear direction, effective guidance, and mentorship. Addressing these challenges fosters an environment where employees can excel, leading to high performance and long-term success