Top Best Practices for Managing a Remote Team

Top Best Practices for Managing a Remote Team. If you want to help your employees feel connected and engaged, especially in times of crisis such as COVID-19, follow these 20 advices:-

If you want to help your employees feel connected and engaged, especially in times of crisis such as COVID-19, follow these 20 advices

1. Give employees a sense of belonging

A study by The Wall Street Journal suggests that one of the crucial factors that separates successful companies from others are those that give employees a sense of belonging

The author, Sue Shellenbarger, states: 

“Amid growing divisiveness and stridency in public life, a sense of belonging at the office will be increasingly prized by employees, and a crucial condition for fostering innovation.”

2. Define goals for remote workers

According to research, 39% of people working from home complete their tasks faster than those in fixed workplaces.

However, in order to set them up for success, employers have to set clear and measurable goals for their remote employees. 

With remote teams – where communication is more challenging and things can get lost in translation – it’s important to be crystal clear about their duties and responsibilities.

3. Improve your overall internal communications strategy

If your overall communication strategy is not successful, engaging your remote employees will be mission impossible. 

Therefore, employers should put more effort into prioritizing employee relations and engagement efforts.

4. Communicate regularly 

Setting up periodic virtual or in-person all-company meetings is crucial to help everyone stay on the same page and understand core company values

This is especially true for remote employees who do not have the opportunity to communicate with their co workers in person on a daily basis. 

5. Check in frequently and be proactive

As remote teams may feel disconnected, managers who lead remote teams need to make themselves available. 

Frequent check-ins with remote workers is a great way to help them overcome challenges that come with remote work. 

Waiting for an employee to speak up may be too late. In fact, many of them will never decide to raise a problem themselves. 

Frequently ask a simple question such as “How can I help you be more productive and feel more connected.”

6. Make collaboration more efficient

Team collaboration is one of the main factors for greater productivity. Therefore, many employers are trying to improve the way remote teams work together. 

Team collaboration and employee engagement solutions are the best way to eliminate this challenge faced by most companies who have remote employees. 

7. Put relevant information at their fingertips

Here at Smarp, we believe that that employee should not spend hours to find relevant information. The information should find them

The#NoSearching Revolution, as we like to call it, changes the way employees search for and find information that makes them more productive. 

8. Encourage continuous engagement

Do you have a central place where all your employees can easily collaborate and engage on a daily basis?  With modern internal communications tools, employees can now instantly share interesting content from within the company. Therefore, you should encourage your remote employees to stay engaged and join the conversations even if they are not physically there. 

9. Make collaboration and communication fun

In order to keep your remote employees engaged, you should add some fun to it. This is a great approach not only to engage everyone but also to share a piece of company culture that remote employees can not experience as often as non-remote employees.  

10. Empower your remote employees

Remote workers want to be a part of decision making in companies that they work for. They want to have a word and be heard. Therefore, employers should empower remote employees to make their own decisions, communicate and implement new ideas

So, why should you care about employee empowerment?

According to research on employee empowerment, employees who felt a low level of empowerment were rated with engagement at the 24th percentile.

On the other side, those with a high level of empowerment were at the 79th percentile. Clearly, empowerment counts.

11. Enable and encourage knowledge sharing

Knowledge sharing among employees is beneficial for both company success and employee development

For remote teams or employees, fostering a culture of knowledge sharing is critical as they may have less opportunity for in-person knowledge sharing or social learning.

Luckily, modern technology solutions make knowledge sharing much easier even when employees are located on the other side of the world. 

12. Offer career growth opportunities

Career growth opportunities are one of the main factors that attract and keep talent within companies. 

Often times, remote workers get neglected here. In order to keep them happy and engaged, some career advancement opportunities should be available. 

13. Establish a work-from-home policy

Clarity is crucial for remote workers to be productive. Therefore, if you do have remote employees, you should also have a work-from-home policy

Even if you support flexibility, some rules should be applied as this helps employees feel like they are a part of your organizational culture. 

14. Encourage peer-to-peer feedback

Consistent peer-to-peer feedback is a great way to connect remote employees. This is just another way to encourage their collaboration and communication and to learn from each other. 

In fact, according to PwC, nearly 60% of survey respondents reported that they would like feedback on a daily or weekly basis—a number that increased to 72% for employees under age 30.

In order for peer-to-peer feedback to be more successful and motivational, you may think of implementing a rewards and recognition program

15. Train your managers

For remote teams to be productive and engaged, it is crucial for managers to understand how remote employees should be led and managed. In fact, 56% of employees believe that managers should update their skills to support a remote team. 

Train your managers on best practices for communicating with your company’s remote teams. 

16. Consider a remote work space

Even though 78% of remote workers use their home as their primary place of work, remote work or co-working spaces have been rising in their popularity. 

Having a remote work space can help remote employees who live close by get together or simply get away from interruptions that working from home can cause. 

17. Organize company retreats

Getting together in person once or twice a year to discuss the future of the company and strengthen team relationships is crucial for remote employees to feel connected. 

Organize team building activities so that remote workers get the chance to meet with each other. 

18. Forget about email conversations

Remote communication can distort the normal pace of employee conversations. How many times have you written an email and felt concerned about how it would land and if someone will read it or not? 

Emails should just not be the primary way of internal communications as there are now tools that offer instant communication in which information does not get buried. 

19. Choose the right communication tool

Luckily, there are tools designed to overcome communication barriers remote work brings into organizations. 

Technological innovations simplify remote communication and team collaboration and give distributed teams just as much of an opportunity to be engaged as teams who spend their days working between the same four walls. 

The key here is to make it as easy as possible for your employees to keep up with the latest company updates and find all the materials and information they need without having to look for it. 

We’ve summarized in the short video below tips and tricks to effectively communicate with your employees during the pandemic 👇

20. Make remote employees your advocates

In order to increase involvement and engagement of your remote employees, you can make them your brand ambassadors.

This is a great way to show them appreciation, help them build their personal brand and help them develop a sense of belonging. 

In addition, enhancing employee advocacy has numerous benefits for companies as they can drive sales, build brand awareness and help in employer branding and talent acquisition efforts. 

2020 Marks the Abrupt Shift to Remote Work

With COVID-19 spreading at a fast pace, companies have no choice but to rush into remote work to protect their employees from the virus.

For example, Amazon, LinkedIn, Microsoft and Google advised workers to stop coming in to the office already in February. In early March, Twitter “strongly advised” all its employees worldwide to do the same, before making remote work compulsory a few days later. “We understand this is an unprecedented step, but these are unprecedented times,” Twitter’s head of HR, Jennifer Christie, said in a message to staff.

According to remote work strategist Laurel Farrer, it typically takes six to 12 weeks for a smooth transition from on-site to remote work under normal circumstances.

As the pandemic is spreading at unprecedented pace, businesses are adjusting on the fly. They don’t have the option to offer a smooth transition to remote work to their employees, which is problematic for most of them. 

In times of crisis, how to coordinate employees’ efforts, how to ensure flawless cross-departmental collaboration, and how to maintain team productivity when employees are scattered across the globe with multiple time zones?

Analysts and experts agree that the shift to remote work we are experiencing now is not a temporary measure. Instead, it’s redefining the future of work

To get a better understanding of what the workplace may look like in the near feature, let’s take a look into the advantages and disadvantages of remote work.

Pros and Cons of Remote Work

Here are the top 6 positive effects that remote work may have on your business. 

1. Saved time on commuting

Remote work saves time and money for your employees and it can have a positive impact on your business as well. Commuting every day can have a negative effect on your employees, especially if we are talking about long everyday train or bus rides from one city to another.  When working remotely, your employees can spend their time on things they love doing, which will have a positive effect on their happiness and motivation in the long run.

2. Lower expenses

If a number of your employees work remotely that means that you will need to rent less office space, which can save you a lot of money every month. Also, having more employees working from home can reduce your costs on office materials and equipment. 

There are also commuting costs which can take a good chunk of money out of your employees pockets. So it is a win-win situation in which both employees and the company can save a lot of money.

3. Increased productivity

Various studies have proven that employees working from home are more productive than those working in the office. 

For example, a study from Stanford found that employees working from home are, on average, 13% more productive

4. Easier recruitment and better retention rates

Working from home has become one of the benefits that employers use a lot in their recruitment and talent acquisition efforts

Millennials and Generation Z want flexibility and mobility in their everyday life. This means that, in the future, it will be much easier to hire people if you can offer them to work remotely. 

Option of a remote work will certainly make your search for great talent much easier, even if that talent comes from a far away city or country. 

5. More flexibility

As long as the results are not missing, your employees can be free to organize their days.

