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If you are running a company or an organization, incorporate these ten tips into every work day and reap the fruits of increased productivity, greater efficiency, and improved quality of life:

1. Approach every meeting, task, and project realizing that peers and colorado rockies #2 jersey subordinates are constantly watching you―even when you colorado rockies #2 jersey think they aren't noticing a thing.? Model the behavior you want to see copied.

2. Establish an colorado rockies #2 jersey environment in which employees thrive, not stagnate or die.? Nourish people, and they will eat out of your hand.

3. Seek regular input and feedback from your employees, colleagues, and Board.? Periodically, get unfiltered feedback via 360 degree and cultural assessments conducted by an outside contractor.

4. Recognize and reward exceptional work.? This motivates staff in powerful ways.

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??????????? A couple of years ago I was asked by a local university to teach a seminar on meetings for a group of foreign government officials. The topic more specifically was? "the role of meetings in American business", meaning the how's and why's of what we meet about, our meeting protocols, and what we accomplish in these meetings. ?I almost turned down the request for one simple reason, I generally hate meetings.? ?I don't think I am alone in my negative feelings about meetings.? I once did some quick math and figured out that my 31 years of public service equaled roughly 14,000 days.? Subtracting about 1,700 of those days for vacation, sick leave and holiday (a generous estimate) left me with 12,300 work days.? An easy estimate would be one meeting a day.? That would be very conservative because during my last fourteen years, I had several meetings a day.? Regardless, the bottom line is that conservatively speaking; I had participated in, chaired, slept through, or complained about more than 12,000 meetings during my career. ?As a result, I didn't think that would make me the ideal speaker for them.?

??????????? However, after digging a little deeper, I found out that what our foreign friends were actually looking for was more about how to make meetings more meaningful.?? Apparently I wasn't the only one struggling with the issue.? So, I prepared and delivered the workshop and discovered the sad truth that, for people from all over the world and in a wide variety of business endeavors, meetings are inescapable.? If you work, you meet.? I also discovered that this doesn't have to be a sad truth.? If you really put some effort into planning and executing a successful meeting, you can make a difference in the process and the outcome. ?

??????????? Bad meetings can have a huge impact on your organization's money, services, and people.?? They wreak havoc with your organization's budget by wasting valuable time that could be spent on much more productive things.? They can have a huge impact on your decision-making because they can lead you to make decisions that negatively impact your organization's programs and services.? ?And, poor budgeting and decision-making create significant problems for your clients, customers, and employees.

??????????? On the other hand, good meetings can be magical.? They can bring out the best in us individually, strengthen teams, and solve problems.? Done well, meetings can inspire creativity and innovation which engenders productivity and positive action. ?Great meetings create energy and excitement and make participants glad they went.? They help us maintain purpose and focus even in the face of extreme stress and organizational challenges.??

??????????? As a leader, your responsibility is to ensure that meetings reflect a conscientious use of organizational funds, result in effective and meaningful decisions, and rockies grey road jersey ensure that all actions are in the best interest of employees and the company's clients and customers.? That's a tall order.?

??????????? The three critical components for ensuring effective meetings are pre-meeting activities, the meeting itself, and post-meeting activities.? Begin your pre-meeting activities by asking yourself why the meeting is even necessary.? What are you hoping to accomplish by it?? There are lots of perfectly valid reasons for convening a meeting.?? Do you need to analyze or solve a problem?? Are you hoping to have a brainstorming session that will generate a lot of information to help you improve the organization's performance in a given area?? Some meetings are convened for the sole purpose of communicating essential information so that everyone receives at the same time and in the same fashion, thus ensuring common understanding.? Occasionally meetings are necessary to demonstrate a new product or procedure or to gain support for an idea or decision.? And, sometimes a meeting is a great way to confront and reconcile conflicting viewpoints or understandings.? Once you clarify the purpose of the meeting, think critically about whether or not a meeting is the best way to achieve your objective.? Could you accomplish the same thing through a memo or an e-mail?? Convening a meeting uses a lot of organizational resources, so make sure you consider other equally effective options. ??

??????????? Scheduling can also prove to be challenging especially for meetings that need to occur at specific intervals.? Those include things like regular staff meetings, regular committee meetings, or those large organizational meetings that are generally used for briefing all staff on a number of issues. ??In setting up regular meeting time, think about what will get you the best return on your investment in terms of maximizing rockies grey road jersey the number of people who can attend and when they will be at their optimum performance.? You have to know your people in order to do that.? Granted, you can't always accommodate them, but it pays to at least be aware.?

