May 24, 2016

14 Management Do's and Don'ts to Motivate Employees

David Shedd published these 14 Managements Do's and Don'ts that every manager should know and practice everyday. Beware, they are difficult to put into practice in the moment but when you do your team will follow and respect you for it. The 14 Do's and Don'ts are as follows:

  1. Don't get angry
  2. Don't be cold, distant, rude or unfriendly
  3. Don't send mixed messages to your employees so that they never know where you stand
  4. Don't BS your team
  5. Don't act more concerned about your own welfare than anything else
  6. Don't avoid taking responsibility for your actions
  7. Don't jump to conclusions without checking your facts first
  8. Do what you say you are going to do when you are going to do it
  9. Do be responsive (return phone calls, emails)
  10. Do publicly support your people
  11. Do admit your mistakes
  12. Do recognize your team
  13. Do ask and listen
  14. Do smile and laugh
Which Don't are you doing? Which Do are you NOT doing? What are you going to do today and this week to make you a better leader? The only person responsible for your leadership is you. What are you going to do about it?

Apr 26, 2016

A Simple Game Plan to Cultural Shift!

Does your company need to make a cultural shift? The game plan is simple but the execution is challenging. Do you have what it takes?

Step 1: Identify your problems.

Be open minded and honest with yourself and identify all the major problems within your company. In order for you to shift your culture, you need to know what to fix. Are your problems any of the following: People, Hiring, Management, Supervisors, or worst case scenario YOU (Be Honest)!

Step 2: Reward change at the top.

Senior level buy-in is crucial for a long-term cultural shift. Likewise, employee buy-in is also essential to shift culture. Buy-in is hardest part of the process because the idea sounds great but execution is difficult. Even with the best reward programs, the decisions that need to be made are still difficult. What do I mean? Hear are a few what if scenarios: changing your managements or your personal habits, keeping the program at the focus while in the trenches, or termination of top performers due to no buy-in (my toughest, who wants to fire the best performer?).

Step 3: Pick a program.

There is no secret sauce that you can buy to fix your cultural problems. There are only programs and game plans that will help guide you to find your secret sauce which will shift your culture. The object from any training program is to give your team the tools it needs to implement your companies secret sauce (its culture). Which program should you buy? I recommend that you choose a program that senior level management is excited about and willing to put a 110% effort into it. Their involve will dramatically increase your success to shift the core culture.

The game plan is simple, but the execution is difficult. All great leaders need to go through great adversity to become a great leader. There is no other way to become a great leader.

By Resources Unlimited

Mar 28, 2016

7 Best Practices to Boost Employee Engagement!

We know that company culture drives Employee Engagement but what specifically can we do to change the company culture. Michael Stallard identified 7 Best Practices to Boost Employee Engagement they are as follows:

  1. Set "Top Five" High Level Annual Priorities. Remain focused on the company goals so that the employees are not overwhelmed.
  2. Know Their (Employee) Stories. Not their career stories, but their personal life. Build a friendship.
  3. Help People Get Into the "Right Role." Know each persons DISC, Motivators, and Skills to coach them into the right role.
  4. Develop the Habit of Emphasizing Positives. Remain positive and your team will rally behind you. There is no place for negativity here!
  5. Provide Constructive Feedback in a Constructive Way. Coach your team with love and respect and they will follow you anywhere willingly.
  6. Provide Autonomy in Execution. No job is to small or to big for you. Offer help but do not "micro mange" or "helicopter" them.
  7. Hold In-Person Meetings and Regularly Check-In. Follow one of the best leaders in history British Prime Minister Winston Churchill by staying in touch with your team. Use whatever means of communication possible but stay in touch in their weekly or daily life. This only takes 5 minutes.

These 7 best practices are simple tasks that cost the company nothing but they will change your culture and drive Employee Engagement overnight. Employees want purpose, their voice heard, and a relationship with the people they spend more time with than their own family. Remember life is to short to be unhappy 40 to 60 hours a week.