A computer connected to the internet and a mobile phone are what is required to do remote work which means that employees can set up their office wherever they want. Also, they can arrange their workspace as they like.

6. Less sick days and lower absenteeism

For remote workers, a number of days spent on sick leave is lower.  SOHO report tells us that remote workers, on average, take 2.4 sick days per year, compared to 2.6 days on average for office workers.

Employees that are working remotely only take sick leave when they have serious medical problems that require them to go to a doctor or hospital.

Even though remote work may help you build a successful business, it also has drawbacks you need to keep in mind while managing your remote teams. 

1. Lower work-life balance

Remote work isn’t just a different way to work – it’s a different way to live. Remote work isn’t always as perfect as it may seem. In fact, many remote workers struggle with unplugging from their work which may have a negative work-life balance. 

According to Buffer, this is the biggest challenge remote workers face and 22% of remote employees that they struggle to unplug after work

2. More distractions

Remote employees need to be able to remain disciplined throughout their day in order to avoid certain distractions while at home. For some people, this is easy to do, but can struggle to switch into ‘work mode’ when working from home. 

To avoid distractions and less of productivity, remote workers should make sure their work environment is tidy before starting work. 

3. Decreased sense of belonging and connection

Remote employees can sometimes feel isolated and disconnected from the rest of the company. Not being able to connect personally with team members may cause remote employees feel like they are not a part of the company’s culture and important company moments. 

Some remote workers, a few days a week go to work to a local coffee shop or travel to the office to have that important connection with their colleagues.

4. Lack of communication

Communication problems are something every company that has remote employees is trying to improve. As these employees are often excluded from every-day, spontaneous happenings in the offices, it is important to present some of that culture to them

Lack of communication, in the long run, often causes lower levels of engagement and motivation. Therefore, employers should put more effort into encouraging remote employees to join the conversation and feel like a part of the team. 

5. Lower reliability and accountability

With remote work comes less control. It is not easy to manage and track everything that a remote employee does especially if their work is not highly measurable. 

For that reason, you will never see a manager who loves to micromanage form a remote work. Here, it is extremely important to build a strong sense of trust and belonging

6. Increased security challenges

If your business deals with sensitive data, remote work can bring risks and challenges. When you put something online, especially when it goes public, it’s almost impossible to take it all back. 

Other risky situations include data leaks or employees stealing data. Data theft by employees, both remote and co-located, may be more common than you think.

Communication Challenges Remote Employees Face on a Daily Basis

Remote work requires a completely different mindset than working in traditional offices. In fact, 20% of remote employees say that they lack a sense of belonging and sometimes feel lonely. 

Here are a few more important stats on remote work that you should be aware of.

The thing is, you need to be extra cautious these days as it’s your entire team that is working remotely.

What’s more, your employees are working remotely until further notice. And because of that, they may feel even more disconnected and lonely than under normal circumstances. 

When employees are in the office, they engage on a daily basis and feel truly connected. This could take the form of a water-cooler conversation, lunch with a coworker, or even visually observing meetings taking place.

With remote teams, these types of conversations are not possible and, as a result, remote workers can frequently feel disconnected. This is a challenge companies need to actively work on, especially these days. 

Success BluePrint

When will you be successful? If you’re like most people, what comes to mind is someday—somewhere off in the future, when you’ll suddenly wake up and think, “I made it! I’m a success!” That’s how most unsuccessful people see success: as something to strive for and hope to reach “someday.”

Each of us has a picture in mind of what we want our career to look like, our family to look like, and yes, from an early age we often conjure up images of the houses, cars, and things we would like to obtain. In many persons’ minds, success is something way off in the distance that they will run themselves ragged to get to – if they ever get to it at all.

At one time, I viewed success as a place where I would arrive. I defined it as the progressive realization of a predetermined, worthwhile goal. But over time, I realized that the definition falls short of the mark. It leads to “destination disease” – the belief that if we just arrive somewhere (e.g. attain a position, accomplish a goal, have a relationship with the right person), we will be successful.

But many years ago, I came to a different conclusion about success. All the traditional definitions either made success a destination to reach, or required some magic formula to obtain. I began to see success as a journey, an ongoing process of growth. And after over nearly fifty years of knowing successful people and studying the subject, this is the definition of success that I now embrace:

Success is…

Knowing your purpose in life,

Growing to reach your maximum potential, and

Sowing seeds that benefit others.

Emotional Intelligence

In 1995, psychologist and science journalist Daniel Goleman published a book introducing most of the world to the nascent concept of emotional intelligence. The idea–that an ability to understand and manage emotions greatly increases our chances of success–quickly took off, and it went on to greatly influence the way people think about emotions and human behavior.

13 Indicators of a Highly Emotional Intelligence Individuals

In 1995, psychologist and science journalist Daniel Goleman published a book introducing most of the world to the nascent concept of emotional intelligence. The idea–that an ability to understand and manage emotions greatly increases our chances of success–quickly took off, and it went on to greatly influence the way people think about emotions and human behavior.

But what does emotional intelligence look like, as manifested in everyday life?

I’ve identified a number of actions that illustrate how emotional intelligence appears in the real world. Here are 13 of them:

1. You think about feelings.

Emotional intelligence begins with what is called self- and social awareness, the ability to recognize emotions (and their impact) in both yourself and others. That awareness begins with reflection. You ask questions like:

• What are my emotional strengths? What are my weaknesses?

• How does my current mood affect my thoughts and decision making?

• What’s going on under the surface that influences what others say or do?

Pondering questions like these yield valuable insights that can be used to your advantage.

2. You pause.

The pause is as simple as taking a moment to stop and think before you speak or act. (Easy in theory, difficult in practice.) This can help save you from embarrassing moments or from making commitments too quickly. In other words, pausing helps you refrain from making a permanent decision based on a temporary emotion.

3. You strive to control your thoughts.

You don’t have much control over the emotion you experience in a given moment. But you can control your reaction to those emotions–by focusing on your thoughts. (As it’s been said: You can’t prevent a bird from landing on your head, but you can keep it from building a nest.) By striving to control your thoughts, you resist becoming a slave to your emotions, allowing yourself to live in a way that’s in harmony with your goals and values.

4. You benefit from criticism.

Nobody enjoys negative feedback. But you know that criticism is a chance to learn, even if it’s not delivered in the best way. And even when it’s unfounded, it gives you a window into how others think. When you receive negative feedback, you keep your emotions in check and ask yourself: How can this make me better?

5. You show authenticity.

Authenticity doesn’t mean sharing everything about yourself, to everyone, all of the time. It does mean saying what you mean, meaning what you say, and sticking to your values and principles above all else. You know not everyone will appreciate your sharing your thoughts and feelings. But the ones who matter will.

6. You demonstrate empathy.

The ability to show empathy, which includes understanding others’ thoughts and feelings, helps you connect with others. Instead of judging or labeling others, you work hard to see things through their eyes. Empathy doesn’t necessarily mean agreeing with another person’s point of view. Rather, it’s about striving to understand–which allows you to build deeper, more connected relationships.

7. You praise others.

All humans crave acknowledgement and appreciation. When you commend others, you satisfy that craving and build trust in the process. This all begins when you focus on the good in others. Then, by sharing specifically what you appreciate, you inspire them to be the best version of themselves.

8. You give helpful feedback.

Negative feedback has great potential to hurt the feelings of others. Realizing this, you reframe criticism as constructive feedback, so the recipient sees it as helpful instead of harmful.

9. You apologize.

It takes strength and courage to be able to say you’re sorry. But doing so demonstrates humility, a quality that will naturally draw others to you. Emotional intelligence helps you realize that apologizing doesn’t always mean you’re wrong. It does mean valuing your relationship more than your ego.

10. You forgive and forget.

Hanging on to resentment is like leaving a knife inside a wound. While the offending party moves on with their life, you never give yourself the chance to heal. When you forgive and forget, you prevent others from holding your emotions hostage–allowing you to move forward.

11. You keep your commitments.

It’s common nowadays for people to break an agreement or commitment when they feel like it. Of course, bailing on an evening of Netflix with a friend will cause less harm than breaking a promise to your child or missing a major business deadline. But when you make a habit of keeping your word–in things big and small–you develop a strong reputation for reliability and trustworthiness.

12. You help others.

One of the greatest ways to positively impact the emotions of others is to help them. Most people don’t really care where you graduated from, or even about your previous accomplishments. But what about the hours you’re willing to take out of your schedule to listen or help out? Your readiness to get down in the trenches and work alongside them? Actions like these build trust and inspire others to follow your lead when it counts.

