Alan C.’s Post

"... managers can cultivate trust by setting a clear direction, giving people what they need to see it through, and then getting out of their way. In short, to boost engagement, treat people like responsible adults." Insightful piece from HBR on the neuroscience of trust. #leadership #softskills #buildingteams #managementskills https://lnkd.in/eBiGzmn

They want clarity, autonomy, empowerment, respect, and organizational accountability. They want to make a difference and do good, meaningful work. They want to know that leadership cares and that everyone in the company is rowing in the same direction with the same commitment and vigor that they apply to their own work. Do you know what your people don’t want? Rework, clumsy handoffs, confusion, obfuscation, and chaos. They don’t want to have their priorities shift unexpectedly. They don’t want their work to go to waste. There’s not much in the business world that does more to damage an organization’s culture or to drive employee dissatisfaction and disengagement than nonexistent or poorly constructed business objectives. #Clarity #Communication #GoalSetting

Is Your Organization a Survivor, an Amazing Race, or Big Brother? As a CEO, you know the importance of a high-performing, engaged workforce. But have you ever considered how your company culture might be perceived by your employees? Some organizations feel like a constant battle for survival, with employees constantly strategizing and forming alliances. Others resemble a fast-paced race, with tight deadlines and unexpected challenges. And still, others feel like a high-stakes game of strategy and surveillance. Which of these scenarios best describes your organization? Understanding the dynamics at play in your workplace can help you identify areas for improvement and foster a more positive, productive culture. Let's discuss how to create a thriving work environment where employees feel valued, engaged, and empowered. #ChooseHR #Leadership #Culture #EmployeeEngagement #Strategy

Difficult conversations are part of building the human capital and part of individual and team growth. Building the human capital is a vital component for organizations to evolve, improve, and develop, and there are times as leaders we must have a difficult conversation with an employee when expectations are not being met. This article is a good reminder of how to approach difficult conversations with employees. As a leader we must look at the growth and development of the employee as part of the growth and development of the organizations. If we do not have the difficult conversations, the we do not set the employee and the organization up for success. #employeeengagement #talentdevelopment #organizationalchangemanagement #leadershipskills #organizationalleadership https://lnkd.in/gBhYWW5b

Is Your Organization a Survivor, an Amazing Race, or Big Brother? As a CEO, you know the importance of a high-performing, engaged workforce. But have you ever considered how your company culture might be perceived by your employees? Some organizations feel like a constant battle for survival, with employees constantly strategizing and forming alliances. Others resemble a fast-paced race, with tight deadlines and unexpected challenges. And still, others feel like a high-stakes game of strategy and surveillance. Which of these scenarios best describes your organization? Understanding the dynamics at play in your workplace can help you identify areas for improvement and foster a more positive, productive culture. Let's discuss how to create a thriving work environment where employees feel valued, engaged, and empowered. #ChooseHR #Leadership #Culture #EmployeeEngagement #Strategy

Understanding Two Key Elements of Organizational Behavior (OB) In the ever-evolving world of work, Organizational Behavior (OB) is crucial to understanding how individuals and teams function within a company. Two essential elements that drive OB are Motivation and Organizational Culture—let’s dive into why these matter! 🔑 Motivation:  Motivation goes beyond simple rewards. When we tap into intrinsic factors like purpose, autonomy, and mastery, we see employees who are not only productive but also deeply engaged. Leaders who understand what drives their teams can align individual goals with organizational success, fostering a win-win scenario. 🔑 Organizational Culture:  Culture is the heartbeat of any organization. A strong, inclusive culture—built on trust, communication, and continuous learning—empowers employees to collaborate and innovate. It’s not just about retention, but about unleashing the potential of every individual to drive collective success. When motivation meets a positive culture, organizations create environments where growth, collaboration, and innovation thrive. The result? A more engaged and high-performing workforce. 🚀 How does your organization foster motivation and culture? #QuenchTechnoValley -We Offer Global HR Consulting and Recruitment services. #OrganizationalBehavior #Leadership #Motivation #CompanyCulture #EmployeeEngagement #WorkplaceSuccess

🌟 Embracing Feedback: The Key to a Thriving Organizational Culture 🌟 In today's fast-paced business landscape, the ability to embrace feedback is not just a skill—it's a vital asset for any organization aiming for success. At New Era Staffing & HR Solutions, we believe that cultivating a culture where open communication and constructive feedback are celebrated can lead to remarkable growth and innovation. Our latest blog post dives deep into the transformative power of feedback. Discover how you can foster an environment that encourages transparency, enhances team collaboration, and ultimately drives performance. ✨ Read the full post here: https://lnkd.in/gKtx6yJT Let’s commit to creating workplaces where everyone feels heard and valued. Together, we can transform feedback into a powerful tool for development and success! #OrganizationalCulture #Feedback #Leadership #Teamwork #NewEraStaffing #HRsolutions #GrowthMindset #EmployeeEngagement #BusinessSuccess 

#firstpost Have you ever noticed the unique treatment upper management receives in the workplace? Even if people are working daily with them, there's often a tendency to offer subtle nods when they enter a room, keep standing, or hold doors open. These gestures, while seemingly small, can speak volumes about organizational dynamics. Is this level of deference common practice, or does it hint at deeper cultural nuances? I'd love to hear your thoughts and experiences on the treatment of upper management in the workplace. Let's start a dialogue about workplace dynamics and leadership. #UpperManagement #WorkplaceCulture #leadership

The best way to help an employee feel valued is through active listening. Active listening is more than just hearing words; it's about understanding and valuing your employees' perspectives. When you truly listen your conversation: ☑ Builds Trust: Employees feel respected and valued, fostering a deeper sense of trust and loyalty. ☑ Uncovers Insights: Gain valuable insights into your team's challenges, needs, and innovative ideas. ☑ Boosts Morale: Demonstrates empathy and support, which can significantly enhance morale and motivation. By actively listening, leaders create a culture where employees feel empowered and engaged, driving both personal and organizational growth. Join my email list for practical tips: https://lnkd.in/gvfCd6cM #EmployeeRecognition #ValuedEmployees #LeadershipTips

GUESS WHAT MOST EMPLOYEES TALK ABOUT WHEN THEY HAVE LUNCH TOGETHER? Work issues? Difficult people? Love life? Movies or recommendations? Bosses? HR? Speculations? All of the above. Seldom do they talk about culture, success stories, and best practices. Maybe a few highlights here and there. Why? These are the top reasons: 1. It’s human nature to obsess with the negative 2. Most employees don’t understand what’s really going on in the organization. They feel like pawns in the chessboard with no clear why or how just a what 3. The company is more transactional than relational when it comes to employees relating to each other 4. The bigger the company grows, the more work needs to get done, but the more people get detached from each other So leaders need to: A. Over-communicate the right things B. Reach down to their down lines instead of say “my doors are open anytime” C. Have meetings that check on the person not just their deliverables D. Dissipate cliques that transmit false news or perceptions E. Double down on culture building Because at the end of the day, what gets talked about is what’s seen. And while it’s not entirely true, you can’t change the way it makes people feel. #purposepassionperformance #leadership