By Resources Unlimited

Feb 24, 2016

5 Tips For Hiring Your Next Boss!

Have you ever felt like your boss was using a hammer instead of a drill to drive a bolt into a piece of wood? This feeling is horrible. So the next time you look for a job consider Ron Carucci's, Five Pointers For Hiring Your Next Boss. The Five tips that Carucci gives are as follows:
  1. Know yourself and what you want in a boss. You need to be very clear with want you want and expect from your leader and express that to them in your interview before you accept the job. Remember that there is nothing wrong with turning down a job.
  2. Know how this opportunity advances who you want to become. Give them and yourself the opportunity to see if the "real" you fits with the company's culture because their culture and environment will shape your character, values and worldview. Life is to short to be miserable, so make sure this advancement moves you to be the person you want to become.
  3. Rehearse the relationship. Ask them about specifics on the job so that they "talk shop" with you and start to reveal how the relationship will be when you come on board.
  4. Ask real questions. "So what can I expect out of our relationship?" or "Can I talk to your team members to understand how your relationship is with them?" A true leader will respect you for asking proof of their leadership abilities.
  5. Be an anthropologist. Observe and listen for any patterns or anything that intrigues you about the environment, interactions between people, or the teams' vibe. Show them you care about them, their company, and your future by asking questions about your observations of their team.
Life is hard enough without your career, here at Resources Unlimited, we understand that and we strive to make both the bosses and the employees life better by giving them tools to achieve better relationships and understanding of themselves.

Feb 16, 2016

3 Tips to Hiring Millennials the Right Way

There are several ways to hire millennials, but fitting them into your company's culture is whole another step. We help companies throughout the world hire the right people and on board them into the companies culture.

By Resources Unlimited

Feb 11, 2016

How to Speak to Millennials?

Many managers throughout thousands of companies have struggled with communicating with millennials. I recently read an article by Brianne Dehlinger entitled, Communicating with Millennials: How to Speak Their Language which gives the following tips to effectively communicate with millennials.

1. Be Authentic & Transparent
2. Don't Take Yourself Too Seriously
3. Don't Bury the Message
4. Entertain While You Inform
5. Use a Variety of Content Delivery Methods & Styles
6. Communicate Both Ways
7. Go Digital With Your Delivery Methods
8. Include Others In Your Conversations
9. Start the Conversation Now

So what are you waiting for, start engaging with the millennials within your workplace.

By Resources Unlimited

Jan 25, 2016

7 Tips to Managing Millennials in Manufacturing

Pat Dean is the Director of Recruiting at Advanced Technology Services and he gives 7 tips on how to manage Millennials in manufacturing. According to the his article, the 7 Best Ways To manage Millennials In Manufacturing are as follow:

  1. Let Millennials collaborate
  2. Let them work while on the go 
  3. Offer training and development opportunities
  4. Set clear career paths
  5. Be open to integrating new technology
  6. Create a mentoring program
  7. Give Millennials a purpose
The most important thing to do as a manager of a Millennial is to get to know them. They are well studied and eager to learn when the manager or mentor takes an interest in them. Use Pat Dean's 7 tips to help you adapt your managing style to fit the Millennial's work style.

Jan 19, 2016

7 Essential Leadership Traits!

What essential leadership traits should every leader possess?

According to the 7 Essential Leadership Traits for 2016, by Don Trone, Mary Lou Wattman and Steve Branham, the traits are as follows:
  1. Courage
  2. Purpose
  3. Passion
  4. Alignment
  5. Adaptability
  6. Accountability
  7. Resilience
As 2016 begins, leaders have already seen many changes within their organizations and industry and need to apply each one of these traits in order to deal with their challenges. Please share your challenges that you have faced and what traits or solutions you used to overcome those challenges. The best kind of learning are actual challenges and solutions that your peers faced, just like the articles uses the Apollo 13 CO2 scrubber challenge.

Jan 13, 2016

7 Workplace Communications Sins

Have you fallen victim to these 7 Deadliest Communication Sins by Skip Weisman?

1. Lack of specificity
2. Lack of respectful rebuttals
3. Lack of focus on desirable behaviors
4. Lack of immediacy
5. Lack of appropriate tone & body language
6. Lack of focused attention
7. Lack of directness & candor

By Resources Unlimited