13. You protect yourself from emotional sabotage.

You realize that emotional intelligence also has a dark side–such as when individuals attempt to manipulate others’ emotions to promote a personal agenda or for some other selfish cause. And that’s why you continue to sharpen your own emotional intelligence–to protect yourself when they do.

10 Human Victories

Yesterday we spoke about the 10 regrets – and i hope you are challenged to want more for your life ! The lost below speaks of 10 victories that can be ours, but it requires intentionality and effort!!! But this what really living is about 😃

  1. You reach your end full of happiness and fulfillment on realising that you are all used up – having spent the fullness of your talents, the biggest of your resources, and best of your potential doing great work and leading a rare-air life.
  2. You reach your end knowing that you played at a standard of concentrated excellence and held yourself to the most impeccable standards in each thing you did.
  3. You reach your end in noisy celebration for having the boldness of spirit to have regularly confronted your largest fears and realised your highest visions.
  4. You reach your end and recognise that you became a person who build people up versus one who tore people down.
  5. You reach your end with the understanding that while your journey may have not always been a smooth one, whenever you got knocked down you instantly got back up – and at all times, never suffered from any loss optimism.
  6. You reach your end and bask in the staggering glory of your phenomenal achievements along with the rich value you have contributed to the lives of the people you were lucky to serve.
  7. You reach your end and adore the strong, ethical, inspirational and empathetic person you grew into.
  8. You reach your end and realise that you were a genuine innovator who blazed new trails instead of following old roads.
  9. You reach your end surrounded with teammates who call you a rock star, customers who say you’re a hero, and loved ones who call you a legend.
  10. You reach your end as a true Leader Without a Title, knowing that the great deeds you did will endure long after your death and that your life stands as a model of possibility.

Lets do this 🚀

Ella

Candid Conversations

Have you been dodging an important conversation? The kind of conversation that may be uncomfortable, in a situation that you wish would just take care of itself? Are you dancing around a subject, being less direct, less candid than you really should be because you fear conflict or don’t want to hurt someone’s feelings?

Have you been dodging an important conversation? The kind of conversation that may be uncomfortable, in a situation that you wish would just take care of itself? Are you dancing around a subject, being less direct, less candid than you really should be because you fear conflict or don’t want to hurt someone’s feelings? Preparing for candid conversations can be hard.

You know what’s going to happen, right? As a result of not being candid, we can let situations like this stew and brew until they erupt and end up causing more damage than was necessary. It’s only a matter of time before one of you gets so frustrated by what’s unspoken that you will say things that shouldn’t be said instead of having a candid conversation about what needs to be discussed.

But you’d rather risk handling a ticking time bomb than put in the time and effort and emotional risk of having THAT conversation. I know. I’ve felt the same way at times. You’ll have to weigh the stakes of speaking up versus letting this one fester. Just don’t wimp out if the stakes of doing so are greater than those few moments of discomfort required to initiate the conversation.

If you decide to go for it, to have a candid conversation, here are some tips that may make it more productive. (I didn’t say these would make it any easier, but that is a possibility. … for now, let’s focus on at least getting somewhere with the conversation.)

First, know what it means to be candid. It’s doesn’t mean you have the green light to be unkind or to go on the attack. In fact, to be effective at being candid, you have to put some real thought and objectivity into your preparation. Candor means “the state or quality of being frank, open, and sincere in speech or expression; free from reservation, disguise, or subterfuge; straightforward.” The synonyms for candor are: matter-of-fact, frank, flat-out, plainspoken, straightforward, direct. It’s all about being truthful in a way that someone else can find constructive support in what you say to them.

Preparing for a Candid Conversation: 7 Checks

To prepare yourself for candid conversations, take these seven steps before you tackle the conversation. These will boost your confidence and help you reign in your emotions. Going into the conversation with the right intent minimizes the other party’s defensiveness and means the conversation is less likely to devolve into an emotionally-charged exchange.

  1. Have clarity of purpose.
  2. Identify emotional triggers.
  3. Check your assumptions.
  4. Focus on the positive outcomes.
  5. Consider the other perspective.
  6. Organize your thoughts and back up your key points with specifics and examples.
  7. Plan for “We” and “I” (not “You”) statements.

These are simple preparations. We often shortchange their importance because we are acting on our own emotion or we feel we’re too time-taxed to take these steps. But it’s charging into these candid conversations without being thoughtfully prepared that becomes a time drain. Not only does the conversation itself take longer, but we put obstacles and hurt feelings in our relationships that may take a long time to heal. It is worth the time to think and prepare before you speak candidly.

Preparing for Candid Conversations: 4 Neutral Statement Ideas

So now you’re ready for the conversation… Be sure to open it up with a neutral statement, one that doesn’t accuse or blame. Here are some ideas for good openings:

  • “I’d like to discuss ______. And I’d like to start by understanding your point of view.”
  • “I think we have different perceptions about _______. Tell me your thoughts.”
  • “I have something I’d like to discuss with you that I think will help us work together more efficiently.”
  • “Let’s talk about what just happened.”

You’ll notice that these conversations start by being inclusive and open. You’ll be operating with an assumption that there really are two sides to every story. Rather than entering into the conversation to force your own agenda, you are seeking first to understand. To do that throughout the conversation, you’ll want to inquire with an open mind. Then you should acknowledge the other party’s position and that you’ve heard and understood what they had to say. Don’t race through these first two steps –– they are extremely important because we all just want to be heard and understood.

Once you’ve truly heard and understood, you can advocate your position without attacking the other party’s position. This isn’t about a point-for-point competition. In fact, there may be aspects of the situation where you are both right. So consider collaborating to build a mutually agreeable solution. If the conversation does become adversarial, go back to one of the opening statements and follow this process through again and again.

Maintain your own objectivity throughout. If emotions get out of control, call a time out and refocus on your preparation steps. Remind yourself that you want a productive outcome and a preserved relationship more than you want to have your emotional release. Tirades, dressings down, woe-is-me whining, and tears won’t get you want you really want from this conversation. Keep yourself in check.

Preparing for Candid Conversations: 8 Cautions

Here’s a list of cautions. You’ll know you’re going too far outside the boundaries and that the conversation is becoming unproductive if:

  • You don’t maintain objectivity.
  • You resort to blaming or shaming.
  • You use superlatives (always, never).
  • You do not offer specifics & examples.
  • You beat around the bush.
  • You minimize and apologize.
  • You “protect” someone from the truth.
  • Your message is not clear.

You can do this. You have the time, and you have the spine. All you need to do is prepare yourself and proceed.

Are you a Leaner or Lifter?

Studies show some critically important facts about the workplace. First, the number one reason people leave their jobs is that they don’t feel appreciated. Also, 9 out of 10 people say they are more productive when they are around positive people.

Leadership is your ability to lift and lead others!!!

Every single person you meet – needs to be lifted to higher level. That is leadership. Does your presence in another’s life – lift them.

Are You a Lifter or Leaner?

There are just two kinds of people on earth today,

Just two kinds of people, no more, I say.

There are just two kinds of people on earth today,

Not the rich and the poor, for to count a man’s wealth

You must first know the state of his conscience and health.

Not the humble and proud, for, in life’s little span,

Who puts on airs is not counted a man.

Not the happy and sad, for the swift counting years

Bring each man his laughter and each man his tears.

No, the two kinds of people on earth I mean

Are the people who lift and the people who lean.

Wherever you go you will find the world’s masses

Are always divided in just these two classes.

And oddly enough you will find, too, I ween,

There’s only one lifter to twenty who lean.

In which class are you?

Are you easing the load

Of overtaxed lifters who toil down the road?

Or are you a leaner who lets others bear

Your portion of labour and worry and care?

– Ella Wheeler Wilcox –

Studies show some critically important facts about the workplace. First, the number one reason people leave their jobs is that they don’t feel appreciated. Also, 9 out of 10 people say they are more productive when they are around positive people. One study found that negative employees can scare off every client they come in contact with – for good!

Answer these questions if you are serious about becoming a Lifting Leader!

  • Are you Willing to Invest in Others?

Are you willing to invest in other people? You may build a beautiful house, but eventually it will crumble. You may develop a fine career, but one day it will be over. You may save a great sum of money, but you can’t take it with you. You may be in superb health today, but in time it will decline. You may take pride in your accomplishments, but someone will surpass you.Relationships are like anything else. The return you get depends on what you invest.

  • Are you willing to be vulnerable and courageous?

Approachable people are real. They engage with others on a genuine level, and don’t pretend to be someone they’re not. They don’t go out of their way to hide what they think and feel. They have no hidden agenda. Authenticity wins every time.

  • Are you willing to focus on others?

All human beings possess a desire to connect with other people. The need for connection is sometimes motivated by the desire for love, but it can just as easily be prompted by feelings of loneliness, the need for acceptance, the quest for fulfillment or the desire to achieve in business.

