Goals 2014: What Is The Secret To Building An #EffectiveTeam ?

What Connections Do Leaders And Managers Inspire?

What Connections Do Leaders And Managers Inspire?

The summer is nearly over.  It is now the season for you, as an effective leader, to take action on one of your more important goals: helping to build new teams.

In the UK, the US, the EU and right around the world:

  • College tutors will be helping with the induction of new students.
  • Teachers will create the climate where heir classes adjust to being in a new grade, or year group.
  • In large and small workplaces graduate entrants will begin their corporate careers.

Soon skilled and confident leaders will be ensuring their new starters have an equal chance to quickly engage with their new colleagues and produce their very best work for their customers. Equality, engagement and productivity are connected to great teamwork, wherever you are.

What Can The Values Of The US Marine Corps Teach Leaders And Team Members?

Here are some thoughts from YouTube on the Circle of Safety which authentic leadership creates.  These come courtesy of Simon Sinek’s study of effective team building within the US Marine Corps.

Have You Got A Great Story To Tell About Effective Teams, Leadership And Supportive Connections?

Why not share your thoughts, in the comment section or on Twitter @RogerD_Said , about your experience of effective leadership in your team whether in school, college, or workplace.

If you like this post please share it with someone who would benefit from seeing it.

Want to know more about taking action on your goals? Please feel free to follow me on Facebook and Google+ too. Or if Linkedin is your thing why not View Roger Dennison’s profile

Goals 2014: What Is Your Gut Feeling About The #Management & #Leadership You Receive?

How Do You Feel About The Way You Are Managed?

How Do You Feel About The Way You Are Managed?

Here’s a question for you to ponder over the next couple of days.  How much protection does your manager offer you?  Do you feel Outstandingly nurtured?  Would you term their efforts Average? Does they need to improve?

(If you are a leader or manager how many marks out of 10 would your colleagues give you for the authenticity of your professional relationship with them)?

It Is A Good Time To Talk About Management

I think this is a good time to talk about management.  Many people are looking forward to their summer break, away from the sinking feeling they experience at work.  Some people will have reached the point where they are weighing up their options.  Others will have made up their minds and will be preparing for a job hunt when they get back to work.  If that is the case it may be because they are deeply unhappy with their management situation.

How Will You Respond To Your Concerns About The Management You Receive?

When you look at the set of goals you drew up for yourself in January did improving your job satisfaction feature on the list?  If so you will be conscious that effective management is a big factor in job satisfaction and engagement.

Now that you are taking stock at the mid-point in the year how are things looking jobwise?  What action will you take in response to your gut feeling?  Whose support will you draw on as you work out your options?

Implications Of Ineffective Management and Leadership

If inspiring leadership boosts followership then ineffective leaders and managers contribute to disengaged workers.

The quote from Kurt Barling comes from a larger article larger article relating to the concerns some black and minority ethnic staff at the BBC have in the management they receive.  The article is worth a look if you are interested in productive workplaces; engaging staff; improving team performance; equality and diversity; and leadership or management.

What Action Will You Take Now?

There is a universal point however: if one of your workplace goals is to feel positive and engaged you will feel better taking action, with support, to improve your situation rather than enduring the discomfort.  Please do get in touch (use the Contact page above) if you would like to discuss the difference coaching can make to your working life.

Do You Want Support To Develop Other Areas In Your Life?

There are more ideas relating to your work and life goals in the Archive section here and on Facebook and Google+ too.  Or if you are a Linkedin user you can visit View Roger Dennison’s profile

Goals 2014: What Does Equality And Diversity Mean To You?

What Is Your First Thought When Equality And Diversity Is Discussed?

What Is Your First Thought When Equality And Diversity Is Discussed?

Does one of your goals involve adding your voice to discussions on life in the modern workplace?  If so, do you want to contribute to the important conversation on improving equality and diversity outcomes?

I’ve good news, if your answer is ‘Yes’, as I have designed a whole-day leadership workshop on that topic and I could use your help in refining delegate materials.  I want to ensure delegates have some topical quotes to look at relevant to the experiences of teams, clients and organisations in a variety of sectors in the UK, US, EU and territories beyond.

Your Chance To Offer Some Feedback

Do take a moment to look at the bullet point questions below and offer some feedback by replying to this post, or comment through the Contact form (or via Twitter @RogerD_said ) before 19:00 BST on Monday 16 June.

If I use one of your quotes in the workshop materials you and your organisation will be credited (please say if you prefer to be anonymous).  Many thanks in advance for your help.

  • What does authentic leadership in equality and diversity look like?
  • What are the benefits of getting equality and diversity strategies right?
  • What are the challenges on the horizon for equality and diversity stakeholders?

Want To Take The Conversation Further?

If these questions have whetted your appetite and you want to take the workshop conversation further please feel free to get in touch (there’s a further chance to continue this conversation in September, so feel free to contribute your Comments below this post or across social media).

Additionally, there are more ideas relating to your work and life goals in the Archive section here and on Facebook and Google+ too.  Or if you are a LinkedIn user you can visit View Roger Dennison’s profile

Goals 2014: How Well Does Your Leadership Reflect Your Equality And Diversity Goals?

How Effective Is Your Leadership On Equality And Diversity?

How Effective Is Your Leadership On Equality And Diversity?

If you are like many leaders it is probably a challenge to get through your To Do list and deliver your everyday goals.  If you prioritise your medium and longer term goals too, this post may appeal to you.

What Effects Does Dominant Group Thinking Produce?

