In the 21st Century, effective leaders achieve company goals by working through others.
In order to experience success, today's leaders must leverage the talent of every team member and earn their commitment. Understanding a few core strategies can help leaders achieve those outcomes.
The following are three of the most important strategies:
1. Provide vision and meaning.
Great leaders cast a clear and compelling vision that helps the team understand their business purpose. A simple, articulate and vivid message generates enthusiasm and cohesiveness within your team.
Helping everyone see your business as important, serving a cause and making a difference creates purpose and loyalty. A quick tip: Keep your vision simple and repeat it daily.
2. Align and prioritize strategic goals while setting measurable outcomes.
Great leaders create challenging and exciting goals that also are realistic and achievable. In setting specific goals, help your employees establish a meaningful link between their contribution, team success and the organization's strategy.
Clear, realistic and synergistic goals foster alignment and collaboration. Once goals are established, empower employees with decision-making, trust, support, information and the tools they need.
People work harder and smarter when they know they are part of a team making a significant difference. Create measures that reward teamwork and individual contribution. This builds momentum for success.
When milestone goals are met, make sure you celebrate as a team. Marking progress and highlighting achievement further engages everyone for on-going success.
3. Discern the talents and motivations of your people, and equip them for success.
The first step in equipping your people is to make sure you “get the right person in the right seat of the bus.” (Read Jim Collin's “Good to Great” for more about this.)
Alignment of required job skills and a candidate's natural strengths poises both the company and employee for success. It also allows leaders to focus on developing employees instead of working to improve performance.
Once you have the right person in the right seat, it is critical to identify what motivates and drives your team members. People do things for their reasons, not ours.
Great leaders engage their team by identifying what matters most to each unique individual.
One way to identify motivators is to ask questions. Some examples are: What challenges do you enjoy? Will you please describe times in the past where you felt fulfilled at work? What support do you most appreciate?
These insights provide a road map for motivating people according to their unique needs. A second implication of individualized motivation is to provide feedback and recognition in the way each employee prefers.
For more information, call Talent Journey at (760) 471-2703 or visit www.thetalentjourney.com.
In order to experience success, today's leaders must leverage the talent of every team member and earn their commitment. Understanding a few core strategies can help leaders achieve those outcomes.
The following are three of the most important strategies:
1. Provide vision and meaning.
Great leaders cast a clear and compelling vision that helps the team understand their business purpose. A simple, articulate and vivid message generates enthusiasm and cohesiveness within your team.
Helping everyone see your business as important, serving a cause and making a difference creates purpose and loyalty. A quick tip: Keep your vision simple and repeat it daily.
2. Align and prioritize strategic goals while setting measurable outcomes.
Great leaders create challenging and exciting goals that also are realistic and achievable. In setting specific goals, help your employees establish a meaningful link between their contribution, team success and the organization's strategy.
Clear, realistic and synergistic goals foster alignment and collaboration. Once goals are established, empower employees with decision-making, trust, support, information and the tools they need.
People work harder and smarter when they know they are part of a team making a significant difference. Create measures that reward teamwork and individual contribution. This builds momentum for success.
When milestone goals are met, make sure you celebrate as a team. Marking progress and highlighting achievement further engages everyone for on-going success.
3. Discern the talents and motivations of your people, and equip them for success.
The first step in equipping your people is to make sure you “get the right person in the right seat of the bus.” (Read Jim Collin's “Good to Great” for more about this.)
Alignment of required job skills and a candidate's natural strengths poises both the company and employee for success. It also allows leaders to focus on developing employees instead of working to improve performance.
Once you have the right person in the right seat, it is critical to identify what motivates and drives your team members. People do things for their reasons, not ours.
Great leaders engage their team by identifying what matters most to each unique individual.
One way to identify motivators is to ask questions. Some examples are: What challenges do you enjoy? Will you please describe times in the past where you felt fulfilled at work? What support do you most appreciate?
These insights provide a road map for motivating people according to their unique needs. A second implication of individualized motivation is to provide feedback and recognition in the way each employee prefers.
For more information, call Talent Journey at (760) 471-2703 or visit www.thetalentjourney.com.