??????????? Regardless, there are times that are best avoided such as very early morning and very late afternoon.? For one thing, the larks are nodding by late afternoon and the owls have barely cracked an eye open by early morning.? In both cases you will be lucky to get them to sit up straight in their chairs let along contribute much.? The other reason to avoid those time slots is if your staff does not all start and end their shifts at the same time, you will rockies grey road jersey lose those who either come in later or leave earlier than the rest of the group.? You might also try avoiding scheduling meetings right before and right after lunch.? Hungry people don't think well.? And, people who get sleepy on a full stomach aren't any better.? Mid-mornings and mid-afternoons are normally optimum time slots.? ??

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Effective communication skills are important for every rockies jersey employee in an organization, but they are especially critical for managers who want to improve employee productivity, performance, teamwork, and morale. To truly be effective, managers must master verbal, nonverbal, and written communication skills. Every interaction with an employee is an opportunity to make a positive impact on both a personal and professional level.

Effective communication skills are important for managers to be successful at:

Providing employee feedback: Managers are responsible for providing their employees with constructive feedback regarding their performance and behaviors. Good communications skills are so vital because the way a manager interacts with employees affects how well they receive feedback. The way managers say something is often rockies jersey just as important as what they say. Whether in a group or one-on-on situation, managers have the capability to either motive or alienate employees.


Resolving conflicts: It's important to remember that listening is a key aspect of effective communication skills. Managers who listen give employees confidence in their leadership abilities, let them know their opinions are valuable, and enable them to freely discuss problems that are affecting both personal and team performance. Good communication skills help managers keep a pulse on the morale of their team so they can spot conflicts before they get out of hand and resolve them quickly and fairly as they arise.


Interdepartmental relationships: In addition to communicating with their subordinates, managers must also demonstrate finesse when exchanging information and ideas with other departments. Effective interdepartmental communication helps build trust and alliances so all areas of the organization can work together towards a common goal.


Team-building: Managers who build cohesive work teams leverage their communication skills to define employee roles, set rules and expectations, obtain team commitment rockies jersey to goals, empower employees to make their own decisions, encourage employee feedback, and ultimate enhance team unity, productivity, and morale.


Performance management: Effective communication skills are an essential component of a manager's ability to improve employee performance. Managers who maintain candid and open communication lines with employees can establish the two-way dialogue that is crucial for performance appraisals to be meaningful and effective.

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As your organisation grows, so will its complexity. Understanding your optimum leadership versus management mix is important. Strong leadership is an essential building block for success. As the competition intensifies and the market demands transform themselves, you will need to have the right leadership in place to handle the new challenges.

After all leaders define the vision, align differing viewpoints, and motivate during the pursuit of a goal. colorado grey road jersey To succeed, organisations need to understand their leadership vs. management requirements, but sometimes fail because they lack the knowledge and resources to develop the required set of leaders. There are reasons why this can be difficult:

The prevailing management model out colorado grey road jersey there could be said to be short termism. Organizations typically have a myriad of management layers, guidelines, and practices, all of which are important for the day-to-day functioning of the business. However, because these processes are often focused on the short-term, they do not reflect the company's overall long-term objectives. Companies depend too much on training and deploying managers throughout their organizations and too little on having the required leadership to direct these management processes to successfully grow

Situations change and so do the leadership requirements

The roles and responsibilities, styles, and actions of leaders need to constantly adapt to your given market and internal realities. Understanding their roles and determining the colorado grey road jersey appropriate time to use certain styles and actions is an on-going process given the current dynamic business environment.

How to decide what is needed in leadership vs. management

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The recession is taking a serious toll on businesses across the nation, not just financially, but emotionally as well. Employee morale is at an all-time low and managers are being forced to get creative when it comes to recognition. colorado jersey


Like most businesses, you’re constantly trying to find ways to save some money and low-cost employee recognition ideas are always welcomed.

Well, here’s a new recognition idea that requires only a few minutes of your time, some simple supplies and you can get started today. All you colorado jersey need is a stack of Post-it Notes and a pen.

First, pull off a sticky note for each of your employees and stick them to your desk. Then, write these words on the top of each note: “I appreciate you, because …” Follow that opening line with a short note on something you colorado jersey genuinely appreciate about each employee.

Now, take those sticky notes and place them on each of your employees’ desks.

Yep, that’s it. Could it get any easier?

At the very least, the notes will put a smile on your employees’ faces for the rest of the afternoon. Looking at it as part of the bigger picture, your efforts will show employees that they are appreciated and valued within the organization.

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From solely the ideas and concepts point of view, fresher and more innovative solutions may bring about a more competitive and customer attracting product or service.

Several "heads" brainstorming equals several different ideas as opposed to one individual trying to come up with several ideas.

Depending on one individual is not only time consuming but also not very cost effective.