Here is a 58 minute video by anti-racist speaker Tim Wise, which is worth a look, if you have time and you have stretching leadership goals which are inspired by your equality and diversity values.  In case you haven’t time for the full video there are excerpts on Youtube which you can search for.

To my mind the key take away from the video is this: Being in the dominant group can leave you thinking you have the luxury of not having to care what other people think.  That attitude will make it harder to deliver on equality and diversity goals.

The upside of dominant-group thinking is simple: You face no obstacles to getting your goals accomplished.  You don’t experience anxiety.  You also don’t need to spend time on reflection about the impact of your words.  You can behave as you want to.  After all, you are acting on behalf of people like yourself, aren’t you?

How Do People From Diverse Backgrounds Respond To Dominant Group Thinking?

People from diverse backgrounds in your current or potential audience may take a different view.  On the least damaging end of the scale if you misspeak on a one-off basis you may not face any lasting consequences.  Get in wrong often enough and the authenticity of your brand values may be called into question.

What Are The Real World Consequences Of Sending Out The Wrong Equality And Diversity Messages?

In the US, major league basketball franchise owner Donald Sterling has experienced some major consequences following media coverage of comments he made about the sort of person he wanted courtside.  Being banned for life from the NBA and forced to sell his team, the LA Clippers for $850m, may influence him to rethink his approach to equality and diversity.

In the UK, BBC television Top Gear’s presenter Jeremy Clarkson is reportedly on his final warning from the corporation, after another controversial week.  Notwithstanding the 350 million viewers his programme receives globally he is having to rethink his approach to how he broadcasts.

Thee are high profile examples, but I think the basic principles are applicable to businesses generally.  Take a few moments to review your situation.  How well do you feel your organisation is doing on Equality And Diversity at the moment?

What Question Can An Authentic Leader Ask Of Themselves To Improve Their Equality And Diversity Focus?

Whether you are in the US, UK or further afield here’s a question that can ask yourself to improve your leadership:

  • What action will I take, this month, as an authentic leader to help my organisation make better use of its diverse workforce (or to demonstrate our commitment to equality goals)?

Feel free to continue this conversation about the relationship between authentic leadership, your values, and equality and diversity within your organisation.  Do let me know what impact your action has, when you start to see some results.

By all means take a look at the further ideas relating to your work and life goals in the Archive section here, on Facebook and Google+ too.  Or if you are a Linkedin user you can View Roger Dennison’s profile and connect with me there.

Goals 2014: When your manager says your work must improve which 3 steps should you take?

Is Your Performance Going Up Or Down This Year? (Image under creative common licence from Morguefile.com)

Is Your Performance Going Up Or Down This Year? (Image under creative common licence from Morguefile.com)

This year, like every year, thousands of civil servants made the Government’s presentation of the Budget seem effortless.  Behind the scenes collaborations, across the various departments, over many weeks came together smoothly yesterday.  Meaning that as the Chancellor sat down, a comprehensive suite of Budget publications appeared online .

How will some of those civil servants feel, should they now learn that they ‘must improve’ their performance to meet their work objectives?  It is a knock to one’s self-confidence to be judged in that way by a line manager.  More so if that outcome bucks the trend of years of evidence-based good performance.

Guidance on ranking staff for appraisal purposes

This year a ‘must improve’ judgement will flow from the strict application of guidance in the new Civil Service Appraisal system.  The system is one part of Civil Service Reform (whose goal is delivering better services for less money).

The guidance – available to managers across different Departments, Directorates and teams – is to use the sector-wide appraisal system to determine who has had a successful year.  The system seems to mean that appraisal markings can be distributed along a curve.  On that curve approximately:

  • 20 % of staff in a grade will have exceeded their objectives
  • 70 % will have achieved expected outcomes
  • 10% must improve

One appraisal system but two perspectives on how it works

The dialogue around performance management is led by the Head of the Civil Service, Sir Bob Kerslake.  He has blogged about the new performance management system, which he believes, reflects consistency across the organisation and looks at what civil servants achieve and how they achieve it.

Many Senior Civil Service (SCS) staff and their junior colleagues have replied to the blog (although it seems the distribution curve does not to apply to members of the SCS).  In unusually frank replies staff express their views about the system’s apparent use of quotas and its effect on morale.  They also note that HMRC staff downed tools over this issue in February.  So seemingly there is one appraisal system, but two perspectives on how it works.

It is also worth noting there may be an impact on workplace equality, since the sector employs more women than men below SCS level.  Black and minority ethnic staff, and disabled staff, are also concentrated in the grades where must improve ratings will appear.

3 steps to take when your manager says your work must improve

Are you someone whose performance ‘must improve’ this year?  How about rising to that challenge?  Once that sinking feeling in the pit of your stomach subsides, you should focus on moving forward.  Here are 3 actions to help you to move forward beyond your appraisal:

  • Review the evidence of your previous successful, or above successful, reports (to highlight your favourable customer feedback, transferable strengths and as a reminder your present rating may be quite subjective)
  • Record the specifics of your strategy to take an immediate, positive, next step to achieve a short-term win (something constructive you know you can do well, within your present role, or one that allows you to reassert your ability to achieve good quality results)
  • Recruit a skilled ally, ideally a coach who: understands the significance of your work-life goals; recognises the importance of your values; will remain supportive as your performance returns to its former state.

Civil Servant or not, how will you improve the quality of your work this year?  Why not dip into the Archives, to the right of this post, to get some inspiration as you move forward.