Event Slides: Boys & Girls Clubs
For a century, Boys & Girls Clubs have provided millions of young people hope and opportunity. Now the organization begins its second century with the mission, "To enable all young people, especially those who need us most, to reach their full potential as productive, caring, responsible citizens." Talented employees are critical to that mission, and leadership plays a vital role in attracting and keeping the best workers. And organizations have a responsibility to help their leaders reach their "full potential," too. That was my keynote message at the joint meeting of the Ohio and Michigan Area Councils of Boys & Girls Clubs of America. You can download the slides here. You will need PowerPoint to view these slides. 
Labels: employees, leadership, Slides
Bookmark this post on del.icio.usTyrants at Work
Nearly half of all U.S. employees have worked for a bully at some point in their careers, according to a new survey by the Employment Law Alliance. In the nationwide poll, 44 percent of respondents said they have worked for a manager they consider abusive. The study reveals that abusive supervisor behavior is escalating into a dangerous workplace problem.
In the survey, abused employees described bullies who degraded them in public, rudely interrupted them, criticized them in front of their coworkers, yelled at them, or simply ignored them altogether.
Employers should take note of the survey because 64 percent of the respondents believe abused workers should have legal recourse to sue their abusive bosses for damages. But there are other critical -- although less litigious -- consequences of abuse. "Demeaned workers respond with a reduced commitment and loss of productivity, and they run for the exits," says Robert Sutton, author of The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't. "It is time for senior management to realize that this conduct damages their people and is costing them a fortune."
If you exhibit some abusive traits, you might think you're succeeding in bullying people to up their level of performance. But in the end, your employees will settle the score by withholding their best efforts. Values-based leadership allows you the luxury of being effective without abusing your workers.
In the survey, abused employees described bullies who degraded them in public, rudely interrupted them, criticized them in front of their coworkers, yelled at them, or simply ignored them altogether.
Employers should take note of the survey because 64 percent of the respondents believe abused workers should have legal recourse to sue their abusive bosses for damages. But there are other critical -- although less litigious -- consequences of abuse. "Demeaned workers respond with a reduced commitment and loss of productivity, and they run for the exits," says Robert Sutton, author of The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't. "It is time for senior management to realize that this conduct damages their people and is costing them a fortune."
If you exhibit some abusive traits, you might think you're succeeding in bullying people to up their level of performance. But in the end, your employees will settle the score by withholding their best efforts. Values-based leadership allows you the luxury of being effective without abusing your workers.
Labels: employees, leadership, values
Bookmark this post on del.icio.usEmployer of Choice?
With the unemployment rate at a five-year low and job openings figures at a five-year high, employers are competing with each other for talented workers. To attract the best employees -- and to keep the ones they already have -- many companies hype themselves as being an "employer of choice." They promise candidates benefits like career coaching, in-house childcare centers, and flexible work schedules. But a recent survey conducted by human resources firm Chandler Macleod for the Australian Human Resources Institute reveals that many companies fail to provide the enhanced benefits they advertise. And some companies that do deliver such benefits chastise workers who ask to take advantage of them.
Of the nearly 2,200 job candidates who took part in the survey, one in four reported being a victim of a past employer's broken promises. What's more, 15 percent said an employer unfairly penalized them for trying to take advantage of publicized benefits, while 26 percent said they knew someone penalized for requesting a benefit. Not surprisingly, 52 percent of the surveyed job seekers said they are rarely or never attracted to an organization that touts itself as an employer of choice.
The survey results are "a bit of a wake up call for HR professionals about what they are doing day-to-day," says David Reynolds, Chandler Macleod's executive general manager. But are job candidates hearing the alarm?
I find that job seekers today are paying less attention to a potential employer's fringe benefits and closer attention to the organization's integrity. When companies recruit workers by making empty promises that they have no intention of keeping, it's an early indication that the organization lacks integrity. So if your employer of choice fails to fulfill on its promises, I suggest you choose again.
Of the nearly 2,200 job candidates who took part in the survey, one in four reported being a victim of a past employer's broken promises. What's more, 15 percent said an employer unfairly penalized them for trying to take advantage of publicized benefits, while 26 percent said they knew someone penalized for requesting a benefit. Not surprisingly, 52 percent of the surveyed job seekers said they are rarely or never attracted to an organization that touts itself as an employer of choice.