To fulfill our desire for relationships, we must stop thinking about ourselves and begin focusing on the people with whom we desire to build relationships. When you stop wor- rying so much about yourself and start looking at others and what they desire, you build a bridge to other people and you become the kind of person others want to be around.

  • Are you willing to learn from other and be teachable?

Each person we meet has the potential to teach us something. All of us can learn things in unlikely places and from unlikely people. But that’s only true if we have the right attitude. If you have a teachable attitude, you will be positioned well to learn from others.  Leaders who think they know everything and shut down other peoples input, very quickly find themselves alone.

Conclusion

You are responsible for developing your talent and the team around you’s talent as well. How do you do this effectively? You do it by becoming a leader who lifts constantly, take people higher, lighten the load, keep adding value and watch your leadership compound.

Lots of Love

Ella

Successful People Think Differently than unsuccessful people

I have been a student of thinking for the past several years. It’s what gets me going. It’s critical to make progress in life. So if you want to learn about thinking here, then join me as we cover Think-Ability over the next few weeks.

I have been a student of thinking for the past several years. It’s what gets me going. It’s critical to make progress in life. So if you want to learn about thinking here, then join me as we cover Think-Ability over the next few weeks.

Question 1: How skilled are you in your thinking?

Does your thinking help your achievement? If you are currently not successful, or not as successful as you would like to be, it maybe because you need to jumpstart your thinking.

Over the next few weeks we will learn:

  • How we can improve our thinking – because to do well in life , we must first think well,
  • The ideas and action steps to help you make the best use of your most precious possession: your mind,
  • Discovery of new mental habits that can be learned and that by changing some of them, you can change your life,
  • Specific techniques on how to think, not what to think,
  • How to see an immediate impact and open the door to new possibilities.

Over the next 90 days, consistently set aside 15 minutes every day for the next 90 days to think intentionally about how you think. Join me in unpacking your thoughts and your inklings and move forward by taking action to the questions that follow.

Day 1

You are today where your thoughts have brought you. You will be tomorrow where your thoughts take you.

James Allen

Changing from a negative thought pattern to a positive one is the biggest most important improvement you can make in your thinking. We are wired with a negative bend

12 things Successful people think

We can learn a lot by observing the most successful among us in action. What thoughts do they have during their day? What makes them tick? Here are 12 of their most powerful thoughts.

We can learn a lot by observing the most successful among us in action. What thoughts do they have during their day? What makes them tick? Here are 12 of their most powerful thoughts.

1. I love my job!

The most successful have taken the time to find out who they are and what makes them tick. Their work resonates with every fiber of their being, and they love what they do.

2. I will see this through.

Even when things are looking grim or there are huge obstacles in the way of success, remarkably successful people persevere toward the achievement of their goals.

3. I will find a better way.

When they see that a system isn’t working any longer, they brainstorm ideas for making something that is broken work again.

4. I have my day mapped out.

They schedule out their day and conquer their top priorities first, crossing tasks off their list as they are accomplished.

5. I might stumble, but I will not fall.

Successful people know that they won’t succeed at everything and that there will be those inevitable failures. They turn these failures into learning experiences and keep going strong, knowing the next success is right around the corner.

6. I have the time.

Successful people find the time to achieve their goals of the day, even if it means getting up at 5 a.m. or working late into the night.

7. I will continue to grow as a person.

The most successful people aren’t searching for perfection and instead have an insatiable curiosity and thirst for learning new things and ways of doing things. They have a deep desire to grow personally and professionally and learn as much as they can along their way to huge success.

8. I create my own success.

They don’t rely on others to pave their way to success. They truly believe that through their commitment, work ethic, and beliefs, success can be theirs.

9. I am focused on the here and now.

They don’t let past mistakes bog them down and instead live each day as if it is a new, fresh beginning–a new day to lay down the path for accomplishing their goals and even to begin new goals.

10. I have clear goals.

Even if they aren’t necessarily 100 percent sure how they are going to achieve them at first, the most successful people always have clearly defined goals and know where their headed or, at least, where they want to be headed.

11. I know when it’s time to pull the plug.

When others might be tempted to hold on a few more days or weeks, the most successful people have an innate ability to know when the pursuit of a particular goal needs to end–that defining moment when they come to the realization that continued pursuit is a waste of their time and resources.

12. I am so thankful for what I have.

They never forget to be thankful for what and whom they have in their lives and the successes they have achieved. They appreciate the support from family, friends, and colleagues and make sure to let them know how appreciated they are on a regular basis.

From Career to Calling

Most people miss this one. This fundamental issue that troubles us, haunts us, pulls our hair by the stars. It’s our calling. Most people focus on making a living and not on creating a life.

“Some wake up to an Alarm. Some Wake up to a calling” -UNKNOWN

Most people miss this one. This fundamental issue that troubles us, haunts us, pulls our hair by the stars. It’s our calling. Most people focus on making a living and not on creating a life.

Most people fall into 3 groups:

  • You do a job
  • You build a career
  • You fulfil your calling

Author Frederick Buechner said that your purpose is at “that place where your deep gladness meets the world’s deep need.” When you find your calling- when you find what is calling you, it will result in you merging your skills, talents, character traits and experiences. It will make use of your experience, you gifts, and the lessons you’ve learned. It will be represented by a deep desire to create, lead, inspire and make a difference. Take a look at this table by Dr John C Maxwell:

CareerCalling
Mainly about youMainly about others
Something you chooseSomething chosen for you
Separated from your best lifeIntegrated into your entire life
You can take it or leave itNever leaves you
Something you can doSomething you must do
Measured by successMeasured by significance

When you find your calling – your why -you find the reason why you exist, your purpose for living. You are excited everyday for the rest of your life. People know you for YOUR ENERGY and EXCITEMENT for life.

  • When you find your why – you find YOUR WAY.
  • When you find your why you find YOUR WILL.
  • When you find your why you find YOUR WINGS.

To get the rest of this Article which includes the Teaching Podcast, click here:

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Autonomy

Today we learn about Autonomy in the workplace. Through this lesson, you will learn how to define autonomy and gain insight into how the concept works in personal, and organisational contexts.

Definition of Autonomy

Every day we make countless decisions about everything from what to wear in the morning to what to eat for dinner. In most cases, we never stop to think about why we’re making these decisions nor do we pay much attention to the fact that no one is helping us to make them. If you stop and think about it, though, we have not always had the power to make decisions for ourselves; rather, we are granted this power as we grow older. The power to make our own decisions without the interference from others is what’s known as autonomy, and in nearly every sphere of life, it is incredibly important.

Autonomy is a term used to describe a person’s  ability to make decisions, or speak and act on their own behalf, without interference from another party. 

The importance of autonomy at work

Autonomy, in its simplest definition, is the urge to direct your own life. It’s something we want in both our professional and personal lives, but having autonomy at work (or not having it!) has taken on a pressing new meaning. Autonomy in the workplace isn’t just about managing our actions – it’s about choice; to be able able to choose and actually create our options.

The importance of autonomy in the workplace can’t be minimized. It has a knock-on effect on productivity, creativity and the quality of work produced, as well as work satisfaction and workplace trust. Without the ability to control what, when, and how we work – and even who we work with – we’ll never be fully motivated to complete a task… Nor will we want to stay with a company for very long. People simply won’t invest in a workplace that doesn’t respect their ability to manage their own professional space.

In our new era of “employee experience”, people expect to feel empowered at work. They want to feel valued and have a sense of ownership. If they don’t, most will simply up and leave. And where people feel oppressed and unhappy, neither promotions nor pay rises will fix the problem. In fact, one study found that people were two and a half times more likely to take a job that offered more autonomy than more influence.

While most managers recognize micro-management is bad for business, few have put strategies in place to actively support its solution: work autonomy. And yet, most of us – 79% according to one study – have experienced the pains of having too little autonomy in the workplace. As expectations of what we want from our jobs and employers develop, so too does our desire for greater autonomy. Here’s why building greater autonomy at work should be a top priority for every company – and how to practically go about it.

Steps to Build Autonomy in the Workplace

These Notes are from the “No Limits” Radio Programme on Impact 103fm!! Should you wish to get access to the teaching Audio, Join the Tribe:
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Discover your Genuis

Discovering what you are really good at is the first step to finding meaning and fulfilment in life. I love this quote of Albert Einstein who says:

Discovering what you are really good at is the first step to finding meaning and fulfilment in life. I love this quote of Albert Einstein who says:

WHY STRENGTHS?