Another advantage of the team concept is that by working as a team much more work can be accomplished within a shorter space of time.

Also the possibility or identifying the pro and cons of the item or service being conceptualized is much better and wider when compared to just depending on one person's perception.

Other benefits of working as a team also include the delegation of the work load to be borne by all those involved in contrast to one person trying to get everything done alone.

Here the advantage of the time and cost saved is apparent.

Decision colorado rockies grey road jersey making also becomes easier to a certain extent when more experienced and
skilled input is available instantly. This is a very important element when the time factor is a predominant issue. Decisions can be colorado rockies grey road jersey made more effectively and quickly because the various aspects on the impact of the service or product can be discussed and understood completely and colorado rockies grey road jersey thoroughly .

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Are Your Employees Happy?? How do You Know?

??????????????? Ever wonder if the people who work for you are happy?? Have you ever asked them?? If not, how do you know they are unless they come in every morning skipping to the tune of "Whistle While You Work"??? As a leader in your organization, you have so many things on your mind crowding your brain for space, that it is no wonder you might find yourself unable to answer this most basic of questions relative to how you manage your people.? If this troubles you, this article is for you.? On the other hand, if this doesn't trouble you, this article is even more for you.?? If yours is the mentality that employees don't get paid to be happy, they get paid to work, you would have had a lot of company thirty years ago before smart leaders started to realize that employee satisfaction i.e. their happiness, is critical to productivity and competitive edge.? Any organization that underestimates the business value of happy employees is doomed to a never-ending cycle of recruiting and hiring without any significant increase in profits or customer satisfaction.?? On that happy note, let's assume for argument's sake that employee satisfaction is critical for organizational success and look at ways you, as a leader, can figure out where things stand with your own employees.? Here are ten ways that will help you determine if they are actually happy or they are just putting in time until something better comes along. ??First,? ?

They tell you they're happy.?? People are usually pretty upfront about how they feel about their job, their supervisor, and the company they work for, especially if you ask them.? For many, the trick is to do so in a way that is safe and confidential and with guarantees of anonymity.? Fear of reprisal is real and totally understandable.? Employees will only tell you what they think you want to hear unless they have confidence that their honesty will not get them into trouble.? They have families to support and careers to aspire to, and they absolutely will not jeopardize those things just to tell you truth.? On the other hand, when employees voluntarily tell you that they are happy with their job you can probably rely on that.? Only the worst kind of suck-ups voluntarily lie about this and tell you they are happy when they are not.? If you are a keen observer of your people you can also see signs of their job satisfaction.? Are they upbeat when you talk to them?? Do they seem excited to talk about their job and their daily activities?? Do they have positive things to say and valuable input into current challenges?? All of these are indicators that employees are engaged and happy in your organization.??? ??

They stay with you.? One of the highest indicators of job satisfaction is low attrition.? Study after study has proven that people do not stay in a job for the money.? colorado rockies jersey They stay in a job for the people around them and the satisfaction the job brings.?? Look at how long your people have been with you and why they haven't left yet.? Granted, there are generational differences in this data given that Baby Boomers are much more inclined to stay in a job longer than the Gen Xers and the Millenials.? However, regardless of the age group, people stay longer if they are happy.? Leaders do not want to recruit, hire, and train new people every few months.? It is extremely costly both in terms of profits and customer satisfaction.? So, if your people tend to stick with you they are probably pretty happy. The only exception concerns those employees who are not performing to company standards.?? These guys normally fall into two groups, the ones whose performance is so poor they can't find a job someplace else, and the ones who are your B flat performers who believe in just kicking back and "letting Jesus take the wheel".?? These guys might be with you forever but not because they are happy. You won't be either. ????

They get along with each other most of the time. ?Depending on the size of your organization this might be hard to figure out by just observing your employees since it may not be possible see everyone every day.? However, you can get a great gauge of this in two ways.? First, observe closely the relationships between the people you do see every day.?? How do they seem to get along?? Do they work well as a team?? Do they appear to be having fun working with each other?? Is there humor in their relationship?? They don't have to indulge in party hats and whoopee cushions every day, but being able to laugh together is a great sign.? Second, take a look at your complaint process. What are the trends?? Are complaints going up or down in numbers?? Is there significance to the trend, meaning is it more prevalent in one part of the organization over the others?? What is the nature of the complaints??? Looking at this data will tell you far more than simply asking your middle managers how their staff gets along with each other.? Even the best middle managers will want to put on a happy face to this question because otherwise, it could reflect badly on their own ability to build and sustain effective teams.????