The survey results are "a bit of a wake up call for HR professionals about what they are doing day-to-day," says David Reynolds, Chandler Macleod's executive general manager. But are job candidates hearing the alarm?
I find that job seekers today are paying less attention to a potential employer's fringe benefits and closer attention to the organization's integrity. When companies recruit workers by making empty promises that they have no intention of keeping, it's an early indication that the organization lacks integrity. So if your employer of choice fails to fulfill on its promises, I suggest you choose again.
Labels: credibility, employees, integrity, leadership
Bookmark this post on del.icio.usEvent Slides: Aspiring Minds of Toledo
Aspire: Verb. To long, aim, or seek ambitiously; to strive toward a lofty goal. Values-based leaders have a vision and convince others to share it. Undoubtedly, when you share your vision there's a good chance you'll encounter rejection, ridicule, and opposition from those resistant to change. But don't be dissuaded, because people are attracted to leaders with grand aspirations. That was my message today to the members of Aspiring Minds of Toledo. You can download the slides here. You will need PowerPoint to view these slides.
Labels: leadership, Slides
Bookmark this post on del.icio.usWhen Will You Be Satisfied?
Fewer than half of all U.S. workers are satisfied with their jobs. This unsurprising pronouncement comes from the latest edition of an employee survey sponsored by The Conference Board. The results are not surprising because The Conference Board has conducted the annual survey for twenty years and, in every study, nearly one out of two workers expressed dissatisfaction in their situations.
What do employees dislike about their jobs? Just about everything, it seems. Workers give their companies low marks for their bonus plans, promotion policies, performance review processes, workloads, work/life balance commitments, communication channels, training opportunities, recognition programs, and career growth potentials. About the only thing employees are happy with are their commutes.
Lynn Franco, Director of The Conference Board Consumer Research Center, hopes the survey's results will wake up companies interested in employee retention. "A certain amount of dissatisfaction with one's job is to be expected," says Franco. But, he adds, "the breadth of dissatisfaction is somewhat unsettling, since it carries over from what attracts employees to a job to what keeps them motivated and productive on the job." He warns that 20 percent of survey respondents do not see themselves in their current jobs one year from now.
But before you start redesigning compensations plans and performance review forms, notice that the survey fails to determine how employees feel about their companies' missions. Why is that important? The dictionary defines satisfaction as a feeling of gratifications that results from fulfilling a need. In their jobs, people seek out employers whose values are consistent with their own, and look for ways to satisfy their interests and needs by aligning with an organization's mission. So while workers will always complain about certain aspects of their jobs -- we call that human nature -- what will really satisfy your employees is your proven commitment to the organization's values.
What do employees dislike about their jobs? Just about everything, it seems. Workers give their companies low marks for their bonus plans, promotion policies, performance review processes, workloads, work/life balance commitments, communication channels, training opportunities, recognition programs, and career growth potentials. About the only thing employees are happy with are their commutes.
Lynn Franco, Director of The Conference Board Consumer Research Center, hopes the survey's results will wake up companies interested in employee retention. "A certain amount of dissatisfaction with one's job is to be expected," says Franco. But, he adds, "the breadth of dissatisfaction is somewhat unsettling, since it carries over from what attracts employees to a job to what keeps them motivated and productive on the job." He warns that 20 percent of survey respondents do not see themselves in their current jobs one year from now.
But before you start redesigning compensations plans and performance review forms, notice that the survey fails to determine how employees feel about their companies' missions. Why is that important? The dictionary defines satisfaction as a feeling of gratifications that results from fulfilling a need. In their jobs, people seek out employers whose values are consistent with their own, and look for ways to satisfy their interests and needs by aligning with an organization's mission. So while workers will always complain about certain aspects of their jobs -- we call that human nature -- what will really satisfy your employees is your proven commitment to the organization's values.
Labels: employees, leadership, values
Bookmark this post on del.icio.usEvent Slides: Aktion Associates
Good leaders have a vision; they hold in their minds pictures of what is possible. Great leaders convince others to share their vision by articulating it in memorable and inspirational ways. But visionary leadership is not reserved for managers and supervisors. Every person in an organization can, and indeed should, imagine and promote possibilities. That was my message today to the forward-thinking staff of Aktion Associates, a leading provider of Internet-enabled business and information technology solutions. You can download the slides here. You will need PowerPoint to view these slides.
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Author George Brymer's comments about the leaders who get it, and those who never will.