Research shows that, when we use our strengths, we’re happier, more engaged and more likely to achieve our goals. This doesn’t just benefit you, but also people, groups, teams, and organizations you work with. When each person knows their strengths and makes use of them, group and team relationships are stronger and people achieve better results.

Accountability

The 4Cs of Accountability

Too many people preach about accountability as a maxim for others to follow. The 4Cs of Accountability is a method for you to follow, and me too. Management, leadership, and sales books all drive home the same point when it comes to accountability:

“Accountability is the glue that ties commitment to the result,” Bob Procter

Watch Video with notes illustrations

Download Tool

Get the Tool that was shown in the video here, you can use this with your team, or coaching client, or family member. You are welcome.

Listen to the Podcast here:

Accountability is the key to success!!!

Download Tool

Get the Tool that was shown in the video here, you can use this with your team, or coaching client, or family member. You are welcome.

“Surround yourself with people who remind you more of your future than your past.” — Dan Sullivan

The best time of the Year!!!

this the time where I reflect and review my year and plan the following one. I learned this practice from Dr John C Maxwell, about how he and his wife use this time fo the year to review the year and re-prioritise the plans for the new year etc.

This is by far the very best time of the year for me. Besides Christmas being totally awesome all by itself, where Christ changes the trajectory of our lives, but also because this the time where I reflect and review my year and plan the following one. I learned this practice from Dr John C Maxwell, about how he and his wife use this time fo the year to review the year and re-prioritise the plans for the new year etc.

So I guess you can guess what I have been doing this past couple of days!!! Reviewing 2019, and building the anticipation for a new year of absolute growth and development.

Looking back at 2019, and doing proper reflection makes me super grateful for all I have accomplished, I am always so hard on myself in the daily grind, thinking I should do more, and why didn’t I get that done – but I have set in motion so many things that will bring in a reward in the next few years and for this I am super proud of myself.

Theres a Tool I have developed Called To2020&Beyond!!! – its a Coaching Tool, a Life Map a Compass – that I use every year!!!

Download a complimentary Copy Here and Enjoy !!!

Lots of Love and Light

Ella

Good is the Enemy of Great

We can do good work on auto-pilot, but great work takes initiative, creativity, passion and courage. That sounds like a lot of effort when there’s no burning need to change.

Cultures of Leadership Greatness Improves Employee Engagement 

Introduction

Jim Collins opened his book Good to Great with the statement, “Good is the enemy of great.” He explained that when we have good schools, good businesses and good government, we are prone to accept that level of quality as sufficient. Collins observed: “Few people attain great lives, in large part because it is so easy to settle for a good life.”

Many people have bold aspirations and dreams, but they end up settling for good instead of great. Unfortunately, good gives us a false sense of security. We feel ok because whilst we may not have reached our potential, at least we’re not bad. 

We can do good work on auto-pilot, but great work takes initiative, creativity, passion and courage. That sounds like a lot of effort when there’s no burning need to change

That’s why good is the enemy of great. It’s because it lulls us, deadens us and seduces us into thinking that we don’t really need to try. You’re not that bad, so why bother?

Too many times, we think that as long as we aren’t the worst, as long as we’re competent, if the person in the next cubicle isn’t performing as well as we are, then that’s good enough. It’s not anymore. The world as we know has changed and continues to change- we are living in a VUCA – Volatile, Uncertain, Complex and Ambiguous times. There are many pressures existing externally and beside that have internal pressures that tells us that business as usual is not going to cut it any longer.

The only way to keep relevant is to strive for greatness. We need every person within our organisation to strive for greatness. We need our performance to match our potential. We need to step up and go to the next level. We need to aspire to greatness!

The Leadership Academy SA

That’s where we come in, as the Leadership Academy SA, we are an organisation of Leadership and Performance Coaches that aims at optimizing workplaces for economic and human development, by providing tools that create cultures of leadership greatness. 

We are a partnership with International Leadership Author and Authority on Leadership Dr. John C Maxwell, and the The Coaching Authorities:The International Coaching Federation (ICF) and Harvard Institute of Coaching.

The State of the Global Workforce 

According to Gallup’s State of the Global Workplace 2017, GLOBALLY Only 13% of adults who work full time for an employer and are engaged at work across 142 countries worldwide are engaged in their jobs, 63% are disengaged, 24% are actively disengaged. The low percentages of engaged employees represent a barrier to creating high- performing cultures around the world.

What is the correlation between employee engagement and business outcomes?

According to Gallup’s employee engagement survey engaged employees produce better business outcomes (based on a composite of financial, customer, retention, safety, quality, shrinkage and absenteeism metrics) than other employees do, across industries, company sizes and nationalities, and in good economic times and bad. How do we improve Employee engagement?

We believe Leadership is the answer. 

“Everything rises and falls on leadership,” states Dr. John C. Maxwell, “Most people like being leaders by title and position, but being called a leader is only half the battle, learning to lead is the other half”. Dr. Maxwell explains that the key to greatness is transforming yourself and those around you into leaders who successfully lead in the real world is the key to success or failure for any organisation. 

People working with leaders who understand and live out their leadership ability are significantly more satisfied with those leaders’ actions and strategies. They also feel more committed, excited, energized, influential, and powerful. There’s no hard evidence to support the assertion that leadership is imprinted in the DNA of only some individuals. Leadership is not a gene, and it’s not a trait—it’s a set of skills, and anyone can learn new skills. 

How can an organisation create a leadership culture?

By creating a leadership culture at every level of the organization, you’re also creating a culture of accountability, boosting overall productivity, and raising organizational outcomes. How can you get started? 

Below we’ve outlined four methods to create a leadership culture.

1. Provide the Right Foundation

Clarify:

Leadership Development is a highly misunderstood factor. Many times, people and organisations use the words management and leadership interchangeably. Understand the difference between management and leadership. 

Gain Buy-in:

Attain buy-in from all levels of the organisation is key to instilling a leadership culture.

Peter Druker stated: “Culture Eats Strategy for Breakfast”. A culture of apathy and disengagement is sometimes evident from board level and runs rife to the lower levels of organisations. Therefore a culture of leadership demonstrated at board level improves the culture of the entire organisation. 

Training: Our programme Corporate Leadership and Governance has been developed to equip boards on effective leadership development at this level.

Develop:

Develop a recruitment strategy to attract leaders and develop new and junior-level staff to be leaders by giving them skills to increase focus, improve efficiency, and maximize their individual impact within a team. 

No alt text provided for this image

Tool: Born to Win Toolkit.

2. Develop Strengths

All employees have strengths — the unique combination of talents, knowledge, skills, and practice that help them do what they do best every day. These strengths provide employees and employers with their greatest opportunities for success. What leaders do, or fail to do, with this workforce potential has enormous implications for a company’s future. Gallup’s data show that simply learning their strengths makes employees 7.8% more productive, and teams that focus on strengths every day have 12.5% greater productivity. Investing in and focusing on employees’ talents boosts employee and customer engagement, according to Gallup’s research, leading to higher levels of performance, profitability, productivity, and greater earnings per share for businesses. Helping people play to their strengths is the most time-effective way to improve their performance and engagement at work.

Tools: Good2Great Leadership Strengths and Leadership Practices Assessment.

3. Promote Great Leadership Practices 

Culture wins. Culture is the behaviours and practices of the leaders of the organisation. 

Most leaders want leadership culture but the problem is that in many companies they just talk the talk and don’t walk the walk. Often the leadership culture then becomes just a reflection of the leader, which may be created subconsciously rather than consciously.

Our leadership practices fall into 5 broad categories: (1) Challenging the Process (2) Inspiring a Shared Vision (3) Enabling Others to Act (4) Modelling the Way (5)Encouraging the Heart 

Tools: Good2Great Leadership Strengths and Leadership Practices Assessment.

4. Develop Growth plans with leadership strengths and practises in mind. 

Leading Companies like Google, Microsoft, Accenture and Deloitte understand that the people development continuum needs to be revolutionized to help people be their best at work and life. We suggest performance appraisals include a leadership growth plan. The approach includes real-time, frequent, forward-looking coaching discussions that helps people:

• Understand expectations

• Build on their strengths

• Understand areas for growth

• Achieve their career aspirations

In Conclusion

“With two-thirds of the workforce being Millennials and Gen Z just around the corner, we need to be extremely relevant to our people. When we look at our return on investment, we not only focus on our return to shareholders or return to reinvest back into our business — but also on the return to our people. Putting our people at the center and helping them to achieve their best is part of our talent-led DNA” Google CEO

Business and political leaders must recognize when traditional patterns in management practices, education or gender roles, for example, become roadblocks to workers’ motivation and productivity, and when selectively disrupting tradition will help clear a path to greater prosperity and transformed company cultures. Employers who focus on replacing outdated management processes with ones that enhance workplace cultures and support engagement can drive their percentage of engaged workers much higher than average. This is the journey from good to great!!!

