Employee Engagement

Shelley explains that employee engagement in today’s economy is a bit different. It’s because people tend to job hop and only stay in their current job for 2 to 5 years or until a better job or better opportunity comes along. This causes employee engagement and the value of an individual in a team is heightened tremendously. Thus, it is important to set rewards and benefits that are aligned with the vision, mission and goal of the company, to motivate employees to interact and engage with their team and in turn, become more productive members of the company.

Delegation and Accountability

The benefits of successful delegation are far reaching when we’ve taken the time to hire right, understand our beliefs around our future forecasts and develop accordingly. These steps build trust; building trust and confirming vision while aligning values creates a pathway to successful and comfortable delegation. All of this takes time and focused efforts, but is well worth the payoff, both personally & professionally. After all isn’t that the kind of peace we all seek?

The Connection

I have had the pleasure in life of enjoying my career choices.  Yes, they have been tough at times but I have generally always liked, and more often than not “loved,” the job I wake up to every day, the job I connected to.  I know that may be hard to believe but I was raised to follow my dreams, my heart and most definitely my passions.  It probably doesn’t hurt to always believe the glass is half to three-quarters full. Learning something and connecting the pieces out of every perceivably bad situation is another must, keeping in mind that experience comes when something didn’t go the way you originally envisioned it.  Connecting what happened with how to pivot makes putting the next round of goal-reaching tactics into action much easier.

Leadership Development

As leaders and mentors our success and sustainability comes from our abilities to make the best of what we have, how we have it, how we future develop our future and more. Everyone brings to the table their strengths and weaknesses, “weeds” and “wheat.” Every team has both too – but it’s how we cultivate the wheat instead of being consumed by removing all the weeds on a daily basis. When we focus on pulling the weeds, we can spend so much time that we run out of “energy” and “focus” on how to nurture the wheat long term. Eventually with the right focus, the wheat will overcome the weeds and the team as a whole.

Succession Planning

Both employees and the business benefit from long-term succession planning regardless of which form it takes. On the employee side, a formal succession plan tells employees that the business values and is committed to its staff. Advancement opportunities often increase morale and employee engagement, causing a corresponding decrease in employee turnover rates. On the employer side, succession planning supports continuity and sustainability objectives, ensuring the business is capable of moving forward whether key staff members leave voluntarily, due to retirement or via termination proceedings. As already discussed, there are many types of succession planning.

Change Management

In today’s business world, the complexity and pace of change can be daunting. Adaptability has become recognized as a necessary skill for leaders to develop to be effective in this environment of rapid change. Even so, leaders rarely know what they can do to become more adaptable and foster adaptability in others. This workshop contributes to a greater understanding of adaptability and the cognitive, emotional, and dispositional flexibility it requires. Leaders will learn how to develop their adaptability and to become more effective for themselves, the people they lead, and their organizations.

In today’s business world, the complexity and pace of change can be daunting. Adaptability has become recognized as a necessary skill for leaders to develop to be effective in this environment of rapid change. Even so, leaders rarely know what they can do to become more adaptable and foster adaptability in others. This workshop contributes to a greater understanding of adaptability and the cognitive, emotional, and dispositional flexibility it requires. Leaders will learn how to develop their adaptability and to become more effective for themselves, the people they lead, and their organizations.