They produce well.? It is a fact that happy employees produce better results. Oh, wait, that sounds dangerously like the commercial that ties happy cows to better cheese.? But the fact is animals and people both produce better whenever they are happy.? If cheese producers can figure this out, organizational leaders should be way ahead of the concept.? That is not to compare colorado rockies jersey people with bovines, but instead, simply to emphasize the importance happiness is to the end product.? Think about it, as a leader, you are probably no different.? The happier you are the colorado rockies jersey better you feel overall and the more energy, creativity, and initiative you have.? It's a simple concept.? A foundation for employees' happiness starts by ensuring clarity in exactly what their jobs entail and the scope of their responsibilities.? Happy employees have a sound understanding of what they are supposed to be doing and what flexibility and limitations are involved. They are more creative and innovative in their problem-solving and take more interest in the organization as a whole rather than just their own small part in it.? ???

They socialize normally and easily.? Once again, depending on the size of your organization you may not be able to see this firsthand for all employees.? But, you certainly can observe how the people around you socialize.?? That is not to imply that you should want your employees to party continuously or hang out at the local watering hole every day unless you want them to all end up in AA together.? On the contrary, socializing among employees just means they are easy in each other's presence even outside work. ?Activities can vary widely both in terms of frequency and focus.? The concept of employees socializing normally and easily means simply that they voluntarily see each other outside normal work hours because they want to, not because they feel compelled to.? While outside socializing is certainly not a prerequisite to employee happiness, employees who are not happy at work make a beeline out of there just as soon as the bell rings and are determined not to see anyone from work until they have to drag themselves back in the next day.?? ??

Others notice the camaraderie.? Happy employees have built supportive relationships with each other that are seen and felt by others who come in contact with them.? Customers and clients feel better when they are around happy employees because when they see positive interaction among employees is makes them feel like they are in good hands.? Other leaders who come in contact with employees in that organization are envious of the camaraderie there and want to duplicate this in their own companies.? One of the keys to employee satisfaction is an effective communication plan that keeps employees connected with each other and with their leader.? Leaders who make a concerted effort to ensure that employees are comfortable in their presence know that this sets the tone for interactions in the entire organization.? Demanding salutes and clicking heels may get results but not happy employees.

You can recruit by reputation.? If your attrition is low, you don't have to do a lot of recruiting.? That is a good thing for many reasons, primarily because it saves time and money.? However, most employees do change jobs once in a while and they do retire, so smart leaders are always in the business of recruiting for the day they have vacancies to fill.?? If your employees are happy you have no trouble getting qualified applicants to apply for your vacant positions.? Smart applicants have done their research and see that yours is an organization that values its employees and takes pride in their accomplishments.? Smart leaders have an effective marketing strategy that showcases their efforts to train and develop people, acknowledge excellence and implement programs that foster intellectual growth. ?Once yours is known as a great organization to work for, you can move the money normally reserved for recruitment to other more critical needs.

Your employees are your best recruiters.? Happy employees talk about the organization to their friends and family on a regular basis.? They are excited about what they are working on and talk freely about their assignments.? They highly recommend the organization as a great place to work.? When asked for specifics they can quickly name at least five things that they like about working there, such as the fact that they feel appreciated and respected, that organizational leaders partner well with labor unions, and company policies follow not just the letter but also the intent of the law. ?Even when there are no vacancies, they encourage others to try to get a job there someday.? ?And, whenever there are vacancies, they spread the gospel and actively look for good candidates.? They are proud of the company, its leadership, and their part in its success.??

They don't sweat the small stuff.? Happy employees minimize conflict by focusing on the organization's mission and goals.? They have a profound understanding and universal buy-in of the purpose of the organization and their role in it.? ?They are models of courtesy and respect. There is a maturity about the way they handle themselves that comes from gratitude for their job and understanding that no job is without its stresses and challenges.? They are astute enough to distinguish between what is critical and what is simply annoying and refuse to indulge in theatrics over little things.? Happy employees demonstrate great humor in their attitude and outlook which helps them have fun even under the most strenuous circumstances.? That makes them fun to be around.? Remember:? If you aren't happy around your employees, they probably aren't happy around you.? That means everybody loses.? ?

They don't engage in negative behaviors. ?Organizations with higher percentage of unhappy employees lose productivity to non-productive behaviors. ?Employees who are unhappy in their job spend valuable time complaining, speculating about what they think management is up to, and trying to organize a mutiny with co-workers based on rumors and innuendo.? They see collusion and subterfuge everywhere.? They are insecure about their own standing in the organization and as a result, couldn't care less about their colleagues or customers. On the other hand, happy employees are so engaged in their work that they have neither the time nor the inclination to indulge in this kind of stuff and they shun the guys who do.? Happy employees are trusting and loyal and can disagree constructively without holding a grudge.? And, here is a huge payoff:? They strive to create solutions for their leaders rather than problems.?