Jim Collins, Good to Great, 2012

Gallup State of the Global workplace, 2017

Gallup Q12® Meta-Analysis Report, 2017

John C Maxwell, Developing the Leader Within, 2017

Secrets to happiness

Want to ensure you do your best to retain employees, and build a strong culture of employee engagement? You’ll want a happy team. Here are the 10 most important factors in employee happiness.

10 Secrets to Employee Happiness

Want to ensure you do your best to retain employees, and build a strong culture of employee engagement? You’ll want a happy team. Here are the 10 most important factors in employee happiness.

A survey of a whopping 203,756 people from 189 countries by Boston Consulting Group last year reveals some interesting factors in employee happiness and it’s a fascinating read. In this article, we’ll cover the ten most important factors, and how you can easily contribute to them.One of the biggest takeaways from the top ten factors is that unsurprisingly to many, relationships, company values and work-life balance all appear.Many traditional business owners make the wrong assumption that employees are only after the most money in their pockets, yet they could not be further from the truth.In the results below, you’ll find that salary comes in as the eight most important factor; in fact, company financial stability is in fifth place, showing that employees are happier knowing their employers are financially sound, over their own salary expectations.Ready for the list of employee happiness factors? Here they are…

10. Company values

Does your organisation have a set of defined values and do you actually utilise them? The worst environment for an employee is have a set of values which everyone in a company outright ignores. It’s worse than not having a set of value at all, in our opinion.If you don’t have values, or have a set of values or mission statement that is not reflective of your culture, we recommend creating them, in conjunction with your team.

9. Interesting job content

Doing the same repetitive tasks day in and day out is hard work. Consider breaking up your employees week by having them ‘buddy’ up with someone from another department, or get them working for a few hours a week on something charitable.A great question to pitch is ‘If you could remove one part of your role, what would it be?’. This quickly highlights employee pain points.

8. Attractive fixed salary

This one is tricky, unless you have a very healthy profit margin. Obviously, we should do our best to pay our team what they are worth, and what we could afford as employers.When it comes down to money, employees are shy to broach the subject, so take it by the horns and discuss their concerns openly.

7. Job security

Who wants to feel nervous about their position each week? Having a regular discussion around the company direction, and where you hope everyone with you will be in the future.This does great things to set a positive tone and also reiterates that you want them to stick around.

6. Learning and career development

To get the most of your employees, you need to regularly invest in your team’s knowledge. There are many options here, from conferences to in-house training, webinars and more.Even mentoring where you pair less experienced team members with senior people has been shown to be highly effective to continually challenge and grow the knowledge of your people.

5. Company’s financial stability

Most organisations are reluctant to openly share their financials with their whole team, yet the profitability and therefore longevity of an organisation is often questioned by those within the team.We suggest perhaps sharing a rough guide; an example could be ‘Sales are up 5% on last year, and we look good to do even better into the next financial year’.Your employees trust you to do the best; you should expect the same confidence in return.

4. Good relationship with superiors

We’ve all been in that position; being subservient to someone you can’t get along with, no matter how hard you try. Whilst employees don’t need to be absolutely best friends with their supervisors and colleagues, it is expected that people can remain respectful, honest and open with one another.Look for small signs that there is conflict among your team, and speak privately to those involved; it’s quite often just a case of clearing the air in a respectful and dignified way.

3. Good work-life balance

For many people, flexibility with work hours and location is now a large component of what they consider when looking for employment, or changing careers. Do you have the ability to allow for remote working, or allow for flexible hours in your organisation?.Demanding employees put in 70 hour weeks is a great way to ensure they end up burned out, and not productive. Keep a focus on ensuring your team work hard, but for a reasonable period, and have a good life and work balance.

2. Good relationships with colleagues

As stated with point four, relationships are tantamount for a good working experience. There’s nothing worse than being stuck in a team with someone whose personality completely polar opposite to yourself!This is hard to judge of course, and there is no easy grading scale to show how relationships among your employees work, however be mindful of how everyone treats each other.Ready for the most important factor in employee happiness? It is by far one of the easiest to address!

1. Appreciation for your work

This does not need to be a solid gold expensive watch either; a simple thank you, particularly publicly is free to do, and very positive. Small gestures as buying an employee a lunch, or saying thank you via email to the team can also be great avenues to show appreciation and lift morale.

Workplace of the 21st Century

The Generational Melting Pot

Sam is a 22 years old, and an enthusiastic new starter at your organization. This is the career that she has wanted since high school and, now that she’s got her degree and joined your team, she’s impatient to impress her new colleagues with her ambition and creativity. But she soon finds the going tough. Some of her fellow team members don’t seem to appreciate her eagerness, and they are wary of her ideas and suggestions. But she soon finds the going tough.

The team is a mixed bunch. Some are middle-aged and others are nearing retirement, and have been at the company for years. They feel that Sam doesn’t understand the way that things get done in the organization. Her enthusiasm and energy is starting to wane as she feels worn down by their reluctance to consider new ideas. So much has changed in the way our customers engage with our products, but all Sam gets is a deaf ear, raised eye-brows and dis-engagement.

Sam isn’t alone. Around the world and across industries, more generations than ever before are working together. Increasingly, it’s younger employees who are leading older team members , turning the established order on its head. This new scenario can cause problems, but it also presents opportunities for sharing knowledge and experience. This article explores how to thrive within a multi-generational workplace.

In days gone by, it was common for just two age groups to be represented in the workplace. There were long-serving, “dyed-in-the-wool” old-timers and ambitious newcomers. Times have changed, and now you could find yourself working with as many as five generations. Broadly speaking, each one has its own set of preferences, styles, perspectives, and experiences.

Introducing the Generations

This table shows the different age groups that are in the labor force today. It describes their traits and characteristics, and how they are frequently stereotyped.

Recent findings show that Millennials  are the biggest generation in the U.S. workforce, followed closely by Generation X  and the Baby Boomers. Silents are a small minority, and the youngest generation – the Zs – are just starting to enter the workforce.

The Potential – and the Pitfalls – of Multi-Generational Workplaces

Generational diversity has great potential. People from different generations can grow and learn from one another as they are exposed to one another’s ideas and experiences. The new perspectives they gain can spark new ideas and prompt new ways of working.

However, the potential for conflict and misunderstanding is very real. Intergenerational conflict within the workplace is a growing issue. A 2011 study found that “intergenerational cohesion” is one of the top three workplace risks.

Different generations can struggle to understand one another’s values and working styles. Working together and sharing power can be problematic. And as more people delay their retirement, younger generations can feel that their opportunities for career advancement are being restricted.

Six Strategies for Multi-Generational Harmony

So, now that our workplaces are more generationally diverse than at any time in history, but at risk of conflict because of this, how do we all work together harmoniously? Here are six strategies for thriving within a multi-generational mix.

1. Establish Respect

It doesn’t matter how old or how experienced we are, we all crave respect. And, just as newcomers need to respect older generations’ seniority and experience, so long-servers need to adjust to and respect the talent and potential of younger generations. Only when each group respects the other can both thrive.

The key to respecting other generations is to understand and accept that they are different  from yours. Consider what motivates people from different generations, what experiences they might have had, and what their working styles are likely to be. The table above can help you.

2. Be Flexible and Accommodating

When you understand what makes other generations “tick,” being able to accommodate their needs and preferences, where practical, can help to prevent division and conflict.

Each generation has its wants and needs, and values different ways of working. Older generations often have fewer responsibilities and costs at home and they appreciate the opportunity to work part-time or reduced hours, so that they can enjoy the benefits and rewards of a lifetime’s work. But an increasing number of Generation Xers are part of the “sandwich generation ,” responsible for caring for both elders and children alongside their work. And for members of Generation Y, a sociable life outside of work is often just as important as their career.

3. Avoid Stereotyping

It’s easy to stereotype different groups. For example, if you’re a Baby Boomer, you may think of Millennials as tech-obsessed and lacking in people skills. To Generation Z, Boomers may seem to be stubborn and inflexible.

Everyone is unique so, instead of assuming the worst, fight your unconscious bias  and accept individuals based on their merits, rather than as “typical” members of particular generations. Remember, chances are, somebody may be stereotyping you! You can change their perceptions and attitude by demonstrating a willingness to listen to new ideas or suggestions, and, as we explore below, by sharing your knowledge and expertise.

4. Learn From One Another

The different generations have a wealth of knowledge and experience that they can share.

