When leveraging employees outside their normal function, there is an implied “quid pro quo.” Leadership requires you to create and communicate the appropriate WIFM to ensure commitment and follow-through.
It’s quite special to work for an organization that commits itself not only to it’s customers, but more importantly, it’s employees.
Oldcastle is one of those companies. They are dedicated to finding and sharing stories of hope, service and goodwill throughout the organization.
As leaders, it’s important to Serve, Inspire and Recognize. I am proud of our organization. Prouder of our leaders. Proudest of our people!
Congratulations Russ Salmon! You deserve it! The video is magnificent. Best Quote Below…
“…people…don’t realize how much power they have to change and to make things better.” http://t.co/CqqXA8ynPG
— Vinnie DiSalvo (@vinniedisalvo) February 6, 2015
Interesting article Bill, great points with some sound advice for leaders at all levels. From the article:
1. Start small. Within your sphere of influence. Within your team.
Every day, make sure you’re asking your team three questions:
• “What’s holding you back from getting more done?”
• “What bottlenecks or barriers can I remove for you?”
• “What resources, tools or processes would help you move as fast as you want to?”
The full article:
Bill Jensen’s Article
Great Article by Karie. She’s 100% right. Today’s leaders are pulled ever thinner and simply can not commit to long, deep relationship building with more than one or two “protégés.”
By creating short term stretch assignments for key talent, you can maximize not only the leaders time, but also the return on the interaction.
A few years ago I read an article online regarding organizations and social media. The crux of the article dealt with organizations being paralyzed to jump head first into social media. At the time of the article, the inability for organizations to moderate and control how people responded to their messages and what was posted, stifled their desire to act. The article urged companies to relinquish their control issues and join the new world in creative commentary of their own.
The below video is a perfect example how Honey Maid embraced this challenge and made proverbial “lemonade from lemons”. Good on you Honey Maid – this should be an inspiration to all companies.