The Boomers in your team, for example, can pass on the knowledge, information, useful contacts, and perspectives that they have developed during their years at work. In return, a Generation Y colleague can help them to get to grips with recent innovations, such as the latest developments in social media and viral marketing.

Successful multi-generational teams identify, value and build on one another’s skills and experiences. This focus on individual strengths, rather than on generational differences, is a key part of thriving in the modern workplace.

5. Tailor Your Communication Style

The generations often have their preferred methods of communication. Silents and Boomers tend to use one-on-one, telephone or written communication, whereas Generations X and Y tend to like emails and texts. Generation Z generally prefers the collaborative interaction of social media.

Generations differ in the degree of formality they use, too. Older team members tend to be more formal, whereas their younger colleagues will more likely use colloquialisms, abbreviations and “emojis” – small digital images and icons that are used in messages to represent ideas or emotions. This is more suited to personal or less important messages or communications. Serious or important messages are probably not the best times to use smiley face emojis!

Sticking rigidly to your own favored means and style of communication  can alienate others, so, although it might not feel natural, try to tailor your communication to suit the recipient whenever it’s appropriate.

6. Don’t Overlook the Similarities

Focus on the things that unite you with colleagues of all generations, rather than dwelling on the differences.

You might struggle at first to find similarities between yourself and older or younger team members. But, however stark the differences might appear to be, research suggests that there are more similarities than differences across the generations. After all, most people like to feel engaged with their work, to receive fair pay, to achieve, to build a better quality of life, to be happy and respected, and so on. Likewise, many of us share the same grumbles, such as feeling overworked and underpaid!

Key Points

Multi-generational workplaces can host as many as five generations. Having people who were born between the 1920s and the 1990s work together creates the potential for creativity and innovation, but also for conflict and misunderstanding.

You can avoid these pitfalls and thrive through:

  • Staying respectful, flexible and understanding.
  • Avoiding stereotypes.
  • Being open to learning from others, and helping them to learn from you.
  • Adapting your communication style.
  • Focusing on similarities between individuals, rather than on generational differences.

Join the Leaders Club Today.

Sign up at the Leadership Coaches Toolbox to improve your leadership skills and thrive in a Multigenerational workplace. The Site is loaded with tools and resources to that promotes happy workplaces. Subscribe to our free newsletter, or join the Leaders Club and really supercharge your career!

It matters who you learn from!

Many people ask me -Who is Dr John C Maxwell and why did i become friends with him, and the list of questions continue form there….. Dr John C Maxwell has written more than 100 leadership books – and very early in my leadership career -I got a hold of one – or should i say one book got a hold of my head 🙂 …..and ruined me for the management journey that was ahead of me. I am not a manager – I am a Leader – I love people, I love seeing people come alive in their work!!! None of this would have been possible without Dr John C Maxwell in my life -through his books. Most of the managers I was surrounded with violated the people element in appalling ways, These managers had no idea how to lead people. They would belittle people, they were rude, mean spirited and I was young and was already enlighten about the difference it makes when you have someone with leadership abilities as your leader.

Becoming a partner with Dr John C Maxwell for more than 5 years now, has been the game changer in my life. I spend 2 weeks per year with him and every month – Imam on a global call with hime where i can pose my questions and thoughts. Dr Maxwell loves and because he loves -he shares, he has shared his life with me, his faith journey, his wisdom, and his friends. John has gone further than anyone I know personally and John’s wisdom and mentorship in my life has radically changed the way I do life, His genuine interest in me has allowed me to share my dreams, aspirations and fears with him – that I never verbalised to anyone. And because he has gone further than I ever have -his wisdom is sound and and he has become my sounding board for all things leadership. His life will echo in mine forever or should I say, my life will echo his!!!

It matters who you learn from:

Ask yourself today, who do you have in your life that Up-Levels you, Up-Levels your thinking, stretches your play in the World!!! Challenges your small picture mindset!!! Flying solo is lonely and keep you small. PERIOD.

When you find them stick with them. And Become MORE!!!

I love the organisation I founded through my partnership with Dr John C Maxwell. The Leadership Academy SA is a Community of Coaches that partner with people’s and organisations potential. Find out more about our work by visiting our site.

Lots of love

Ella’

If you could live your life over again

“If you could live your life over what would you do differently?” The answers surprised me. With more that 5000 cumulative life experience….

If you could live your life over…

Hi Friends,

This is a short piece that is from Trip Around the Sun -Mark Batterson

Dr. Anthony Campolo, Professor of Sociology, Eastern College, St. Davids, Pennsylvania, shares the results of a survey where 50 people 95 years and older were asked: “If you could live your life over what would you do differently?” The answers surprised me. With more that 5000 cumulative life experience ……These old folks said that if they could live their lives over they would…

1. Reflect more.

These seniors said they would take the time to think about what was going on and live their lives along well-thought-out priorities. They would contemplate the meaning of life, family, work and much more.

2. Risk more.

These wonderful aged human beings said they would have taken more chances in life. If they could re-live their lives they wouldn’t be so scared to take risks. They would have developed more courage to venture out of their comfort zones.

3. Do things that would outlast them.

They wanted to know that their lives counted for something, that long after they left this world, somehow their impact would live on. We all can learn something from these people about setting goals.

Let’s take a moment to consider what they said as you set the course for your life -The TwentyTwenties are upon us, may you “BECOME MORE” You!!!

More to You!!!

Ella’

Beliefs Drive Behaviour

“Beliefs have the power to create and the power to destroy. Human beings have the awesome ability to take any experience of their lives and create a meaning that disempowers them or one that can literally save their lives”

“Beliefs have the power to create and the power to destroy. Human beings have the awesome ability to take any experience of their lives and create a meaning that disempowers them or one that can literally save their lives” Anthony Robbins

Anthony Robbins in his quote  describes the power and influence that beliefs have on our lives. Our beliefs control how we live our lives and if we choose to live our lives acting on our self limiting beliefs then we are accepting a life that is going nowhere and the future is grim. We all desire a life that is flourishing, full of happiness, love and joy, no one wants a miserable life where we languish in mediocrity.  People who lead successful and joyful lives have achieved this by choosing beliefs that support and empower them on their life journey.

So what are Beliefs?

Beliefs are the thoughts in our head that influence our behavior, attitude and actions. The beliefs that affect our lives are either Empowering Beliefs which enable us to lead flourishing lives or Self Limiting Beliefs that stop us from achieving our goals and where we live a life where we languish and flounder.

The Power of Choice is a wonderful gift that we all have and it is this gift that enables us to make choices about what we want to believe and what we don’t want to believe. Those who lead successful lives have chosen to believe in the thoughts that empower them and of course those who live in mediocrity have chosen to believe in the thoughts that disempower them. Beliefs are only thoughts and they are not real so with the power of choice we can change our thoughts anytime we want. The first step to changing how we think and feel is, to decide what the consequences are, if choose to act on our beliefs.  Don’t worry about if your beliefs are right or wrong just determine what the results will be if you act on them. This does take some practice but how long it takes depends on you! You just need to decide what Empowering Beliefs you need that will support you toward a life of success.

“You are the person who has to decide. Whether you’ll do it or toss it aside; you are the person who makes up your mind. Whether you’ll lead or will linger behind. Whether you’ll try for the goal that’s afar. Or just be contented to stay where you are”   Edgar A. Guest

To help you figure out what the beliefs will be that empower you toward success here are 10 Empowering Beliefs that Successful People believe to be true for them.

1. I am not afraid, only excited for what is ahead.

“It is this belief in a power larger than myself and other than myself which allows me to venture into the unknown and even the unknowable”. – Maya Angelou

2. I am responsible for the life I create.

“In the long run, we shape our lives, and we shape ourselves. The process never ends until we die. And the choices we make are ultimately our own responsibility” – Eleanor Roosevelt

3. Failure means nothing to me – I look for outcomes and if the outcomes are not what I expect, then I assess what I need to do to change those outcomes.

“Do the one thing you think you cannot do. Fail at it. Try again. Do better the second time. The only people who never tumble are those who never mount the high wire. This is your moment. Own it.”  Oprah Winfrey

4. I embrace challenges because I will always find a way to overcome.

“You may encounter many defeats, but you must not be defeated.      In fact, it may be necessary to encounter the defeats, so you can know who you are, what you can rise from, how you can still come out of it.” – Maya Angelou

5. My vulnerability gives me strength and fuels my belief in me.

“Vulnerability is the birthplace of love, belonging, joy, courage, empathy, and creativity. It is the source of hope, empathy,accountability, and authenticity. If we want greater clarity in our purpose or deeper and more meaningful spiritual lives, vulnerability is the path.” ― Brené Brown

6. The past was who I was, the present is who I am and the future is who I may become.

“You can’t stop the future, You can’t rewind the past, The only way to learn the secret, …is to press play.”Jay Asher

7. The words I use to express who I am, are aligned to my beliefs and values and actions.

“Your beliefs become your thoughts, Your thoughts become your words, Your words become your actions, our actions become your habits,  Your habits become your values, Your values become your destiny.” -Mahatma Gandhi

8. I am on a continuous journey of learning, which I never want to end.

“Those people who develop the ability to continuously acquire new and better forms of knowledge that they can apply to their work and to their lives will be the movers and shakers in our society for the indefinite future.” – Brian Tracy

9. I accept that sometimes I can stuff up, make mistakes and that I am not perfect however I never stop trying to be the best person I can be.

“We all make mistakes, have struggles, and even regret things in our past. But you are not your mistakes, you are not your struggles, and you are here NOW with the power to shape your day and your future.” – Steve Maraboli,

10. I always dream big and I strive for that which is out of my reach – the impossible is worth striving for.

One can’t believe impossible things. I dare say you haven’t had much practice,” said the Queen. ”When I was your age, I always did it for half-an-hour a day. Why, sometimes I’ve believed as many as six impossible things before breakfast.” – Lewis Carroll

YOUR CHALLENGE

My Challenge to You: For the next 10 days choose one Empowering Belief to say 3 times a day. A good thing to do is to say the Empowering Belief while you look at yourself in the mirror. Each day try to behave and act in a way that supports the Empowering Belief you have chosen. Then wait, you will start to feel different and you will begin to transform. Once you want to commit to believing the impossible, daring to be different and living your life as an empowered individual you will have no option but to experience a life full of success and fulfillment. Why would you not do it?

“All personal breakthroughs begin with a change in beliefs. So how do we change? The most effective way is to get your brain to associate massive pain to the old belief. You must feel deep in your gut that not only has this belief cost you pain in the past, but it’s costing you in the present and, ultimately,
can only bring you pain in the future. Then you must associate tremendous pleasure to the idea of adopting a new, empowering belief.”

If you believe you can do a thing, or if you believe you cannot, you’re usually right. – Henry Ford

When ideas are repeated over and over again they eventually become beliefs, or convictions, and they affect our decisions, behavior and perception of the world. Any idea that we accept as true will tend to become true for us, because we will act in a manner consistent with it. Your beliefs cause you to view, rationalize and interpret situations, people and especially yourself in accordance with those beliefs. This is because it is a natural function of the mind to remain congruent with what it has previously accepted as true. Basically, you do not necessarily believe what you see, but rather you see what you have already decided to believe. Your beliefs become your reality.

Types of Beliefs

The beliefs that affect our lives are either empowering or limiting. Limiting beliefs hold us back from our goals or detract from our enjoyment of life, while empowering beliefs cause us to reach for our goals and enjoy a greater quality of life. To make sure that your beliefs are empowering, you should ask yourself – for every new idea you come across, and for every strong conviction you already have – whether or not it is useful. Does it give you more power, flexibility and choice, or does it take away? Do not judge your beliefs on whether they are accurate or not according to your perception, but focus on the consequences of believing in them. Beliefs have little to do with reality and you can change them any time you want. You can choose to replace limiting beliefs with beliefs that empower you, beliefs that are consistent with the life that you wish to enjoy.

Empowering Beliefs

There are many empowering beliefs worth having that can enhance your quality of life. You can find them by considering what you would have to believe in order to be, have or do what you want in life. Here is a list of empowering beliefs that contains some useful generalizations or assumptions. They may not always be “true”, but by convincing yourself that they are and acting as if you believe them, you will begin to see the world from a more resourceful perspective.

There is no failure, only feedback. We learn from every experience and every response is only information that tells you whether you are being effective or not.

There are no problems, only challenges. Every obstacle is actually a stepping stone towards success to help you learn and grow.

There is no fear, only excitement. Let your fears motivate you to overcome them instead of holding you back.

If what I am doing is not working I will try something else. Be flexible and do not resist change. For something new to happen you have to try something different.

No matter what happens, I can handle it. Become confident that you can deal with anything that may happen in your life.

My past does not equal my future. At any point in time you can change any part of your life.

I am destined for success. Become absolutely convinced that you are a success in the making.

Everyone is secretly helping me to succeed. The concept of pronoia – assume the best of intentions of everyone around you.

Anyone can do anything and anything is possible. If one person in the world can do it anybody can by figuring out how they are doing it.

I am free to choose my own destiny. Accept that you are in control of your own life, decisions and actions.

Limiting Beliefs

We all possess some beliefs that do not ultimately support us. These negative beliefs exist whenever we incorrectly believe ourselves to be limited in any way. Most of the limitations we have are not based in reality at all, but exist only in our own minds. Irrespective of whether the limiting beliefs are real or not, they can become true for us. For example, people who are convinced they cannot succeed in an area – such as weight loss, relationships or finances – will not take any action to go beyond the limits they have set for themselves. Even if someone or something got them to try, they would still expect to fail, subconsciously sabotaging their efforts. They would also filter out references that run contrary to their conviction, while looking for and amplifying references to support it.

Do you have limiting beliefs about life, yourself, people, health, happiness, relationships, money or education that stop you from achieving the level of success you want? What are the limiting beliefs that come up in your self-talk whenever you think of something that you could be, have or do? Write them all down. The simple fact that you are having trouble making progress in an area often means that you have limiting beliefs there. Below is a list of some example limiting beliefs. As you can see, they mostly consist of either excuses or limiting, generalized statements.

Negative self-image beliefs – “I am too shy, old, young, weak, unlucky or incapable”.

Limiting rules – “If only that happened, then I would be happy” or “I must have this to be able to feel successful”.

Self-pity beliefs – “I do not deserve wealth, happiness or success”, “I am not good enough as I am”, “Other people are better than me”, “I do not like myself” or “I have to prove myself by becoming successful”.

Self-defeating beliefs – “I cannot succeed so there is no point in trying” or “It takes money to make money”.

Scarcity beliefs – “I do not have enough money, time or education”.

Inflexible beliefs – “That will not work for me”, “That is impossible”, “I tried that once and it did not work” or “I am right and you are wrong”.

Unsupportive metaphors, labels or perceptions – “Life is a pain, a struggle or hopeless”, “Money is bad, scarce or evil” or “People are mean, dishonest or selfish”.

Changing Beliefs

The first step to changing limiting beliefs is to become aware of them. In addition to those you have already found, you will also begin to notice new ones whenever they show up in your life, as a result of learning that they exist. You may, for example, catch yourself arguing for your limitations or holding yourself back because of past failures. We can often remove weak beliefs by simply making the choice to do so as soon as we realize that they are limiting. However, stronger convictions may take a bit more convincing to get rid of permanently.

A belief is nothing but an idea or opinion built up of reference experiences, so the way to change a limiting belief is to undermine those references by using contradicting references. The contradicting references in turn then build up a new empowering belief that replaces your limiting belief. A limiting belief such as “I always fail” could for example be transformed into “there is no failure”. Take your list of limiting beliefs and rewrite them, one at a time, into empowering beliefs that support you.

When you encounter a strong limiting belief you can transform it by reflecting repeatedly on experiences that support your new empowering belief and that dismiss your limiting belief. We all have enough references to backup just about any belief, and we can even use other people’s success experiences, movies or even our own imagination as references to support our new beliefs. The more emotional and extreme the references are, the stronger our new empowering belief will become.

Expectations

An important way in which beliefs impact our lives is through our expectations, or our beliefs about the future. Whatever we expect of ourselves becomes our own self-fulfilling prophecy, because we will always act to fulfill those expectations. If you confidently expect to be successful, wealthy, liked and happy, you will prepare for those results and will seldom be disappointed. The people around us are also strongly affected by our expectations of them and respond accordingly, whether it is about their behavior or how it is you want to be treated. The great thing about expectations is that you can expect whatever you want. You should therefore make it a habit to continually expect the very best of yourself and from life, and you will have one of the keys to success.

Summary

1. Whatever we believe shapes our reality, because we always act in accordance with our beliefs.

2. Develop a belief system that supports you in getting what you want.

3. Challenge beliefs that do not support you and replace them with empowering beliefs.

4. Confidently expect good things to happen to you.

Hello world!

I define La Dolce Vita as the intersection where our passions strengths and economic engine come together to create a beautiful life.

Welcome to my site. I am passionate about Life!!! I believe we all can live the “SWEET LIFE” – La Dolce Vita in Italian. I define La Dolce Vita as the intersection where our passions strengths and economic engine come together to create a beautiful life. This is what we all search for a life of meaning and purpose to make the world a better place. Look around, download tools and live your best life.